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The current study examined whether organizational climate has a moderating role
in relationship between perceived authentic leadership practices and team
innovativeness in employees of multinational companies. The sample comprised of
102 employees from five multinational companies in Lahore, Pakistan. For
assessment, Perceived Authentic Leadership Practices Scale (Mubashir & Fida,
2014), Organizational Climate Scale (Suarez, Fernandez, Alvarez, Pedrero, & Cueto,
2013) and Team Innovation Scale (West & Wallace, 1991) were used. Results
showed that organizational climate has a moderating effect on the relationship
between authentic leadership practices: being true to oneself; being true to work;
being true to values and team innovativeness in employees. Results also showed an
interaction effect of organizational climate with perceived authentic leadership
practices and being true to values on team innovativeness in employees of
multinational companies. Findings highlight the significance of leadership in
organizational climate and inculcation of innovativeness in organizational settings in
Pakistan.
Mariam Bibi, Nida Zafa, Rukhsana Kausar. (2018) Perceived Authentic Leadership Practices, Organizational Climate and Team Innovativeness in Employees of Multinational Companies, , Volume-12, Issue-2.
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