Public-sector and non-governmental organizations must survive in today's dynamic, complex, and competitive environment, using diverse and appropriate styles to lead and direct their human capital, as they take advantage of new leadership styles. Despite some executive l
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Public-sector and non-governmental organizations must survive in today's dynamic, complex, and competitive environment, using diverse and appropriate styles to lead and direct their human capital, as they take advantage of new leadership styles. Despite some executive limitations, they have major benefits that, in addition to creating happiness and joy, support and increase employee engagement in the workplace, improving their performance, productivity and organization. The purpose of this study was to compare the two paternalistic and authentic leadership styles in terms of history, concept, advantages, and dimensions. Library studies were used to gather this information. In this study, after explaining the theoretical foundations, a review of the most important findings of internal and external researchers on the importance and effects of paternalistic and authentic leadership styles on human capital affairs including employees' social and career performance, organizational commitment, citizenship behavior , Emotional well-being and job satisfaction, organizational learning, knowledge sharing, job empowerment, etc., and finally the findings were discussed and summarized.
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