Abstract
The extant research has identified authentic leadership as a powerful and effective form of leadership practice. However, recent literature has turned its attention to the challenges experienced by Black, Indigenous, People of Color (BIPOC) women attempting to enact authentic leadership behaviors. Embodying a double minority status, BIPOC women leaders experience reduced perceptions of status and competence, and are therefore, unable to effectively enact risky behaviors such as authenticity. To address these disparities, this paper problematizes authentic leadership through a more comprehensive, intersectional lens. Specifically, this conceptual exploration spotlights presence of calling as a critical contextual factor in BIPOC women leaders’ authentic behaviors. Drawing on self-concept theory of work motivation, self-determination theory, alongside theories of intersectionality, this research presents the first investigation into the relationship between presence of calling and authentic leadership behaviors of BIPOC women leaders. Specifically, we demonstrate how the relationship between presence of calling and authentic leadership behavior is positively mediated through meaningful work and escalation of commitment. Thus, BIPOC women who identify a presence of calling will experience a greater moral and ethical obligation to enact authenticity despite its risky implications. Findings are expected to have important practical and theoretical implications for gender, race, authentic leadership, and calling within organizational settings.
Details
Presentation Type
Paper Presentation in a Themed Session
Theme
KEYWORDS
Authenticity, Leadership, Women, Intersectionality, Calling
