Impact of the Authentic Leadership on Employee’s Creativity: The Intermediate Role of Well-Being, Person-Job Fit, Person-Organization Fit

Authentic leadership stands as a crucial determinant of individual creativity within organizational contexts, as evidenced by extensive scholarly research [1–4]. This study aims to construct and validate a comprehensive model elucidating the relationship between authentic leadership and individual creativity, considering intervening variables such as well-being, person-job fit, and person-organization fit [5–9], particularly within the service industry domain. Employing a mixed-method approach, qualitative techniques refine the research model and measurement instruments, followed by quantitative analysis involving 628 respondents. Findings underscore the mediating role of well-being, person-job fit, and person-organization fit in this relationship, with well-being notably influencing individual creativity within organizational contexts. Implications suggest that authentic leaders, by prioritizing meaningful relationships with employees, can foster beliefs, competencies, and efforts conducive to enhanced individual creativity, thereby augmenting organizational efficacy and quality of life. In conclusion, this study underscores the imperative for leaders to cultivate positive attributes and behaviors to effectively nurture creativity and innovation within organizations.