The Role of Humble Leadership in Enhancing Organizational Support: The Moderating Effect of Employee Performance

Abstract

Purpose

This study investigates the relationship between humble leadership and employee performance while exploring the moderating role of organizational support. It aims to determine how leaders who demonstrate humility—by being open to feedback, acknowledging limitations, and valuing others’ contributions—can foster an organizational environment that enhances performance, motivation, and satisfaction among employees. Furthermore, it examines how perceived organizational support strengthens the positive effects of humble leadership on employee outcomes.

Methodology

A quantitative research design was employed, using survey data collected from 54 employees across multiple organizations. Data were gathered through a structured questionnaire distributed via Google Forms, employing a five-point Likert scale to measure the constructs of humble leadership, organizational support, and employee performance. Convenience sampling was used to select participants. Statistical analyses, including reliability testing, descriptive statistics, correlation, and one-way ANOVA, were conducted to validate the relationships among the study variables.

Findings

The results revealed a strong positive correlation between humble leadership, organizational support, and employee performance. All measurement scales demonstrated high reliability (Cronbach’s Alpha > 0.80), confirming internal consistency. The findings indicate that humble leadership significantly enhances employee performance and perceived organizational support. Moreover, organizational support strengthens the relationship between humble leadership and performance outcomes. Demographic variables such as gender, age, and employment status did not significantly affect the dependent variable; however, education level was found to have a significant impact on employee performance, suggesting that higher education contributes to greater adaptability and awareness in the workplace.

Practical Implications

Organizations aiming to improve performance should foster a culture of humility among leaders and reinforce systems of organizational support. Leadership development programs emphasizing empathy, openness, and feedback acceptance can create a more engaged and committed workforce. Additionally, educational background should be considered when designing performance enhancement and leadership training initiatives.

Originality/Value

This study contributes to leadership and organizational behavior literature by highlighting the role of humble leadership in driving employee performance through organizational support. It provides empirical evidence that humility in leadership, combined with a supportive organizational culture, leads to higher motivation, satisfaction, and productivity. The findings offer valuable insights for managers and HR professionals seeking to strengthen leadership effectiveness and employee outcomes in modern organizations.