Effect of authentic leadership on knowledge-sharing behavior: The role of affective commitment and task interdependence
Date Published:
25/07/2026
Online Published:
25/07/2026
Section:
Business Administration, Marketing, Commerce, and Tourism
Main Article Content
Abstract
Purpose – This study aims to examine the effects of authentic leadership and affective commitment on knowledge-sharing behavior, with task interdependence as a moderating variable.
Design/methodology/approach – Drawing on Social Exchange Theory (SET) and Social Interdependence Theory (SIT), convenience and snowball sampling were used to gather data from 307 university lecturers in Ho Chi Minh City, and the data were analyzed using SmartPLS 4.0.
Findings – Results show that: (1) Authentic leadership has a positive effect on affective commitment and knowledge-sharing behavior; (2) Affective commitment and task interdependence positively influence knowledge-sharing behavior; (3) Task interdependence moderates the effect of affective commitment on knowledge-sharing behavior.
Originality/value – This stuty integrated authentic leadership, affective commitment, and task interdependence by SET and SIT to explain knowledge-sharing behavior in higher education institutions (HEIs)
Practical implications –The findings suggest that higher education managers should cultivate authentic leadership, strengthen lecturers’ affective commitment, and encourage collaborative work to enhance knowledge-sharing behavior
Social implications – Promoting knowledge-sharing behavior can strengthen collaboration, improve teaching quality, and support sustainable development HEIs
Keywords
Authentic leadership; Affective commitment; Knowledge sharing behavior; Task interdependence
Article Details
Field of Economic (JEL Codes)
M12 - Personnel Management • Executives; Executive Compensation - M14 - Corporate Culture • Diversity • Social Responsibility - Business Administration, M54 - Labor Management - Personnel Economics
References
Adamseged, H. Y., & Hong, J. (2018). Knowledge sharing among university faculty members. Journal of Education and Practice, 9(24), 1-10. https://scispace.com/pdf/knowledge-sharing-among-university-faculty-members-xiuhpvfvks.pdf
Ahmad, F. (2017a). Knowledge sharing in a non-native language context: Challenges and strategies. Journal of Information Science, 42(2), 248–264. https://doi.org/10.1177/0165551516683607
Ahmad, F. (2017b). Knowledge-sharing networks: Language diversity, its causes and consequences. Knowledge and Process Management, 24(2), 139–151. https://doi.org/10.1002/kpm.1539
Ahmad, F., Karim, M. (2019). Impacts of knowledge sharing: A review and directions for future research. Journal of Workplace Learning, 31(3), 207–230. https://doi.org/10.1108/JWL-07-2018-0096
Ahmed, S., Kanwal, S., & Lodhi, R. N. (2020). Leadership enhances affective organizational commitment and sharing knowledge behavior: A comparative study off gender disparity. The Journal of Educational Paradigms, 2(1), 80-87. https://doi.org/10.47609/0201012020
Al-Kurdi, O., El-Haddadeh, R., & Eldabi, T. (2018). Knowledge sharing in higher education institutions : A systematic review. Journal of Enterprise Information Management, 31(2), 226–246. https://doi.org/10.1108/JEIM-09-2017-0129
Avey, J. B., Luthans, F., Smith, R. M., & Palmer, N. F. (2010). Impact of positive psychological capital on employee well-being over time. Journal of Occupational Health Psychology, 15(1), 17–28. https://doi.org/10.1037/a0016998
Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315–338. https://doi.org/10.1016/j.leaqua.2005.03.001
Blau, P. (1964). Exchange and power in social life. John Wiley & Sons.
Brimhall, K. C. (2019). Are we innovative? Increasing perceptions of nonprofit innovation through leadership, inclusion, and commitment. Review of Public Personnel Administration, 41(1), 3-24. https://doi.org/10.1177/0734371X19857455
Brislin, R. W. (1986). The wording and translation of research instruments. In W. L. Lonner, & J. W. Berry (Eds.), Field methods in cross-cultural research (pp. 137–164). Sage Publications.
Byrne, B. M. (1998). Structural equation modeling with LISREL, PRELIS, and SIMPLIS : Basic concepts, applications, and programming. Lawrence Erlbaum Associates.
Cha, S. E., Hewlin, P. F., Roberts, L. M., Buckman, B. R., & Leroy, H. (2019). Being your true self at work: integrating the fragmented research on authenticity in organizations. Academy of Management Annals, 13(2), 633–671. https://doi.org/10.5465/annals.2016.0108
Choi, W., Goo, W., & Choi, Y. (2022). Perceived organizational support and knowledge sharing a moderated mediation approach. SAGE Open, 12(2). https://doi.org//doi.org/10.1177/21582440221089950
Clercq, D. De, Shu, C., & Gu, M. (2023). Overcoming organizational politics with tenacity and passion for work: benefits for helping behaviors. Personnel Review, 52(1), 1–25. https://doi.org/10.1108/PR-09-2020-0699
Cohen, J. (1988). Statistical power analysis for the behavioral sciences (2nd ed.). Lawrence Erlbaum Associates.
Courtright, S. H., Thurgood, G. R., Stewart, G. L., & Pierotti, A. J. (2015). Structural interdependence in teams: An integrative framework and meta-analysis. Journal of Applied Psychology, 100(6), 1825–1846. https://doi.org/http://dx.doi.org/10.1037/apl0000027
Cropanzano, R., Anthony, E. L., Daniels, S. R., & Hall, A. V. (2017). Social exchange theory: A critical review with theoretical remedies. Academy of Management Annals, 11(11), 479–516. https://doi.org/10.5465/annals.2015.0099
Ficapal-Cusí, P., Enache-Zegheru, M., & Torrent-Sellens, J. (2020). Linking perceived organizational support, affective commitment, and knowledge sharing with prosocial organizational behavior of altruism and civic virtue. Sustainability, 12(24). https://doi.org/10.3390/su122410289
Delic, M., Slatten, T., Milic, B., Marjanovic, U., & Vulanovic, S. (2017). Fostering learning organisation in transitional economy – The role of authentic leadership and employee affective commitment. International Journal of Quality and Service Sciences, 9(3-4), 441–455. https://doi.org/10.1108/IJQSS-02-2017-0012
Deutschi, M. (1960). The effect of motivational orientation upon trust and suspicion. Human Relations, 13(2), 123–139. https://doi.org/10.1177/001872676001300202
DeVellis, R. F. (2017). Scale development: Theory and applications (4th ed.). Sage.
Diamantopoulos, A., & Siguaw, J. A. (2000). Introducing LISREL. Sage Publications. https://doi.org/10.4135/9781849209359
Doan Bao Son (2021). Vốn xã hội, sự cam kết với tổ chức và chia sẻ tri thức ẩn: Nghiên cứu cho khu vực công tại Thành phố Hồ Chí Minh. Tạp chí Khoa học Đại học Mở Thành Phố Hồ Chí Minh - Khoa Học Xã Hội [Social capital, organizational commitment and tacit knowledge sharing: A study on the public sector in Ho Chi Minh City], 16(2), 88–101. https://doi.org/10.46223/HCMCOUJS.soci.vi.16.2.1986.2021
Donnelly, R. (2019). Aligning knowledge sharing interventions with the promotion of firm success: The need for SHRM to balance tensions and challenges. Journal of Business Research, 94, 344–352. https://doi.org/10.1016/j.jbusres.2018.02.007
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50. https://doi.org/10.2307/3151312
Foss, N. J., Minbaeva, D. B., Pedersen, T., & Reinholt, M. (2009). Encouraging knowledge sharing among employees: How job design matters. Human Resource Management, 48(6), 871–893. https://doi.org/10.1002/hrm.20320
Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R., & Walumbwa, F. (2005). “Can you see the real me?” A self-based model of authentic leader and follower development. The Leadership Quarterly, 16(3), 343–372. https://doi.org/10.1016/j.leaqua.2005.03.003
Gardner, W. L., Karam, P. Y., Noghani, F., Cogliser, C.C., Gullifor,P.D., Mhatre, K., Ge, S., Bi, R., Yan, Z., & Dahunsi, D. (2024). ‘Let’s get real’ … when we lead: A systematic review, critical assessment, and agenda for authentic leadership theory and research. Journal of Management & Organization, 30(6), 1642–1668. https://doi.org/10.1017/jmo.2024.68
Geng, Q., Townley, C., Huang, K., & Zhang, J. (2005). Comparative Knowledge Management: A Pilot Study of Chinese and American Universities. Journal of the American Society for Information Science and Technology, 56(10), 1031–1044. https://doi.org/10.1002/asi.20194
Groŝelj, M., Ĉerne, M., Penger, S., & Grah, B. (2020). Authentic and transformational leadership and innovative work behaviour: The moderating role of psychological empowerment. European Journal of Innovation Management, 24(3), 677–706. https://doi.org/10.1108/EJIM-10-2019-0294
Haider, S. A., Zubair, M., Tehseen, S., Iqbal, S., & Sohail, M. (2023). How does ambidextrous leadership promote innovation in project-based construction companies? Through mediating role of knowledge-sharing and moderating role of innovativeness. European Journal of Innovation Management, 26(1), 99–118. https://doi.org/10.1108/EJIM-02-2021-0083
Hair, J.F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2021). A primer on partial least squares structural equation modeling (PLS-SEM) (3rd ed.). SAGE Publications.
Hair, J. F., Hult, G. T., Ringle, C., & Sarstedt, M. (2019). A primer on partial least squares structural equation modeling (PLS-SEM) (2nd ed.). Sage Publications.
Henseler, J., Ringle, C. M., & Sinkovics, R. R. (2009). The use of partial least squares path modeling in international marketing. In R. R. Sinkovics, & P. N. Ghauri (Eds.), Advances in international marketing: New challenges to international marketing (Vol. 20, pp. 277–319). Emerald Group Publishing. https://doi.org/10.1108/S1474-7979(2009)0000020014
Hofstede, G. (2011). Culture’s consequences: Comparing values, behaviors, institutions, and organizations across nations (2nd ed.). Sage Publications.
Homans, G. C. (1958). Social behavior as exchange. American Journal of Sociology, 63(6), 597–606. https://www.jstor.org/stable/2772990
Hooff, Van den, B., & de Leeuw van Weenen, F. (2004). Committed to share: Commitment and CMC use as antecedents of knowledge sharing. Knowledge and Process Management, 11(1), 13–24. https://doi.org/10.1002/kpm.187
Hu, L., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6(1), 1–55. https://doi.org/10.1080/10705519909540118
Huynh Quoc Tuan, Nguyen Giac Tri, & Duong Thi Huynh Nhu (2021). Phân tích các yếu tố ảnh hưởng đến hành vi chia sẻ tri thức của giảng viên Trường Đại Học Đồng Tháp [Analysis of factors affecting knowledge sharing behaviors of lecturers of Dong Thap University]. TNU Journal of Science and Technology, 226(18), 116–123. https://doi.org/10.34238/tnu-jst.5268
Im, T., Campbell, J. W., & Jeong, J. (2016). Commitment intensity in public organizations: Performance, innovation, leadership, and PSM. Review of Public Personnel Administration, 36(3), 219–239. https://doi.org/10.1177/0734371X13514094
Jalili, A. Y., & Ghaleh, S. (2020). Knowledge sharing and the theory of planned behavior: A meta analysis review. VINE Journal of Information and Knowledge Management Systems, 51(2), 236–258. https://doi.org/10.1108/VJIKMS-02-2019-0023
Jehn, K. A. (1985). A multimethod examination of the benefits and detriments of intragroup conflict. Administrative Science Quarterly, 40(2), 256–282. https://doi.org/10.2307/2393638
Johnson, D.W., & Johnson, R. T. (2008). Social interdependence theory and cooperative learning: The teacher’s role. In R. M. Gillies, A. F. Ashman, J. Terwel (Eds.), The teacher’s role in implementing cooperative learning in the classroom (pp. 9-37). Springer. https://doi.org/10.1007/978-0-387-70892-8_1
Johnson, David W., & Johnson, R. T. (2005). New developments in social interdependence theory. Genetic, Social, and general Psychology Monographs, 131(4), 285–358. https://doi.org/10.3200/MONO.131.4.285-358
Jolaee, A., Nor, K. M., Khani, N., & Yusoff, R. M. (2014). Factors affecting knowledge sharing intention among academic staff. International Journal of Educational Management, 28(4), 413–431. https://doi.org/10.1108/IJEM-03-2013-0041
Kankanhalli, A., Tan, B. C. Y., & Wei, K.-K. (2005). Contributing knowledge to electronic knowledge repositories: An empirical investigation. MIS Quarterly, 29(1), 113–143. https://doi.org/10.2307/25148670
Kiggundu, M. N. (1983). Task interdependence and job design: Test of a theory. Organizational Behavior and Human Performance, 31(2), 145–172. https://doi.org/10.1016/0030-5073(83)90118-6
Kock, N. (2015). Common method bias in PLS-SEM : A full collinearity assessment approach. International Journal of e-Collaboration, 11(4), 1–10. https://doi.org/10.4018/ijec.2015100101
Lee, S., Han, S.-h, Park, S. H., & Chai, D. S. (2025). Authentic leadership and organizational sustainability: The moderated mediation of knowledge sharing and proactive. European Journal of Training and Development, 50(1-2), 107–130. https://doi.org/10.1108/EJTD-12-2024-0175
Lewin, K. (1948). Resolving social conflicts: Selected papers on group dynamics. Harper.
Lin, H.-F. (2007). Knowledge sharing and firm innovation capability: An empirical study. International Journal of Manpower, 28(3–4), 315–332. https://doi.org/10.1108/01437720710755272
Luo, C., Lan, Y., Luo, X., & Li, H. (2021). The effect of commitment on knowledge sharing: An empirical study of virtual communities. Technological Forecasting and Social Change, 163. https://doi.org/10.1016/j.techfore.2020.120438
Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An Examination of construct validity. Journal of Vocational Behavior, 49(3), 252–276. http://www.ncbi.nlm.nih.gov/pubmed/8980084
Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20–52. https://doi.org/10.1006/jvbe.2001.1842
Molm, L. D. (1994). Dependence and risk: Transforming the structure of social exchange. Social Psychology Quarterly, 57(3), 163–176. http://www.jstor.org/stable/2786874
Ng, K. Y. N. (2022). Effects of organizational culture, affective commitment, and trust on knowledge- sharing tendency. Journal of Knowledge Management, 27(4), 1140–1164. https://doi.org/10.1108/JKM-03-2022-0191
Nguyen, H. N., Le, Q. H., Tran, Q. B., Tran, T. H. M., Nguyen, T. H. Y., & Nguyen, T. T. Q. (2020). The impact of organizational commitment on employee motivation: A study in Vietnamese enterprises. Journal of Asian Finance, Economics and Business, 7(6), 439–447. https://doi.org/10.13106/jafeb.2020.vol7.no6.439
Nguyen, M., Malik, A., & Sharma, P. (2024). Leadership styles and employee creativity: The interactive impact of online knowledge sharing and organizational innovation. Journal of Knowledge Management, 28(3), 631–650. https://doi.org/10.1108/JKM-01-2023-0014
Nguyen Quoc Phong (2024). Các nhân tố ảnh hưởng tới hành vi chia sẻ tri thức đối với giảng viên: Nghiên cứu tại Trường Đại học Sư phạm Kỹ thuật Hưng Yên [Factors affect knowledge sharing behavior among academic staff: Research at Hung Yen University of Technology and Education]. Tạp Chí Khoa học và Công nghệ Trường Đại học Hùng Vương, 34(1), 23–30. https://doi.org/10.59775/1859-3968.148
Trinh, Nguyen, T. H. (2023). Higher education and its role for national development. a research agenda with bibliometric analysis. Interchange, 54, 125–143. https://doi.org/10.1007/s10780-023-09493-9
Oliveira, M., Curado, C., & Henriques, P. L. (2019). Knowledge sharing among scientists: A causal configuration analysis. Journal of Business Research, 101, 777–782. https://doi.org/10.1016/j.jbusres.2018.12.044
Oparaocha, G. O. (2016). Towards building internal social network architecture that drives innovation: A social exchange theory perspective. Journal of Knowledge Management, 20(3), 534–556. https://doi.org/10.1108/JKM-06-2015-0212
Pearce, J. L., & Gregersen, H. B. (1991). Task interdependence and extrarole behavior: A test of the mediating effects of felt responsibility. Journal of Applied Psychology, 76(6), 838–844. https://doi.org/10.1037/0021-9010.76.6.838
Peng, J., Wang, Z., & Chen, X. (2019). Does self‑serving leadership hinder team creativity? A moderated dual‑path model. Journal of Business Ethics, 159, 419–433. https://doi.org/10.1007/s10551-018-3799-0
Rasdi, R. M., & Tangaraja, G. (2022). Knowledge-sharing behaviour in public service organisations: Determinants and the roles of affective commitment and normative commitment. European Journal of Training and Development, 46(3–4), 337–355. https://doi.org/10.1108/EJTD-02-2020-0028
Ribeiro, N., Duarte, A. P. D., Filipe, R., & Oliveira, R. T. de. (2020). How authentic leadership promotes individual creativity: the mediating role of affective commitment. Journal of Leadership & Organizational Studies, 27(2), 189 –202. https://doi.org/10.1177/1548051819842796
Semedo, A. S. D., Coelho, A. F. M., & Ribeiro, N. M. P. (2016). Effects of authentic leadership, affective commitment and job resourcefulness on employees’ creativity and individual performance. Leadership & Organization Development Journal, 37(8), 1038–1055. https://doi.org/10.1108/LODJ-02-2015-0029
Shmueli, G., Sarstedt, M., Hair, J. F., Cheah, J.-H., Ting, H., Vaithilingam, S., & Ringle, C. M. (2019). Predictive model assessment in PLS-SEM : Guidelines for using PLSpredict. European Journal of Marketing, 53(11), 2322–2347. https://doi.org/10.1108/EJM-02-2019-0189
Sparrowe, R. T. (2005). Authentic leadership and the narrative self. The Leadership Quarterly, 16(3), 419–439. https://doi.org/10.1016/j.leaqua.2005.03.004
Straub, D., Boudreau, M.-C., Gefen, D. (2004). Validation guidelines for is positivist research. Communications of the Association for Information Systems, 13, 380–427. https://doi.org/10.17705/1CAIS.01324
Su, C. (2021). To share or hide? A social network approach to understanding knowledge sharing and hiding in organizational work teams. Management Communication Quarterly, 35(2), 281–314). https://doi.org/10.1177/0893318920985178
Sudibjo, N., & Prameswari, R. K. (2021). The effects of knowledge sharing and person–organization fit on the relationship between transformational leadership on innovative work. Heliyon, 7(6). https://doi.org/10.1016/j.heliyon.2021.e07334
Ta Thi Phuong Hue, & Nguyen Anh Quang (2025). Tác động của phong cách lãnh đạo đích thực và phong cách lãnh đạo chuyển đổi đến hành vi đổi mới sáng tạo: Vai trò của chia sẻ tri thức [The impact of authentic leadership and transformational leadership on innovation work behavior, the role of knowledge sharing behavior]. Tạp chí Nghiên cứu Tài chính - Marketing, 16(4), 66–79. https://doi.org/10.52932/jfmr.v16i4.665
Valsania, S., Moriano, J. A., & Molero, F. (2016). Authentic leadership and employee knowledge sharing behavior: Mediation of the innovation climate and workgroup identification. Leadership & Organization Development Journal, 37(4), 487–506. https://doi.org/10.1108/LODJ-08-2014-0149
Vermeulen, M., Kreijns, K., & Evers, A. T. (2020). Transformational leadership, leader–member exchange and school learning climate: Impact on teachers’ innovative behaviour in the Netherlands. Educational Management Administration & Leadership, 50(3), 491–510. https://doi.org/10.1177/1741143220932582
Vo Thi Thanh Huong, Nguyen Thi Thao, & Mai Thi Hong Nhung (2021). Các yếu tố ảnh hưởng đến hành vi chia sẻ tri thức của giảng viên Trường Đại học Duy Tân [Factors affecting the knowledge sharing behavior of lecturers in Duy Tan Univerity]. Tạp chí Khoa học & Công nghệ Đại học Duy Tân, 4(47), 84–101. https://files02.duytan.edu.vn/svruploads/dtu-duytan/upload/file/Bai-11.-Các-yếu-tố-ảnh-hưởng-đến-hành-vi-chia-sẻ-tri-thức-của-giảng-viên-Trường-Đại-học-Duy-Tân-(Võ--Thị-Thanh-Thương)
Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic lLeadership: Development and validation of a theory-based measure. Journal of Management, 34(1), 89–126. https://doi.org/10.1177/0149206307308913
Walumbwa, F. O., Christensen, A. L., & Hailey, F. (2011). Authentic leadership and the knowledge economy: Sustaining motivation and trust among knowledge workers. Organizational Dynamics, 40(2), 110–118. https://doi.org/10.1016/j.orgdyn.2011.01.005
You, Y., Hu, Z., Li, J., Wang, Y., & Xu, M. (2022). The effect of organizational innovation climate on employee innovative behavior: The role of psychological ownership and task interdependence. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.856407
Zeb, A., Abdullah, N. H., Hussain, A., & Safi, A. (2020). Authentic leadership, knowledge sharing, and employees’ creativity. Management Research Review, 43(6), 669–690. https://doi.org/10.1108/MRR-04-2019-0164
Zheng, X., Li, L., Zhang, F., & Zhu, M. (2019). The roles of power distance orientation and perceived insider status in the subordinates’ Moqi with supervisors and sustainable knowledge-sharing. Sustainability, 11(5). https://doi.org/10.3390/su11051421
Ahmad, F. (2017a). Knowledge sharing in a non-native language context: Challenges and strategies. Journal of Information Science, 42(2), 248–264. https://doi.org/10.1177/0165551516683607
Ahmad, F. (2017b). Knowledge-sharing networks: Language diversity, its causes and consequences. Knowledge and Process Management, 24(2), 139–151. https://doi.org/10.1002/kpm.1539
Ahmad, F., Karim, M. (2019). Impacts of knowledge sharing: A review and directions for future research. Journal of Workplace Learning, 31(3), 207–230. https://doi.org/10.1108/JWL-07-2018-0096
Ahmed, S., Kanwal, S., & Lodhi, R. N. (2020). Leadership enhances affective organizational commitment and sharing knowledge behavior: A comparative study off gender disparity. The Journal of Educational Paradigms, 2(1), 80-87. https://doi.org/10.47609/0201012020
Al-Kurdi, O., El-Haddadeh, R., & Eldabi, T. (2018). Knowledge sharing in higher education institutions : A systematic review. Journal of Enterprise Information Management, 31(2), 226–246. https://doi.org/10.1108/JEIM-09-2017-0129
Avey, J. B., Luthans, F., Smith, R. M., & Palmer, N. F. (2010). Impact of positive psychological capital on employee well-being over time. Journal of Occupational Health Psychology, 15(1), 17–28. https://doi.org/10.1037/a0016998
Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315–338. https://doi.org/10.1016/j.leaqua.2005.03.001
Blau, P. (1964). Exchange and power in social life. John Wiley & Sons.
Brimhall, K. C. (2019). Are we innovative? Increasing perceptions of nonprofit innovation through leadership, inclusion, and commitment. Review of Public Personnel Administration, 41(1), 3-24. https://doi.org/10.1177/0734371X19857455
Brislin, R. W. (1986). The wording and translation of research instruments. In W. L. Lonner, & J. W. Berry (Eds.), Field methods in cross-cultural research (pp. 137–164). Sage Publications.
Byrne, B. M. (1998). Structural equation modeling with LISREL, PRELIS, and SIMPLIS : Basic concepts, applications, and programming. Lawrence Erlbaum Associates.
Cha, S. E., Hewlin, P. F., Roberts, L. M., Buckman, B. R., & Leroy, H. (2019). Being your true self at work: integrating the fragmented research on authenticity in organizations. Academy of Management Annals, 13(2), 633–671. https://doi.org/10.5465/annals.2016.0108
Choi, W., Goo, W., & Choi, Y. (2022). Perceived organizational support and knowledge sharing a moderated mediation approach. SAGE Open, 12(2). https://doi.org//doi.org/10.1177/21582440221089950
Clercq, D. De, Shu, C., & Gu, M. (2023). Overcoming organizational politics with tenacity and passion for work: benefits for helping behaviors. Personnel Review, 52(1), 1–25. https://doi.org/10.1108/PR-09-2020-0699
Cohen, J. (1988). Statistical power analysis for the behavioral sciences (2nd ed.). Lawrence Erlbaum Associates.
Courtright, S. H., Thurgood, G. R., Stewart, G. L., & Pierotti, A. J. (2015). Structural interdependence in teams: An integrative framework and meta-analysis. Journal of Applied Psychology, 100(6), 1825–1846. https://doi.org/http://dx.doi.org/10.1037/apl0000027
Cropanzano, R., Anthony, E. L., Daniels, S. R., & Hall, A. V. (2017). Social exchange theory: A critical review with theoretical remedies. Academy of Management Annals, 11(11), 479–516. https://doi.org/10.5465/annals.2015.0099
Ficapal-Cusí, P., Enache-Zegheru, M., & Torrent-Sellens, J. (2020). Linking perceived organizational support, affective commitment, and knowledge sharing with prosocial organizational behavior of altruism and civic virtue. Sustainability, 12(24). https://doi.org/10.3390/su122410289
Delic, M., Slatten, T., Milic, B., Marjanovic, U., & Vulanovic, S. (2017). Fostering learning organisation in transitional economy – The role of authentic leadership and employee affective commitment. International Journal of Quality and Service Sciences, 9(3-4), 441–455. https://doi.org/10.1108/IJQSS-02-2017-0012
Deutschi, M. (1960). The effect of motivational orientation upon trust and suspicion. Human Relations, 13(2), 123–139. https://doi.org/10.1177/001872676001300202
DeVellis, R. F. (2017). Scale development: Theory and applications (4th ed.). Sage.
Diamantopoulos, A., & Siguaw, J. A. (2000). Introducing LISREL. Sage Publications. https://doi.org/10.4135/9781849209359
Doan Bao Son (2021). Vốn xã hội, sự cam kết với tổ chức và chia sẻ tri thức ẩn: Nghiên cứu cho khu vực công tại Thành phố Hồ Chí Minh. Tạp chí Khoa học Đại học Mở Thành Phố Hồ Chí Minh - Khoa Học Xã Hội [Social capital, organizational commitment and tacit knowledge sharing: A study on the public sector in Ho Chi Minh City], 16(2), 88–101. https://doi.org/10.46223/HCMCOUJS.soci.vi.16.2.1986.2021
Donnelly, R. (2019). Aligning knowledge sharing interventions with the promotion of firm success: The need for SHRM to balance tensions and challenges. Journal of Business Research, 94, 344–352. https://doi.org/10.1016/j.jbusres.2018.02.007
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50. https://doi.org/10.2307/3151312
Foss, N. J., Minbaeva, D. B., Pedersen, T., & Reinholt, M. (2009). Encouraging knowledge sharing among employees: How job design matters. Human Resource Management, 48(6), 871–893. https://doi.org/10.1002/hrm.20320
Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R., & Walumbwa, F. (2005). “Can you see the real me?” A self-based model of authentic leader and follower development. The Leadership Quarterly, 16(3), 343–372. https://doi.org/10.1016/j.leaqua.2005.03.003
Gardner, W. L., Karam, P. Y., Noghani, F., Cogliser, C.C., Gullifor,P.D., Mhatre, K., Ge, S., Bi, R., Yan, Z., & Dahunsi, D. (2024). ‘Let’s get real’ … when we lead: A systematic review, critical assessment, and agenda for authentic leadership theory and research. Journal of Management & Organization, 30(6), 1642–1668. https://doi.org/10.1017/jmo.2024.68
Geng, Q., Townley, C., Huang, K., & Zhang, J. (2005). Comparative Knowledge Management: A Pilot Study of Chinese and American Universities. Journal of the American Society for Information Science and Technology, 56(10), 1031–1044. https://doi.org/10.1002/asi.20194
Groŝelj, M., Ĉerne, M., Penger, S., & Grah, B. (2020). Authentic and transformational leadership and innovative work behaviour: The moderating role of psychological empowerment. European Journal of Innovation Management, 24(3), 677–706. https://doi.org/10.1108/EJIM-10-2019-0294
Haider, S. A., Zubair, M., Tehseen, S., Iqbal, S., & Sohail, M. (2023). How does ambidextrous leadership promote innovation in project-based construction companies? Through mediating role of knowledge-sharing and moderating role of innovativeness. European Journal of Innovation Management, 26(1), 99–118. https://doi.org/10.1108/EJIM-02-2021-0083
Hair, J.F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2021). A primer on partial least squares structural equation modeling (PLS-SEM) (3rd ed.). SAGE Publications.
Hair, J. F., Hult, G. T., Ringle, C., & Sarstedt, M. (2019). A primer on partial least squares structural equation modeling (PLS-SEM) (2nd ed.). Sage Publications.
Henseler, J., Ringle, C. M., & Sinkovics, R. R. (2009). The use of partial least squares path modeling in international marketing. In R. R. Sinkovics, & P. N. Ghauri (Eds.), Advances in international marketing: New challenges to international marketing (Vol. 20, pp. 277–319). Emerald Group Publishing. https://doi.org/10.1108/S1474-7979(2009)0000020014
Hofstede, G. (2011). Culture’s consequences: Comparing values, behaviors, institutions, and organizations across nations (2nd ed.). Sage Publications.
Homans, G. C. (1958). Social behavior as exchange. American Journal of Sociology, 63(6), 597–606. https://www.jstor.org/stable/2772990
Hooff, Van den, B., & de Leeuw van Weenen, F. (2004). Committed to share: Commitment and CMC use as antecedents of knowledge sharing. Knowledge and Process Management, 11(1), 13–24. https://doi.org/10.1002/kpm.187
Hu, L., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6(1), 1–55. https://doi.org/10.1080/10705519909540118
Huynh Quoc Tuan, Nguyen Giac Tri, & Duong Thi Huynh Nhu (2021). Phân tích các yếu tố ảnh hưởng đến hành vi chia sẻ tri thức của giảng viên Trường Đại Học Đồng Tháp [Analysis of factors affecting knowledge sharing behaviors of lecturers of Dong Thap University]. TNU Journal of Science and Technology, 226(18), 116–123. https://doi.org/10.34238/tnu-jst.5268
Im, T., Campbell, J. W., & Jeong, J. (2016). Commitment intensity in public organizations: Performance, innovation, leadership, and PSM. Review of Public Personnel Administration, 36(3), 219–239. https://doi.org/10.1177/0734371X13514094
Jalili, A. Y., & Ghaleh, S. (2020). Knowledge sharing and the theory of planned behavior: A meta analysis review. VINE Journal of Information and Knowledge Management Systems, 51(2), 236–258. https://doi.org/10.1108/VJIKMS-02-2019-0023
Jehn, K. A. (1985). A multimethod examination of the benefits and detriments of intragroup conflict. Administrative Science Quarterly, 40(2), 256–282. https://doi.org/10.2307/2393638
Johnson, D.W., & Johnson, R. T. (2008). Social interdependence theory and cooperative learning: The teacher’s role. In R. M. Gillies, A. F. Ashman, J. Terwel (Eds.), The teacher’s role in implementing cooperative learning in the classroom (pp. 9-37). Springer. https://doi.org/10.1007/978-0-387-70892-8_1
Johnson, David W., & Johnson, R. T. (2005). New developments in social interdependence theory. Genetic, Social, and general Psychology Monographs, 131(4), 285–358. https://doi.org/10.3200/MONO.131.4.285-358
Jolaee, A., Nor, K. M., Khani, N., & Yusoff, R. M. (2014). Factors affecting knowledge sharing intention among academic staff. International Journal of Educational Management, 28(4), 413–431. https://doi.org/10.1108/IJEM-03-2013-0041
Kankanhalli, A., Tan, B. C. Y., & Wei, K.-K. (2005). Contributing knowledge to electronic knowledge repositories: An empirical investigation. MIS Quarterly, 29(1), 113–143. https://doi.org/10.2307/25148670
Kiggundu, M. N. (1983). Task interdependence and job design: Test of a theory. Organizational Behavior and Human Performance, 31(2), 145–172. https://doi.org/10.1016/0030-5073(83)90118-6
Kock, N. (2015). Common method bias in PLS-SEM : A full collinearity assessment approach. International Journal of e-Collaboration, 11(4), 1–10. https://doi.org/10.4018/ijec.2015100101
Lee, S., Han, S.-h, Park, S. H., & Chai, D. S. (2025). Authentic leadership and organizational sustainability: The moderated mediation of knowledge sharing and proactive. European Journal of Training and Development, 50(1-2), 107–130. https://doi.org/10.1108/EJTD-12-2024-0175
Lewin, K. (1948). Resolving social conflicts: Selected papers on group dynamics. Harper.
Lin, H.-F. (2007). Knowledge sharing and firm innovation capability: An empirical study. International Journal of Manpower, 28(3–4), 315–332. https://doi.org/10.1108/01437720710755272
Luo, C., Lan, Y., Luo, X., & Li, H. (2021). The effect of commitment on knowledge sharing: An empirical study of virtual communities. Technological Forecasting and Social Change, 163. https://doi.org/10.1016/j.techfore.2020.120438
Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An Examination of construct validity. Journal of Vocational Behavior, 49(3), 252–276. http://www.ncbi.nlm.nih.gov/pubmed/8980084
Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20–52. https://doi.org/10.1006/jvbe.2001.1842
Molm, L. D. (1994). Dependence and risk: Transforming the structure of social exchange. Social Psychology Quarterly, 57(3), 163–176. http://www.jstor.org/stable/2786874
Ng, K. Y. N. (2022). Effects of organizational culture, affective commitment, and trust on knowledge- sharing tendency. Journal of Knowledge Management, 27(4), 1140–1164. https://doi.org/10.1108/JKM-03-2022-0191
Nguyen, H. N., Le, Q. H., Tran, Q. B., Tran, T. H. M., Nguyen, T. H. Y., & Nguyen, T. T. Q. (2020). The impact of organizational commitment on employee motivation: A study in Vietnamese enterprises. Journal of Asian Finance, Economics and Business, 7(6), 439–447. https://doi.org/10.13106/jafeb.2020.vol7.no6.439
Nguyen, M., Malik, A., & Sharma, P. (2024). Leadership styles and employee creativity: The interactive impact of online knowledge sharing and organizational innovation. Journal of Knowledge Management, 28(3), 631–650. https://doi.org/10.1108/JKM-01-2023-0014
Nguyen Quoc Phong (2024). Các nhân tố ảnh hưởng tới hành vi chia sẻ tri thức đối với giảng viên: Nghiên cứu tại Trường Đại học Sư phạm Kỹ thuật Hưng Yên [Factors affect knowledge sharing behavior among academic staff: Research at Hung Yen University of Technology and Education]. Tạp Chí Khoa học và Công nghệ Trường Đại học Hùng Vương, 34(1), 23–30. https://doi.org/10.59775/1859-3968.148
Trinh, Nguyen, T. H. (2023). Higher education and its role for national development. a research agenda with bibliometric analysis. Interchange, 54, 125–143. https://doi.org/10.1007/s10780-023-09493-9
Oliveira, M., Curado, C., & Henriques, P. L. (2019). Knowledge sharing among scientists: A causal configuration analysis. Journal of Business Research, 101, 777–782. https://doi.org/10.1016/j.jbusres.2018.12.044
Oparaocha, G. O. (2016). Towards building internal social network architecture that drives innovation: A social exchange theory perspective. Journal of Knowledge Management, 20(3), 534–556. https://doi.org/10.1108/JKM-06-2015-0212
Pearce, J. L., & Gregersen, H. B. (1991). Task interdependence and extrarole behavior: A test of the mediating effects of felt responsibility. Journal of Applied Psychology, 76(6), 838–844. https://doi.org/10.1037/0021-9010.76.6.838
Peng, J., Wang, Z., & Chen, X. (2019). Does self‑serving leadership hinder team creativity? A moderated dual‑path model. Journal of Business Ethics, 159, 419–433. https://doi.org/10.1007/s10551-018-3799-0
Rasdi, R. M., & Tangaraja, G. (2022). Knowledge-sharing behaviour in public service organisations: Determinants and the roles of affective commitment and normative commitment. European Journal of Training and Development, 46(3–4), 337–355. https://doi.org/10.1108/EJTD-02-2020-0028
Ribeiro, N., Duarte, A. P. D., Filipe, R., & Oliveira, R. T. de. (2020). How authentic leadership promotes individual creativity: the mediating role of affective commitment. Journal of Leadership & Organizational Studies, 27(2), 189 –202. https://doi.org/10.1177/1548051819842796
Semedo, A. S. D., Coelho, A. F. M., & Ribeiro, N. M. P. (2016). Effects of authentic leadership, affective commitment and job resourcefulness on employees’ creativity and individual performance. Leadership & Organization Development Journal, 37(8), 1038–1055. https://doi.org/10.1108/LODJ-02-2015-0029
Shmueli, G., Sarstedt, M., Hair, J. F., Cheah, J.-H., Ting, H., Vaithilingam, S., & Ringle, C. M. (2019). Predictive model assessment in PLS-SEM : Guidelines for using PLSpredict. European Journal of Marketing, 53(11), 2322–2347. https://doi.org/10.1108/EJM-02-2019-0189
Sparrowe, R. T. (2005). Authentic leadership and the narrative self. The Leadership Quarterly, 16(3), 419–439. https://doi.org/10.1016/j.leaqua.2005.03.004
Straub, D., Boudreau, M.-C., Gefen, D. (2004). Validation guidelines for is positivist research. Communications of the Association for Information Systems, 13, 380–427. https://doi.org/10.17705/1CAIS.01324
Su, C. (2021). To share or hide? A social network approach to understanding knowledge sharing and hiding in organizational work teams. Management Communication Quarterly, 35(2), 281–314). https://doi.org/10.1177/0893318920985178
Sudibjo, N., & Prameswari, R. K. (2021). The effects of knowledge sharing and person–organization fit on the relationship between transformational leadership on innovative work. Heliyon, 7(6). https://doi.org/10.1016/j.heliyon.2021.e07334
Ta Thi Phuong Hue, & Nguyen Anh Quang (2025). Tác động của phong cách lãnh đạo đích thực và phong cách lãnh đạo chuyển đổi đến hành vi đổi mới sáng tạo: Vai trò của chia sẻ tri thức [The impact of authentic leadership and transformational leadership on innovation work behavior, the role of knowledge sharing behavior]. Tạp chí Nghiên cứu Tài chính - Marketing, 16(4), 66–79. https://doi.org/10.52932/jfmr.v16i4.665
Valsania, S., Moriano, J. A., & Molero, F. (2016). Authentic leadership and employee knowledge sharing behavior: Mediation of the innovation climate and workgroup identification. Leadership & Organization Development Journal, 37(4), 487–506. https://doi.org/10.1108/LODJ-08-2014-0149
Vermeulen, M., Kreijns, K., & Evers, A. T. (2020). Transformational leadership, leader–member exchange and school learning climate: Impact on teachers’ innovative behaviour in the Netherlands. Educational Management Administration & Leadership, 50(3), 491–510. https://doi.org/10.1177/1741143220932582
Vo Thi Thanh Huong, Nguyen Thi Thao, & Mai Thi Hong Nhung (2021). Các yếu tố ảnh hưởng đến hành vi chia sẻ tri thức của giảng viên Trường Đại học Duy Tân [Factors affecting the knowledge sharing behavior of lecturers in Duy Tan Univerity]. Tạp chí Khoa học & Công nghệ Đại học Duy Tân, 4(47), 84–101. https://files02.duytan.edu.vn/svruploads/dtu-duytan/upload/file/Bai-11.-Các-yếu-tố-ảnh-hưởng-đến-hành-vi-chia-sẻ-tri-thức-của-giảng-viên-Trường-Đại-học-Duy-Tân-(Võ--Thị-Thanh-Thương)
Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Authentic lLeadership: Development and validation of a theory-based measure. Journal of Management, 34(1), 89–126. https://doi.org/10.1177/0149206307308913
Walumbwa, F. O., Christensen, A. L., & Hailey, F. (2011). Authentic leadership and the knowledge economy: Sustaining motivation and trust among knowledge workers. Organizational Dynamics, 40(2), 110–118. https://doi.org/10.1016/j.orgdyn.2011.01.005
You, Y., Hu, Z., Li, J., Wang, Y., & Xu, M. (2022). The effect of organizational innovation climate on employee innovative behavior: The role of psychological ownership and task interdependence. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.856407
Zeb, A., Abdullah, N. H., Hussain, A., & Safi, A. (2020). Authentic leadership, knowledge sharing, and employees’ creativity. Management Research Review, 43(6), 669–690. https://doi.org/10.1108/MRR-04-2019-0164
Zheng, X., Li, L., Zhang, F., & Zhu, M. (2019). The roles of power distance orientation and perceived insider status in the subordinates’ Moqi with supervisors and sustainable knowledge-sharing. Sustainability, 11(5). https://doi.org/10.3390/su11051421
How to Cite
Ta , T. P. H., Nguyen , A. Q., & Vo , C. V. (2026). Effect of authentic leadership on knowledge-sharing behavior: The role of affective commitment and task interdependence. Journal of Finance - Marketing Research, 4(3en), 15-29. https://doi.org/10.52932/jfmr.v4i3ene.1183