Authentic Leadership Impact on the Employee's Well-Being and Deviant Behaviors Mediated by Psychological Capital

Considering the conflict between two categories of deviant behaviors and the employees’ well-being, appropriate individual, group, leadership and organizational factors should be identified to control them. In this line, some investigations have been already carried out separately to identify effective factors in showing deviant behaviors and providing the employees’ well-being at work. However, the present study aims to examine direct and indirect impacts of authentic leadership on the employees’ well-being and deviant behaviors through psychological capital. It is performed on a sample consisting 136 employees of Natanz Municipality using simple random sampling method. The investigation is a correlational research and the instrument used to collect data is questionnaire. To analyze the data so collected, the structural equation modeling method is used by Lisrel 8.8 software. The results show that exogenous variable (authentic leadership) can affect all endogenous variables (deviant behaviors, psychological capital and the employees’ well-being) significantly. On the other hand, the psychological capital has a positively significant impact on the employees’ well-being, while it cannot have a negatively significant effect on the deviant behaviors.