We examined the direct and indirect effect of authentic leadership behavior on the organizational citizenship behavior and work engagement of followers. With 387 employees and their 129 immediate supervisors, hierarchical linear modeling (HLM) results revealed that authentic leadership behavior was positively related to supervisor-rated organizational citizenship behavior and work engagement, controlling for ideal power distance, company type, and followers' demographics such as age and sex. These relationships were mediated by the followers' level of identification with the supervisor and their feelings of empowerment. We discuss the implications of these findings for theory, research and practice. PUBLICATION ABSTRACT