The Relationship between Authentic Leadership and Employee Commitment to Rural Health

The modern-day healthcare systems incessantly undergo rapid shifts ranging due to the fiscal meltdowns. As such, it is evident that healthcare facilities, especially, in rural areas need a unique type of business leader, especially those who can lead with purpose and possess strong values and business integrity. Such leaders can create sustainable healthcare organizations and inspire their employees to offer better customer services for a competitive business advantage (Wang & Hsieh, 2013). Authenticity and integrity are regarded as important societal values in both Western and Eastern societies. Authentic leadership enhances humane enterprise for sustainable organizations (Peus, 2012). The attention on authentic leadership has increased in recent years gradually, especially in academic and practical fields owing to its role in solving societal and organizational problems. Thus, authentic leadership is vital for the enhancement of employee performance making it a root construct in all kinds of effective leadership Azanza, Moriano, & Molero, 2013). Hence, it is vital to evaluate the relationship between authentic leadership and worker commitment in the context of rural healthcare. Precisely, the current chapter delves into an in-depth literature review to uncover evidence from previous researchers on the influence of authentic leadership on the commitment of employees in rural health. The chapter begins with a conceptualization of the study variables and later delves into the role of authentic leadership in augmenting employee performance, fostering positive employee-manager relationship, and in enhancing positive employer-employee relationship in rural healthcare facilities.