The Role of Employees' Psychological Capital in Impact of Authentic Leadership, Work Meaningfulness, and Supportive Organizational Climate with Job Satisfaction

In sports management, managers face serious challenges, one of which is ignoring staff behaviors. Therefore, the present study aimed to determine the role of employeeschr('39') psychological capital in impact of authentic leadership, work meaningfulness, and supportive organizational climate with job satisfaction.

The present study was performed by descriptive-correlation method. In order to select the sample, 300 people were selected from the staff of the Ministry of Sports and Youth based on Morganchr('39')s table. Research instruments include demographic questionnaire, "Psychological Capital Questionnaire", "Authentic Leadership Questionnaire", "Meaningful Work Questionnaire"; "Organizational Climate Questionnaire", and "Minnesota Job Satisfaction. Validity of measuring instruments using the method face, content validity index, content validity ratio and construct validity were evaluated using confirmatory factor analysis method, and the reliability was confirmed by internal consistency method by calculating the coefficient with Cronbachchr('39')s alpha coefficient. Data analysis was performed using LISREL 8, SPSS 24 and PLS version 3.2.2.

Psychological capital can the role of complete mediator in the relationship of authentic leadership (Zvalue=11.32; P>1.96); work meaningfulness (Zvalue = 15.28; P>1.96); supportive organizational climate (Z value=14.46; P >1.96) with job satisfaction.

Psychological capital mediating role in the relationship between the variables under study. It is suggested that managers use appropriate programs to change the psychological capital of employees to help them in case of problems, deficiencies and failures to be revived to ultimately ensure their job satisfaction.