AuthenticLeadership and JobEngagement: The Moderating Role of Trust

Contemporary organizations need employees who are psychologically connected to their work; who are proactive and committed to high quality performance standards. They need employees who feel energetic and dedicated, i.e., who are engaged with their work. The aim of this study is to investigate the relationship of authentic leadership and job engagement regarding themoderating role of trust. The population is consisting of 120 expertsof Islamic research institute for culture and thought. Based on random sampling 83 experts were selected and data were collected through questionnaire. The result extracted by Spss and lisrel. Construct and content validity were examined by checking experts’ idea and confirmatory factor analysis. Cronbach’s alpha was used for measuring reliability of 3 variables. The results showed that interpersonal trust, as a moderator variable, has a complete effect on the relationship between authentic leadership and job engagement. On the other words, authentic leadership changes followers’ job engagement by interpersonal trust.Practical implications are discussed in the end.