The Questions Researchers are Asking .
The researchers are asking if there is a correlation between authentic leadership and ministerial effectiveness. They are concerned with understanding how such genuine leadership skills may positively relate to pastoral effectiveness. To understand this, the researchers delved into examining perceived leadership disconnect. Intuitive and brilliant pastors may sometimes fail to maintain transparency and incredibility with the congregation ( Puls, Ludden & Freemyer, 2014) . It is with no doubt that upon graduation from a seminary school, 'may be equipped with exceptional cognitive and theological skills. However, using those skills and tactics in the real world to shape the congregants is not a matter that is executed with ease. Therefore, the need for authentic leadership is a crucial component of pastoral leadership that calls for enhancements.
Alternate Hypothesis: There is a positive correlation between the authentic leadership of pastors and the level of pastoral effectiveness.
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Hope, optimism, and trust play are crucial elements that explain authentic leadership. It is practically essential in building and aligning identification with the congregants. Authentic leaders display a great possession of profound insight, which enables them to visualize and focus ahead ( Puls, Ludden & Freemyer, 2014 ). With this ability, authentic leaders can realistically enhance the hope of their followers. They exhibit a great deal of optimism, which helps to cast a positive perspective on whatever they are involved in their daily activities. Preliminary studies on psychological capitals reveal that trust helps in constructing and manufacturing confidence in their followers, which in turn helps to mediate their performance.
Null Hypothesis: There is no positive correlation between the authentic leadership displayed by pastors and the level of pastoral effectiveness.
The level of pastoral effectiveness is hugely reliant on transformational leadership and less on theoretical values like optimism. Therefore, it is not enough to limit authentic leadership values to confidence, trust, and hope. Secondary sources indicate that leaders who are anchored to themselves exhibit a firm ground on matters they believe (Myers, 2017). With that perspective, they transmit those principles and ethics to their congregants through actions. Another crucial distinction is that authentic leadership does not offer management of impression. Lack of coherence between internal and external information expressed in a social situation might result from inadequate self-commitment. Authentic leadership cannot be explained as a foreign practice but something that is triggered from within a leader.
Research Method: Quantitative Research Design
The research used quantitative research design which employed the use of authentic leadership questionnaire. The other quantitative tool used was the ministry effectiveness inventory, which helped the laity in evaluating the clergy ( Puls, Ludden & Freemyer, 2014) . The design was chosen because it provided a broader paradigm of positivism. The sensitivity of the data collection required relevant and authoritative knowledge. The research involved advanced debates and positive arguments; therefore, a quantitative method was suitable as it provides a vital tool for the analysis of data and related problems.
Reference(s)
Puls, T. R., Ludden, L. L., & Freemyer, J. (2014). Authentic leadership and its relationship to ministerial effectiveness. Journal of Applied Christian Leadership , 8 (1), 55-75.
Myers, P. K. (2017). Authentic leadership and its relationship to ministerial effectiveness among pastors in the Church of the Nazarene . Indiana Wesleyan University.
