Abstract
The current research examined the role of perceived authentic leadership (AL), work overload (job demand), and autonomy on the job (job resource) in strain and motivational paths of the JD-R model. The sample of the present study was recruited through purposive sampling technique and it comprised 500 university teachers from Islamabad and the Punjab province. Decision Authority Subscale of Job Content Questionnaire (Karasek, 1985), Authentic Leadership Questionnaire (Walumbwa, Avolio, Gardner, Wernsing, & Peterson, 2008), Quantitative overload subscale of Role Overload Scale (Dekker & Barling, 1995), Organizational Citizenship Behavior Scale (Williams & Anderson, 1991), Maslach Burnout Inventory-Educator Survey (Maslach, Jackson, & Leiter 1996), In-Role Performance Scale (William & Anderson, 1991), and Utrecht Work Engagement Scale (Schaufeli & Bakker, 2003) were used in the current research. Findings of structured equation modeling indicated that perceived AL positively predicted job autonomy, in-role performance, work engagement (WE), and extra-job execution, and contrarily anticipated job over-burden and burnout. Employment self-rule decidedly anticipated extra-job execution and WE and adversely anticipated burnout. Burnout was the negative predictor of in-role performance as well as extra-role performance. Burnout suppressed the negative effect of role overload on in-role performance. Job autonomy and role overload mediated the relationships of perceived AL with extra-role performance, burnout, and WE; and burnout mediated the relationships of perceived AL with in-job and extra-job execution. Implications of the results and proposals for future investigations have been reflected upon.
Keyword(s)
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