This study focuses on exploring the role of authentic leadership in fostering the quality of
employee-organization relationships. The models and theoretical hypotheses about the effect
of authentic leadership on employee-organization relationship were proposed. Further
empirical testing of the model and hypotheses could provide valuable practical implications
to businesses in cultivating organizational mindfulness of the role of employees, as well as
the way how to lead the organization to achieve and maintain employee engagement,
thereby improving the organization's performance.