| Abstract [eng] |
109 pages, 25 tables, 5 figures, 141 references. The aim of the Master's thesis is to reveal the relationship between authentic leadership and organisational trust and well-being at work, to investigate whether the age of the employee moderates the relationship between authentic leadership and well-being at work, and to provide practical recommendations. To achieve this aim, the following objectives were set: 1. To analyse the theoretical aspects of authentic leadership, employee well-being and organisational trust based on the scientific literature. 2. Based on the scientific literature and empirical research to identify the links between authentic leadership, employee well-being and organisational trust. 3. Examine the impact of authentic leadership on employee well-being and organisational trust through empirical research. 4. Examine the mediating effect of organisational trust on the relationship between authentic leadership and well-being at work through empirical research. 5. To investigate whether employee age has a moderating effect on the relationship between authentic leadership and well-being at work through an empirical study. 6. Provide findings and practical recommendations for enhancing authentic leadership, employee well-being and organisational trust. The final Master's thesis consists of six main chapters: literature review (Chapters 1-4), research methodology (Chapter 5) and presentation of empirical results, conclusions and recommendations (Chapter 6). The literature review provides an overview of the theoretical aspects of leadership, employee well-being and organisational trust and the interrelationships between these phenomena. Chapter 5 presents the conceptual model of the study, the research methods, its stages, process, and structure. The main objective of the study was to determine the impact of authentic leadership style on employee well-being and organisational trust. To achieve this, 315 respondents were interviewed. The data collected was systematically processed using the IBM SPSS software package. The analysis and results of the study are presented. The methods used in this study were descriptive statistics, Kolmogorov - Smirnov and Shapiro Wilk tests, Cronbach's alpha, means, standard deviations, linear regression analysis, mediator, and moderator statistical analyses. The results showed statistically significant relationships between all three constructs: authentic leadership, organisational trust, and employee well-being at work. The hypothesis that organisational trust acts as a mediating factor between authentic leadership and employee well-being at work was partially confirmed, while the hypothesis that the age of the employee influences the relationship between authentic leadership and employee well-being at work was not confirmed and did not have any significant effect on this relationship. The findings of the literature review, the results of the study, limitations of the study and recommendations are presented at the end of this paper. The work can be used to develop future research, and as a guideline, it can be useful for organisations seeking to promote authenticity, employee well-being and trust in the organisation. Suggestions are also made to continue further research on these constructs by incorporating additional moderating and mediating factors. |
