Employees Job Satisfaction, Insecurity and Intentions to Quit: The Direct and Indirect Influence of Authentic Leadership

This report analyzes the impact of authentic leadership on employees' job satisfaction, insecurity, and intentions to quit. The study is conducted on employees of Tesco using qualitative research methods. The report includes data analysis and findings on the direct and indirect influence of authentic leadership on employees.

RESEARCH METHODS

Table of Contents
INTRODUCTION...........................................................................................................................3
DATA ANALYSIS.........................................................................................................................3
FINDINGS AND DISCUSSION..................................................................................................18
CONCLUSION..............................................................................................................................20
CONCLUSION..............................................................................................................................21
REFERENCES................................................................................................................................1

INTRODUCTION
Research methods are greatly considered as different from research methodologies as it is
the way in which the researcher is able to collect the data in order to finish the investigation over
specified topics. The best method has been chosen by the scholar according to the topic that is
being selected for the examination. There are generally two types or methods through which the
data has been collected such as quantitative research method and qualitative research method.
The quantitative method helps to identify the solutions with the help of close ended questions in
the form of questionnaire or surveys which consists of multiple options. Another way of doing
such kind of method is to follow structured interview method (Nasab and Afshari, 2019). On the
other hand, the qualitative method of research consists of determine the data into numerical
formats.
This report will illustrate the topic i.e. “Employees job satisfaction, insecurity and intentions
to quit: the direct and indirect influence of authentic leadership” with the help of collecting the
data through the qualitative method. The study will be done over the employees of Tesco in
order to identify specific results. Apart from this, the data analysis will also be done in order to
identify appropriate findings to describe certain aspects in comprehensive manner.
DATA ANALYSIS
Data analysis is the systematic approach of applying statistical or logical techniques to
elaborate and describe the data into descriptive manner. This practice helps the researcher to
change and process the raw data into actionable context that helps them to make appropriate and
informative decisions (Weiss and et.al., 2018). This evaluation of the data helps them to reduce
the risks that are being inherent into decision making process by providing useful insights along
with statistics that is being often presented into charts, images, graphs, tables and similar kind of
graphical representation.
Theme 1: With the help of questionnaire, it has been evaluated that large number of employees
are highly aware about the concept of authentic leadership.
Do you understand the concept of authentic Outcome

leadership?
Yes 28
No 2
Total 30
Number of employees understands the concept of authentic leadership
Interpretation: From the above pictorial diagram, it has been evaluated that maximum number
of employees of Tesco i.e. 93% agrees that they are highly able to understand the concept of
authentic leadership and according to them it has also been identified that the leaders within their
organization are able to follow the authentic approach due to which they do complete their tasks
with complete heart and mind in all the specified situations. On the other hand, there are few
employees as well who are still not aware about the authentic leadership conception and requires
detailed explanation over the topic.
Theme 2: Promotion of discipline atmosphere, cultivation of self awareness within the
employees, making them highly committed, drive teams as per the organizational goals are all

the important direct influences that provide complete impact over the authentic leadership within
the Tesco.
What is the most significant direct influence
of authentic leadership according to you
within your organization?
Outcome
Promotes disciplined environment 4
Cultivate self awareness among employees 2
Committed towards cultural development 5
Driven their team according to the company
goals
3
All of the above 16
Total 30
Direct influence of authentic leadership
Interpretation: From the above represented pie chart, it has been identified that majority
number of employees of Tesco i.e. over 53% do share their vote in the favour that all the given

options such as the direct influence of authentic leadership provides promotion of disciplined
atmosphere within the company, it also helps to cultivate self awareness among employees, with
the help if such kind of leadership, the employees are become committed to make positive
business environment and also drive their teams with detailed collaboration which also helps to
achieve company goals as well as objectives of the firm. However, there are few candidates who
share their vote to individual options as well such as 13% vote in favour of the option that it
helps to encourage discipline, 7% says that it helps in cultivation of self awareness, according to
17% of employees, it has been identified that according to them this leadership helps to enhance
commitment within the establishment and remaining 10% states that it drives the teams as per
the company goals.
Theme 3: In order to identify the prominent indirect impacts of the authentic leadership over the
employees who are working within the enterprise are related to generation of high level of
workplace engagement.
According to you what is the prominent
indirect effects of authentic leadership
within your firm?
Outcome
Provides extreme level of strengths 3
Helps to gain ethical decisions 4
Generate high level of workplace engagement 18
Builds trust level among team members 2
Increase work engagement 3
Total 30

Prominent indirect effects of authentic leadership
Interpretation: From the diagram that has been presented above are related to the fact that
maximum number of employees such as over 60% does share their views that with the help of
authentic leadership practices, the leaders are able to generate high level of workplace
engagement. They are the kind of leaders who are easier to connect with, more approachable in
each and every context along with more trustworthy in nature. On the other hand few employees
i.e. 10% do state that it helps to provide extreme level of strengths. As per 13% of employees, it
helps to build ethical decisions within the organization. 7% says that it creates trust level among
the employees of Tesco and remaining 10% vote in favour of enhancement in work engagement.
Theme 4: Majority number of employees of Tesco states that the positive result of giving
employment to authentic leaders within their firm helps to generate emotional stability within the
employees who are also working for the betterment of the organization.
What are the positive outcomes of
employing authentic leader within the
establishment?
Outcome

Increase employees self esteem 4
Acquire emotional stability 19
Improve the ways of self evaluation 2
Enhance self control 5
Total 30
Positive outcomes of employing authentic leader within the establishment
Interpretation: From the above presented pie chart, it has been evaluated by the scholar that
majority number of employees i.e. around 63% out of total number of employees within the
Tesco states that the positive outcome of employing the people who follows authentic kind of
leadership within their leading styles are help to acquire emotional stability among their
employees while working for the fulfilment of tasks that are greatly beneficial for the betterment
of the establishment. However, few agrees that 13% helps to enhance employees self esteem, 7%
vote in the favour of improvement within the ways through which the employees are able to do
self evaluation of themselves and remaining 17% says that they assist to increase in self control
within employees.

Theme 5: As per maximum number of workforce people, it has been identified that the
authenticity greatly affects the success rate of the teams those are working within the Tesco.
How do you rate that the authenticity affects
the success of the team of the firm?
Outcome
5 star 12
4 star 10
3 star 4
2 star 3
1 star 1
Total 30
Authenticity affects the success of the team of the firm

Interpretation: According to the above represented diagram, it has been evaluated that
maximum number of employees of Tesco such as around 40% states that authenticity affects
provide maximum range of success to the teams of the firm Tesco. Apart from this, certain
employees such as 34% of employees share their views in support of 4 stars towards the
authenticity that affects the success of their team. On the other hand, some employees also share
their views in favour of 3 stars i.e. 13%, 2 stars from 10% of employees and 1% from 3% people.
Theme 6: Maximum number of employees do strongly agrees that authentic leadership
positively affects the employees of Tesco in context of their attitude and behaviour. It helps to
engage work which provides job satisfaction as well as resolve their intentions.
Authentic leadership positively affects the
employees’ attitude and behaviour in
context of work engagement, job satisfaction
and resolve their intentions of quitting the
job.
Outcome
Strongly agree 17
Agree 4
Neutral 3
Disagree 5
Strongly disagree 1
Total 30

Authentic leadership positively affects the employees’ attitude and behaviour
Interpretation: From the above diagram it has been identified that majority number of
consumers such as 57% of employees strongly agrees that authentic leadership is greatly affect
their employees in context of work engagement, job satisfaction and resolve their intentions of
quitting the job. Apart from this sometimes, 13% agrees over the point. 10% share their
viewpoints into neutral ways. 17% share their views in favour of disagreement over the topic and
3% vote for strongly disagree over this concept or might not being aware about the specific
conception in detailed manner.
Theme 7: Majority number of employees do share their view points that authentic leader within
the establishment helps to promote positive psychological capabilities within employees.
What is the impact that has been drawn by
the authentic leader over the organization?
Outcome
Promotes positive psychological capabilities
among employees
18
Create positive ethical climate 4

Foster greater self awareness 5
Globalize moral perspective 1
Balance process of information 2
Total 30
Impact that has been drawn by the authentic leader
Interpretation: From the above pictorial representation, it has been evaluated that maximum
number of employees i.e. 60% promotes positive psychological capabilities among employees.
13% of candidates of Tesco state their viewpoints that create positive ethical climate. 17% of
employees do share their views with the help of foster greater self awareness. 3% promote their
ideas in favour of globalization into moral perspective. At the end, remaining 7% share their
views in favour that it helps to balance process in context of collecting information.

Theme 8: Maximum number of employees within the Tesco shares their vote in favour of the
option that focusing towards the delivery of results is the major challenge in front of authentic
leader.
What are the challenges of authentic
leadership?
Outcome
Focus towards delivering results 19
Being driven by the firm’s needs and mission 4
Being self aware and know their strengths
along with weaknesses
2
Having integrity 5
Total 30
The challenge of authentic leadership

Interpretation: From the represented diagram, it has been interpreted that majority number of
employees such as approximately 63% state that the major challenge of authentic leadership is
that it focuses towards delivering results within the organization as per the requirement of the
tasks for the firm. 13% of employees share their views that being driven by the firm
requirements and mission is the issue faced by the leaders. The option i.e. being self aware and
understand their strengths along with weaknesses gets 7% of votes. The last option such as
having integrity is the major challenge of authentic leadership gets second highest such as 17%
votes.
Theme 9: Majority number of employees who are being selected in order to collect the
information states that their leaders are not struggling in order to adopt authentic leadership style
as they are highly talented person.
Do you feel that the leaders within your
organization are struggling to adopt
authentic leadership styles?
Outcome
True 8
False 22
Total 30

Do leaders struggle to adopt authentic leadership style?
Interpretation: From the above pie chart it has been identified that 73% of employees state that
the leaders within the Tesco are highly efficient enough that they are not required to deal with
certain things in order to adopt authentic leadership styles. They are extremely qualified and able
to handle the situations by adopting most effectual ways. However, few employees such as 27%
state that yes the leaders requires some amount of practices or training and do struggling in order
to adopt authentic kind of leadership styles within the establishment.
Theme 10: Majority number of employees of Tesco state that authentic leadership serves as a
strongest predictor o job satisfaction and have positive impacts over the company culture which
provides job satisfaction to their employees.
Authentic leadership serves as the strongest
predictor of job satisfaction and have
positive impacts over company culture
which provides job satisfaction to their
workforce.
Outcome

Strongly agree 16
Agree 6
Neutral 4
Disagree 3
Strongly disagree 1
Total 30
Authentic leadership serves as the strongest predictor of job satisfaction and have positive
impacts over company culture
Interpretation: From the above presented diagraphical structure state that maximum number of
employees i.e. 54% do agrees that authentic leadership serves as strong predictor of job
satisfaction and have optimistic impacts over company culture which provides job satisfaction to
their workforce. 20% agrees with the statement, 13% share their views in neutral context, 10% of

employees are disagree about the declaration. However, few people such as around 3% are
strongly disagreeing about the announcement.
Theme 11: It has been identified and voted by majority number of employees that a combination
of all the options illustrates that the authenticity matters into leadership activities up to the high
level.
Why according to you authenticity matters
in leadership activities?
Outcome
Authentic leaders are genuine in nature 4
They have the ability to lead from their heart 3
Inspires trust, loyalty and confidence 5
Derives optimal results, mission success and
personal growth
4
All of the above 14
Total 30

Authenticity matters in leadership activities
Interpretation: From the above diagrammatic representation, it has been evaluated that
maximum number of employees i.e. 47% voted for the option that all the options such as
authentic leaders are genuine in nature, having ability to lead from their heart, inspires others,
build trust, loyalty and confidence along with derive optimal results, personal expansion and
mission in successful manner. However, there are few employees who voted for individual
options as well such as few members or candidates i.e. around 13% voted for the option that
authentic leaders are genuine in nature hence for them authenticity matters a lot. While the
second option i.e. ability to lead from their heart gets vote from 10% of employees. The third
option gets 17% votes which are inspire trust, loyalty and confidence. And the last one is the
option that derives optimal results, personal growth and mission success gets 13% votes from the
employees of Tesco.
FINDINGS AND DISCUSSION
From the detailed evaluation of the complete topic, it has been evaluated that authentic style of
leadership greatly influence the employees psychology in context of making them comfortable at
their job location, avoid the feeling of insecurity, eradicate the intention of quitting the job and
promotes high level of job satisfaction (Asif and et.al., 2019). From the collection of data

through the survey mode from randomly selected 30 employees, it has been identified that high
level of authentic leadership strengthens the followers to withstand temptation through which the
employees are less likely to disengage and thus more inclined towards making an appropriate
and ethical decision. It is a kind of pattern for the authentic leadership as it followed by the
leaders to strategize their behaviour that draws upon and promote all kind of positive
psychological capacities among employees that also help to create positive environment within
the establishment (Karadağ and ÖZTEKİN BAYIR, 2018). It also assists in order to create or
foster greater self awareness, internalized moral perception, balance complete procedure of
information and creates relational transparency over the part of leaders’ workings. Authentic
leaders are extremely self driven, promotes relational transparency, adopts balanced processing
and adopts internationalized moral perspectives.
This approach towards leadership focuses towards the ethical dimensions of the relationship
among the followers and leaders along with describing the behaviour that resulted into creation
of trusted relationship. They are the ones who teach their followers to have a positive outlook
over life along with truthful and open towards their interactions with others. They are the kind of
individuals who characterized by high level of self awareness within themselves because they are
highly truthful and ethical in nature. Though form the survey analysis, it has been identified that
authentic leadership does not have the direct relationship with the job insecurity. Job insecurity
is straight forward linked with the employees’ behaviour in diversified manner. Continuously
worrying about the jobs might affects the employees mentality and create stress in pessimistic
manner (Freire and Bettencourt, 2020). In case of job security, job satisfaction works as a
motivational force except in the opposite direction. Authentic leaders are the kind of person who
are having an ability to perceive both emotional as well as different facets of the social
atmosphere and are able to incorporate dissimilar kind of activities within their followers.
Authentic leadership is greatly connected with sharing of feelings and motives of the firm as
well as the employees’ personnel. They are the source of sharing sensitive information as the
leaders who follow authentic style are high level of honest and open in a genuine manner.
Effective leaders such as authentic leaders are the ones who have the complete ability to
minimize or moderate the company political perceptions along with high level of job satisfaction
(Al Kurdi and et.al., 2021). Hence the leadership styles which provide a great impact over the
employees in order to make them feel highly satisfied at their job location. Authentic leaders are

more prone to provide job satisfaction and less job insecurity along with the intentions to quitting
the job. Furthermore, from the complete and detailed evaluation, it has been identified that the
authentic type of leadership shows an indirect effects over the employees in highly indirect
manner while on the other hand it does directly affects the level of job security among employees
along with maintenance of intentions of not quitting their job role (Chughtai, 2018).
CONCLUSION
From the above report, it has been concluded that leadership style also requires a fair share
of focus and attention over the people who are accountable to lead within the establishment. It
appears that company can able to implement authentic leadership programs to make their
managers able to become more authentic in nature and can adopt dissimilar style or skills in
order to adopt this multi dimensional concept. Hence, the authentic leadership styles have direct
and indirect impacts both over the different factors of employees within the establishment.

REFERENCES
Books and journals
Al Kurdi, B., and et.al., 2021. The interplay among HRM practices, job satisfaction and intention
to leave: An empirical investigation. Journal of Legal, Ethical and Regulatory, 24(1),
pp.1-14.
Asif, M., and et.al., 2019. Linking transformational leadership with nurse-assessed adverse
patient outcomes and the quality of care: assessing the role of job satisfaction and
structural empowerment. International journal of environmental research and public
health, 16(13), p.2381.
Chughtai, A.A., 2018. Examining the effects of servant leadership on life satisfaction. Applied
Research in Quality of Life, 13(4), pp.873-889.
Freire, C. and Bettencourt, C., 2020. Impact of ethical leadership on job satisfaction: the
mediating effect of work–family conflict. Leadership & Organization Development
Journal.
Karadağ, E. and ÖZTEKİN BAYIR, Ö.Z.G.E., 2018. The effect of authentic leadership on
school culture: A structural equation model. International Journal of Educational
Leadership and Management, 6(1).
Nasab, A.H. and Afshari, L., 2019. Authentic leadership and employee performance: mediating
role of organizational commitment. Leadership & Organization Development Journal.
Weiss, M., and et.al., 2018. Authentic leadership and leaders' mental well-being: An experience
sampling study. The Leadership Quarterly, 29(2), pp.309-321.
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