Orientation: In today’s volatile and dynamic business environment, organisations need to continuously seek opportunities to increase their competitiveness through the human capital they employ. A sound understanding of factors that influence manager credibility, strategic alignment and employee motivation could enable organisations to proactively implement interventions that improve their competitive stance. Research purpose: This study sought to examine the relationship between manager credibility, strategic alignment and motivation. The role of strategic alignment as a mediator between manager credibility and motivation was also explored. Motivation for the study: Organisations need to have employees that are motivated and have a strategic fit. Managers play a significant role in fostering such. More so, it is essential to highlight the vital role that managers play in strategic alignment and employee motivation. Research approach/design and method: A quantitative and cross-sectional research design was used. Non-probability sampling was employed, and data were collected by using established questionnaires from a sample of N = 3112. Participants of the study are employed within various industries based in South Africa, Southern Africa and the United States of America. The data were analysed by using descriptive and inferential statistics. Main findings: A positive relationship between all the variables were established. The three variables (manager credibility, strategic alignment and motivation) were found to be significantly positively correlated. Manager credibility influences motivation and strategic alignment. Manager credibility and strategic alignment were both found to have a statistically significant influence on employee motivation. The mediation analysis shows that strategic alignment plays a positive mediating role between manager credibility and motivation. Practical/managerial implications: Recommendations are schematically presented in the form of a model, which, when implemented, have the potential to enhance employee motivation. Contribution/value-add: The study provided insight into the influence of manager credibility and strategic alignment on employee motivation.

中文翻译：

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经理可信度、战略一致性和员工激励之间的关系

定位：在当今多变和动态的商业环境中，组织需要不断寻找机会，通过他们所雇用的人力资本来提高竞争力。对影响经理可信度、战略一致性和员工积极性的因素有充分的了解，可以使组织主动实施干预措施，从而提高其竞争地位。研究目的：本研究旨在检验经理可信度、战略一致性和动机之间的关系。还探讨了战略一致性作为管理者可信度和动机之间中介的作用。研究动机：组织需要有积极性和战略契合度的员工。管理人员在培养这些方面发挥着重要作用。更何况，必须强调管理者在战略调整和员工激励方面发挥的重要作用。研究方法/设计和方法：使用定量和横断面研究设计。采用了非概率抽样，并通过使用来自 N = 3112 样本的既定问卷收集数据。该研究的参与者受雇于南非、南部非洲和美利坚合众国的各个行业。通过使用描述性和推论性统计分析数据。主要发现： 建立了所有变量之间的正相关关系。三个变量（经理可信度、战略一致性和动机）被发现显着正相关。经理的可信度影响动机和战略一致性。经理的可信度和战略一致性都被发现对员工的积极性有统计学上的显着影响。中介分析表明，战略一致性在管理者可信度和动机之间起正向中介作用。实际/管理影响：建议以模型的形式示意性地呈现，当实施时，有可能提高员工的积极性。贡献/增值：该研究深入了解了经理可信度和战略一致性对员工积极性的影响。建议以模型的形式示意性地呈现，在实施时，有可能提高员工的积极性。贡献/增值：该研究深入了解了经理可信度和战略一致性对员工积极性的影响。建议以模型的形式示意性地呈现，在实施时，有可能提高员工的积极性。贡献/增值：该研究深入了解了经理可信度和战略一致性对员工积极性的影响。