| Abstract [eng] |
Main aim of the study — to examine the relationships between authentic leadership and employees' work performance evaluation, analyzing the moderating effects of innovative behavior and trust in leaders on this relationship. The work consists of four main parts: scientific literature review, empirical methodology, discussion of empirical findings, and conclusions with recommendations.In the literature review, key research variables are analyzed: authentic leadership, work performance evaluation, innovative employee behavior, and trust in leaders. The underlying causes, assumptions, and possible interactions among these variables are discussed. The methodology describes quantitative research methods—survey questionnaire, data collection, and analysis using statistical software. Regression analysis, mediation, and moderation studies were conducted to assess the influence of authentic leadership on work performance evaluation and the moderating effects of innovative behavior and trust in leaders. Research findings: it was found that authentic leadership positively relates to employees' work performance evaluation. Innovative behavior and trust in leaders act as moderators, amplifying this relationship. Additionally, it was determined that the impact of authentic leadership is significantly stronger when employees demonstrate higher levels of innovative behavior and trust in their leaders. Conclusions and recommendations: it is suggested to promote authentic leadership practices within organizations, fostering innovative employee behavior and trust in leaders to strengthen employee results and organizational effectiveness. It is also recommended to further investigate other moderating factors that could enhance these relationships. |
