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Trépanier SG, Peterson C, Fernet C, Austin S. How tyrannical leadership relates to workplace bullying and turnover intention over time: The role of coworker support. Scand J Psychol 2024; 65:469-478. [PMID: 38140777 DOI: 10.1111/sjop.12982] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/24/2022] [Revised: 09/28/2023] [Accepted: 10/23/2023] [Indexed: 12/24/2023]
Abstract
INTRODUCTION In light of the deleterious consequences associated with workplace bullying, it is important to identify the work-related factors that can contribute to the presence of bullying behaviors over time. Up to now, most research on the topic has investigated job characteristics (presence of job demands, absence of job resources) as contributing factors of workplace bullying. Given the key role leadership plays in shaping employees' work environment, this study aims to better understand how harmful forms of leadership relate to bullying behaviors over time and, subsequently, to employee functioning. METHODS More specifically, this longitudinal study (two data collections over a 3-month period) conducted among a sample of Canadian employees (T1 n = 600, T2 n = 422) assesses the temporal relationship between tyrannical leadership, exposure to bullying behaviors, and turnover intention, as well as the moderating role of perceived coworker support in the relationship between tyrannical leadership and bullying behaviors. RESULTS Results from cross-lagged analyses show that, controlling for baseline effects, T1 tyrannical leadership positively predicts T2 exposure to bullying behaviors and that T1 bullying behaviors positively predict T2 turnover intention. T1 coworker support did not significantly buffer the relationship between T1 tyrannical leadership and T2 exposure to bullying behaviors, although it did significantly predict, negatively so, T2 turnover intention. CONCLUSION The present study provides valuable insight into the social contextual determinants of bullying behaviors and highlights the destructive nature of tyrannical leadership. Furthermore, this study illustrates the importance of fostering supportive behaviors between colleagues, as this important social resource can play a key role in reducing turnover intention over time.
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Affiliation(s)
- Sarah-Geneviève Trépanier
- Department of Human Resources Management, Business School, Université du Québec à Trois-Rivières, Quebec, Canada
| | - Clayton Peterson
- Department of Philosophy and Arts, Université du Québec à Trois-Rivières, Quebec, Canada
| | - Claude Fernet
- Department of Human Resources Management, Business School, Université du Québec à Trois-Rivières, Quebec, Canada
| | - Stéphanie Austin
- Department of Human Resources Management, Business School, Université du Québec à Trois-Rivières, Quebec, Canada
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Czakert JP, Leiva Ureña D, Berger RG. How Transformational Leadership Affects the Off-work Recovery of Daily Personal Energy Resources via Work Engagement: Resource and Demand-based Pathways. THE SPANISH JOURNAL OF PSYCHOLOGY 2024; 27:e11. [PMID: 38575505 DOI: 10.1017/sjp.2024.12] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 04/06/2024]
Abstract
This study focuses on the transformational leadership-work engagement relationship by investigating resource and demand pathways for daily off-work recovery and employee wellbeing (EWB). While previous research highlighted how transformational leadership energizes employees to engage at work, energy is a finite resource requiring daily restoration for EWB. Yet, how the leader's energizing effect relates to daily employees' recovery remains unknown. Following job demands-resource-recovery theory, we test two pathways that relate the transformational leadership-work engagement relationship to daily employee recovery: (a) Resource-based via resource-building, (b) demand-based via increased demands. Utilizing a 10-day, two daily measurement (N = 88) study, multilevel path analyses revealed: transformational leadership predicted via work engagement (b = .17, p < .05) role clarity (b = .56, p < .01), then positive (b = .39, p < .01), and negative work-nonwork spillover (b = -.38, p < .01). Positive work-nonwork spillover predicted recovery positively (b = .25, p < .01), negative work-nonwork spillover negatively (b = -.40, p < .01). Recovery predicted EWB for positive (b = .38, p < .01) and for negative (b = -.43, p < .01) affect. Work engagement predicted workload (b = .35, p < .01), further negative (b = .33, p < .01) and positive work-nonwork spillover (b = -.16, p < .01), hampering EWB. As one pathway effect might cancel the other, the main effect of transformational leadership on EWB was not significant in the integrative model (p > .05). Results highlight dark and bright sides of the transformational leadership-work engagement relationship regarding daily recovery.
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Kohnen D, De Witte H, Schaufeli WB, Dello S, Bruyneel L, Sermeus W. Engaging leadership and nurse well-being: the role of the work environment and work motivation-a cross-sectional study. HUMAN RESOURCES FOR HEALTH 2024; 22:8. [PMID: 38225620 PMCID: PMC10788988 DOI: 10.1186/s12960-023-00886-6] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/20/2023] [Accepted: 12/27/2023] [Indexed: 01/17/2024]
Abstract
BACKGROUND Healthcare literature suggests that leadership behavior has a profound impact on nurse work-related well-being. Yet, more research is needed to better conceptualize, measure, and analyse the concepts of leadership and well-being, and to understand the psychological mechanisms underlying this association. Combining Self-Determination and Job Demands-Resources theory, this study aims to investigate the association between engaging leadership and burnout and work engagement among nurses by focusing on two explanatory mechanisms: perceived job characteristics (job demands and resources) and intrinsic motivation. METHODS A cross-sectional survey of 1117 direct care nurses (response rate = 25%) from 13 general acute care hospitals in Belgium. Validated instruments were used to measure nurses' perceptions of engaging leadership, burnout, work engagement, intrinsic motivation and job demands and job resources. Structural equation modeling was performed to test the hypothesised model which assumed a serial mediation of job characteristics and intrinsic motivation in the relationship of engaging leadership with nurse work-related well-being. RESULTS Confirmatory factor analysis indicated a good fit of the measurement model. The findings offer support for the hypothesized model, indicating that engaging leadership is linked to enhanced well-being, as reflected in increased work engagement, and reduced burnout. The results further showed that this association is mediated by nurses' perceptions of job resources and intrinsic motivation. Notably, while job demands mediated the relationship between EL and nurses' well-being, the relationship became unsignificant when including intrinsic motivation as second mediator. CONCLUSIONS Engaging leaders foster a favourable work environment for nursing staff which is not only beneficial for their work motivation but also for their work-related well-being. Engaging leadership and job resources are modifiable aspects of healthcare organisations. Interventions aimed at developing engaging leadership behaviours among nursing leaders and building job resources will help healthcare organisations to create favourable working conditions for their nurses. TRIAL REGISTRATION The study described herein is funded under the European Union's Horizon 2020 Research and Innovation programme from 2020 to 2023 (Grant Agreement 848031). The protocol of Magnet4Europe is registered in the ISRCTN registry (ISRCTN10196901).
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Affiliation(s)
- Dorothea Kohnen
- Research Group Work, Organizational, and Personnel Psychology, KU Leuven, Leuven, Belgium.
- KU Leuven Institute for Healthcare Policy, KU Leuven, Leuven, Belgium.
| | - Hans De Witte
- Research Group Work, Organizational, and Personnel Psychology, KU Leuven, Leuven, Belgium
- Optentia Research Unit, North-West University, Vanderbijlpark, South Africa
| | - Wilmar B Schaufeli
- Research Group Work, Organizational, and Personnel Psychology, KU Leuven, Leuven, Belgium
- Department of Psychology, Utrecht University, Utrecht, The Netherlands
| | - Simon Dello
- KU Leuven Institute for Healthcare Policy, KU Leuven, Leuven, Belgium
| | - Luk Bruyneel
- KU Leuven Institute for Healthcare Policy, KU Leuven, Leuven, Belgium
| | - Walter Sermeus
- KU Leuven Institute for Healthcare Policy, KU Leuven, Leuven, Belgium
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Volpi L, Giusino D, Pietrantoni L, De Angelis M. Does Organizational Commitment to Mental Health Affect Team Processes? A Longitudinal Study. J Healthc Leadersh 2023; 15:339-353. [PMID: 38020722 PMCID: PMC10680482 DOI: 10.2147/jhl.s429232] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/06/2023] [Accepted: 10/06/2023] [Indexed: 12/01/2023] Open
Abstract
Purpose Team processes, such as reflexivity and participation, are critical for organizational sustainability, especially in high-reliability professions such as healthcare. However, little is known about health-related predictors of team processes. Basing our hypotheses on the Input-Process-Output (IPO) model, this study investigates the influence of perceived organizational commitment to mental health (OCMH) on healthcare workers' team reflexivity and participation via mental health-specific leadership (MHsL) and team autonomy. Patients and Methods The study involved 82 participants (ie, physicians, nurses, healthcare assistants, healthcare technicians, and physiotherapists) working in the Medicine, Emergency, and Neurological Departments at a large public healthcare organization in Italy. Data was gathered at 2-time points, 14 months apart. Results The results suggest that healthcare workers' perception of their organization's support for mental health at T1 significantly impacts team participation at T2 through MHsL and team autonomy. Likewise, the indirect effect of OCMH through MHsL and team autonomy was also significant in the model predicting team reflexivity. However, in both models, no direct relationship of OCMH on the dependent variables was found. Conclusion The findings highlight the importance of a mental health-supportive environment and leadership to foster team autonomy and, subsequentially, team processes, which are fundamental for performance and patient care.
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Affiliation(s)
- Lucia Volpi
- Department of Psychology, University of Bologna, Bologna, Italy
| | - Davide Giusino
- Department of Psychology, University of Bologna, Bologna, Italy
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Claes S, Vandepitte S, Clays E, Annemans L. How job demands and job resources contribute to our overall subjective well-being. Front Psychol 2023; 14:1220263. [PMID: 37539001 PMCID: PMC10394838 DOI: 10.3389/fpsyg.2023.1220263] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/10/2023] [Accepted: 07/02/2023] [Indexed: 08/05/2023] Open
Abstract
Objectives How the work environment contributes to employees' overall subjective well-being remains inadequately explored. Building upon the seminal Job Demands-Resources model, this study aims to test a complex model that combines leadership, job demands, and job resources, as factors contributing either indirectly (via job satisfaction) or directly to employees' subjective well-being (SWB). Methods The cross-sectional data (N = 1,859) of the Belgian National happiness study (2020) were used. Leadership (satisfaction with leadership; perceived supervisor support), job demands (role conflict; job insecurity; work-private conflict; perceived working conditions), job resources (autonomy; relatedness; competence; skill utilization; personal growth), job satisfaction and subjective well-being (life evaluation; positive affect; negative affect) were assessed via self-report questionnaires. The proposed model investigates the direct impact of job demands and resources on SWB, as well as the indirect impact with job satisfaction as mediating factor, and was tested using the Structural Equation Modeling technique. Results Findings supported the proposed model. Both job demands and job resources have a direct relationship with SWB. Job resources are positively related to overall SWB, whereas job demands negatively affected SWB. Moreover, job resources are more strongly related to SWB compared to job demands. The demands and resources also indirectly contribute to employee's SWB via job satisfaction as job satisfaction appeared to mediate these relationships. Conclusion The current study shows that both job demands and resources directly and indirectly contribute to employees' SWB. Creating a supportive and healthy work environment is thus of paramount importance in order to foster employees' SWB. In particular, investing in improving job resources may be a fruitful approach to promote employees' overall subjective well-being.
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Leaders Condition the Work Experience: A Test of a Job Resources-Demands Model Invariance in Two Countries. J Nurs Manag 2023. [DOI: 10.1155/2023/1353289] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/25/2023]
Abstract
Aim(s). This two-wave study examines how transformational and laissez-faire leadership affect role overload and conflict and subsequent outcomes, including anxiety and intention to leave the organization. Background. In today’s healthcare sector, promoting health among employees is more relevant than ever. Health-promoting leadership styles, such as transformational leadership, can positively affect staff well-being, but research on laissez-faire leadership is particularly sparse, though it is believed to be detrimental. Past research suggests that leadership conditions work experiences and can exacerbate or mitigate role stressors that result in individual outcomes. Method(s). Questionnaires were administered to nurses in the USA (n = 208) and Spain (n = 220), with a five- and eight-week separation, respectively. Results. Transformational leadership has a negative and laissez-faire leadership has a positive relationship with adverse outcomes. Furthermore, role overload and conflict mediate the relationship between leadership styles and outcomes. Conclusion(s). The study provides incremental evidence of the negative implications of laissez-faire leadership compared with the positive implications of transformational leadership on outcomes via role stressors as motivational mechanisms. Implications for Nursing Management. Learning about the medium-term implications of leadership styles on stressors and health-related outcomes would enrich opportunities for leadership training in organizations.
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Abolnasser MSA, Abdou AH, Hassan TH, Salem AE. Transformational Leadership, Employee Engagement, Job Satisfaction, and Psychological Well-Being among Hotel Employees after the Height of the COVID-19 Pandemic: A Serial Mediation Model. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:3609. [PMID: 36834304 PMCID: PMC9963422 DOI: 10.3390/ijerph20043609] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 01/13/2023] [Revised: 02/15/2023] [Accepted: 02/16/2023] [Indexed: 06/18/2023]
Abstract
Over the past few years, great attention has been given to the impacts of the COVID-19 pandemic and its consequences on employee psychological well-being (PWB), particularly in the hospitality industry. Like many aspects of human life, employee PWB is influenced by multiple factors. One of the factors that may affect employee PWB is transformational leadership (TLS). Accordingly, we aim through this study to empirically (1) examine the direct effect of transformational leadership on employee PWB and (2) investigate the potential independent and serial mediation effects of employee engagement (EEG) and job satisfaction (JS) on the TLS-PWB relationship after the height of the COVID-19 pandemic. Data were gathered using an online questionnaire from a convenience sample of 403 front-line employees from five-star hotels in Saudi Arabia. The partial least squares structural equation modeling (PLS-SEM) with the bootstrapping technique was utilized to test the study hypotheses. Based on the demands-resources (JD-R) theory, the findings of this study reveal a significant positive effect of TLS on hotel employees' PWB. Additionally, drawing on the stimulus-organism-response (S-O-R) model, the two main contributions of this study are: (1) EEG and JS serially and independently have a significant partial mediational effect on the TLS-PWB relationship among hotel employees, and (2) EEG has a greater impact on the TLS-PWB relationship as an intervening variable than the two other mediators (JS, as well as EEG and JS serially). Based on these findings, hotel management should mainly consider developing and encouraging TLS behavior among their managers to promote EEG and increase JS among their followers, which consequently enhances their PWB and alleviates negative psychological outcomes due to experiencing a disaster such as the COVID-19 pandemic.
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Affiliation(s)
- Magdy Sayed Ahmed Abolnasser
- Social Studies Department, College of Arts, King Faisal University, Al-Ahsa 31982, Saudi Arabia
- Department of Geography, Faculty of Arts, Ain Shams University, Cairo 11566, Egypt
| | - Ahmed Hassan Abdou
- Social Studies Department, College of Arts, King Faisal University, Al-Ahsa 31982, Saudi Arabia
- Hotel Studies Department, Faculty of Tourism and Hotels, Mansoura University, Mansoura 35516, Egypt
| | - Thowayeb H. Hassan
- Social Studies Department, College of Arts, King Faisal University, Al-Ahsa 31982, Saudi Arabia
- Tourism Studies Department, Faculty of Tourism and Hotel Management, Helwan University, Cairo 12612, Egypt
| | - Amany E. Salem
- Social Studies Department, College of Arts, King Faisal University, Al-Ahsa 31982, Saudi Arabia
- Tourism Studies Department, Faculty of Tourism and Hotel Management, Helwan University, Cairo 12612, Egypt
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Kuchenbaur M, Peter R. Quality of leadership and self-rated health: the moderating role of 'Effort-Reward Imbalance': a longitudinal perspective. Int Arch Occup Environ Health 2023; 96:473-482. [PMID: 36478030 PMCID: PMC9968269 DOI: 10.1007/s00420-022-01941-w] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/23/2022] [Accepted: 11/29/2022] [Indexed: 12/12/2022]
Abstract
OBJECTIVE Longitudinal studies on the influence of leadership behavior on employees' self-rated health are scarce. As a result, potential mechanisms describing the impact of leadership behavior on health have not been adequately investigated so far. The present study accounts for the influence of leadership behavior on self-rated health within the framework of the Effort-Reward Imbalance model. METHODS The study was conducted on the basis of a cohort which comprised a random sample of healthcare workers from ten different hospitals and one elderly nursing home in Germany. A 2-level repeated measurement model with random intercept and slopes was modeled, since it was aimed to account for individual as well as intra-individual variation of subjective health across three time points over 36 months. Beside 'Effort-Reward Imbalance' and 'Quality of Leadership' from the Copenhagen Psychosocial Questionnaire, physical and mental health was assessed by German version of the SF12 multipurpose short-form measure of health status. RESULTS 'Effort-Reward Imbalance' and a lack in 'Quality of Leadership' negatively affect self-rated physical health. No effect was found for self-rated mental health. Effort-Reward Imbalance significantly moderates the effect of 'Quality of Leadership' on self-rated physical health. CONCLUSION The findings, and the interaction effects in particular, suggest that leadership behavior moderated by factors such as appreciation and support, influences self-rated physical health. The study therefore provides an interpretation for leadership behavior and its influence on employees' self-rated health within the 'Effort-Reward Imbalance' model.
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Affiliation(s)
- Marco Kuchenbaur
- Department of Medical Sociology, Institute of the History, Philosophy and Ethics of Medicine, University of Ulm, Ulm, Germany.
| | - Richard Peter
- Department of Medical Sociology, Institute of the History, Philosophy and Ethics of Medicine, University of Ulm, Ulm, Germany
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Lindert L, Zeike S, Choi KE(A, Pfaff H. Transformational Leadership and Employees' Psychological Wellbeing: A Longitudinal Study. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 20:676. [PMID: 36612996 PMCID: PMC9819424 DOI: 10.3390/ijerph20010676] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 10/03/2022] [Revised: 12/21/2022] [Accepted: 12/27/2022] [Indexed: 06/17/2023]
Abstract
Managers play a key role in realizing a humane organization of work. Transformational leadership aims to identify and examine leadership behaviors that strengthen employees' awareness of the importance and values of task outcomes by articulating a vision for the future, providing a realistic action plan, and giving individualized support. Previous studies have revealed associations between transformational leadership and the psychological wellbeing of employees in different settings, while others did not find such associations. As research based on longitudinal data remains rare, this study builds on longitudinal data from two employee surveys conducted in 2015 and 2018 in a medium-sized German company. In this study, transformational leadershipt0 and gender had a significant impact on transformational leadershipt1, while psychological wellbeing∆, social capital∆, and age did not. Psychological wellbeingt0 and social capital∆ had a significant impact on psychological wellbeingt1, but transformational leadership∆, age, and gender did not. Therefore, it is worthwhile for companies to invest in social capital and focus on gender aspects at work. As underlying mechanisms regarding employees' psychological wellbeing may differ between companies, it is worthwhile for each organization to conduct mental risk assessments to identify "red flags" and implement suitable measures.
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Affiliation(s)
- Lara Lindert
- Institute of Medical Sociology, Health Services Research and Rehabilitation Science, Faculty of Medicine, University Hospital Cologne, Faculty of Human Sciences, University of Cologne, Eupener Str. 129, 50933 Cologne, Germany
- Center for Health Services Research, Brandenburg Medical School Theodor Fontane, Fehrbelliner Str. 38, 16816 Neuruppin, Germany
| | - Sabrina Zeike
- vivalue Health Consulting GmbH, Friesenplatz 4, 50672 Cologne, Germany
| | - Kyung-Eun (Anna) Choi
- Center for Health Services Research, Brandenburg Medical School Theodor Fontane, Fehrbelliner Str. 38, 16816 Neuruppin, Germany
- Health Services Research, MIAAI, Danube Private University (DPU) GmbH, Steiner Landstraße 124, 3500 Krems an der Donau, Austria
| | - Holger Pfaff
- Institute of Medical Sociology, Health Services Research and Rehabilitation Science, Faculty of Medicine, University Hospital Cologne, Faculty of Human Sciences, University of Cologne, Eupener Str. 129, 50933 Cologne, Germany
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Lundqvist D, Wallo A, Reineholm C. Leadership and well-being of employees in the Nordic countries: A literature review. Work 2022; 74:1331-1352. [PMID: 36502360 DOI: 10.3233/wor-210063] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/12/2022] Open
Abstract
BACKGROUND: There is a need for more knowledge regarding the importance of managerial leadership for fostering well-being in the workplace and how context has been accounted for in previous research. OBJECTIVE: To carry out a literature review of previous research that empirically examines the importance of leadership for well-being in a Nordic working life context. METHODS: A rapid literature review was conducted with narrative analysis in 5 steps; establish focus, research questions, and inclusion criteria; literature search; relevance screening; quality assessment; data analysis. The search identified 4566 unique studies where 35 quantitative and five qualitative met the relevance and quality criteria. RESULTS: Findings from quantitative and qualitative studies are presented. Transformational and supportive leadership are recurrently associated with employee well-being, although the qualitative studies also highlight adaptive leadership and leaders being available and providing space. Some connections are made to the Nordic context in the reviewed studies, but these connections are not fully elaborated. CONCLUSION: Leadership is related to employee well-being, although this relationship seems to be indirect, mediated by other factors in the working environment. The review identifies the need for more well-designed studies addressing the contextual factors of this relationship, and how leadership should be exercised in practice.
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Affiliation(s)
- Daniel Lundqvist
- Department of Behavioural Sciences and Learning, Linköping University, Linköping, Sweden
- HELIX Competence Centre, Linköping University, Linköping, Sweden
| | - Andreas Wallo
- Department of Behavioural Sciences and Learning, Linköping University, Linköping, Sweden
- HELIX Competence Centre, Linköping University, Linköping, Sweden
| | - Cathrine Reineholm
- Department of Behavioural Sciences and Learning, Linköping University, Linköping, Sweden
- HELIX Competence Centre, Linköping University, Linköping, Sweden
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Health-oriented leadership’s impact on the well-being of healthcare workers: Assessment with a mediated model. UPRAVLENETS 2022. [DOI: 10.29141/2218-5003-2022-13-5-4] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Abstract
. In the face of growing stress in the workplace, employers are particularly interested in management practices focused on maintaining the psychological health of employees. This study examines the effect of the perception of health-oriented leadership (HoL) on the well-being of healthcare workers who have severe psychosocial working conditions in order to increase interest in employee well-being and provide leadership with a central role in this regard. The paper examined psychological wellbeing (PWB), job satisfaction, and life satisfaction together while attempting to determine whether HoL directly and indirectly (via PWB) affected work and life satisfaction based on the JD-R model. The methodological basis of the study was the provisions of the human resource theory management and the theory of leadership. Data was collected from 187 employees (convenience sampling) of a healthcare organization operating in a province in Turkey with the survey technique and analyzed using the SPSS and Smart PLS software. The findings revealed that HoL affects job satisfaction and life satisfaction both directly and through PWB. Therefore, the perception of HoL increased PWB, which in turn increased job satisfaction and life satisfaction. The study ultimately deducted that it was important to exhibit HoL behaviors for employee well-being. Among possible directions for further research could be a longitudinal design of analysis, as well as expanding the sample by including private healthcare organizations and additional locations.
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Zeng J, Lai J, Liu X. How servant leadership motivates young university teachers’ workplace well-being: The role of occupational commitment and risk perception. Front Psychol 2022; 13:996497. [PMID: 36275314 PMCID: PMC9583247 DOI: 10.3389/fpsyg.2022.996497] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/17/2022] [Accepted: 09/15/2022] [Indexed: 11/21/2022] Open
Abstract
Drawing on the integration of social exchange theory and situational power theory, this paper explores the effect of servant leadership on young university teachers’ workplace well-being and explores the mediating effect of occupational commitment and the moderating effect of risk perception on the indirect effects of servant leadership on workplace well-being. A questionnaire was distributed using the Questionnaire Star online questionnaire platform and a two-wave time-lagged design was used to collect 215 survey samples of young teachers from Chinese higher education institutions. SPSS 23.0 was used to test the hypothesized relationship between the variables. Results revealed that servant leadership was positively related to young university teachers’ workplace well-being. Occupational commitment plays a partial mediating role in linking servant leadership and young university teachers’ workplace well-being. Risk perception plays a moderating role in the indirect relationship between servant leadership, occupational commitment, and workplace well-being. When risk perception has a low level, the mediating effect of occupational commitment is stronger.
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Affiliation(s)
- Jianji Zeng
- School of Medical Business, Guangdong Pharmaceutical University, Guangzhou, China
- *Correspondence: Jianji Zeng,
| | - Jiahui Lai
- School of Pharmacy, Guangdong Pharmaceutical University, Guangzhou, China
| | - Xiaofan Liu
- School of Pharmacy, Guangdong Pharmaceutical University, Guangzhou, China
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Ortiz-Gómez M, Molina-Sánchez H, Ariza-Montes A, de Los Ríos-Berjillos A. Servant Leadership and Authentic Leadership as Job Resources for Achieving Workers' Subjective Well-Being Among Organizations Based on Values. Psychol Res Behav Manag 2022; 15:2621-2638. [PMID: 36133627 PMCID: PMC9482960 DOI: 10.2147/prbm.s371300] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/18/2022] [Accepted: 08/25/2022] [Indexed: 11/23/2022] Open
Abstract
Introduction Empirical evidence shows that leadership style is a job resource that promotes employee subjective well-being among workers of value-based organizations. These organizations try to create cultures with strong values to which employees adhere, increasing their subjective well-being and transmitting the identity values. Concretely, religious organizations are characterized by transmitting their values while they perform their services. The value-based management model of religious entities is an appropriate setting for studying the effects that this style based on values has on subjective well-being. Purpose In organizations with strong value-based cultures, the most appropriate styles are moral leadership and, among them, servant and authentic leadership; thus, this research contributes from the theoretical framework of job demands-resources (JD-R) model to the open debate on leadership as job resource to promote subjective well-being and the common characteristics of these leadership styles. Patients and Methods To reach the aim of this research, a sample of workers in Catholic organizations located in Spain was used. The data was processed using partial least squares (PLS) technique. Results The results show that while authentic leadership is a job resource to achieving greater well-being among workers of value-based organizations, servant leadership is merely a resource in the presence of a perceived authentic leadership. In other words, authentic leadership exerts a total mediation in the relationship between servant leadership and subjective well-being. Conclusion The main contribution of this research lies in demonstrating that servant and authentic leadership are job resources that together promote subjective well-being among workers of religious organizations. This result rejects the previous theory that defend the redundant outcomes of these leadership styles, what undoubtedly constitutes an interesting finding for the academy. These findings also complement the social identity theory, as the identity of a service entity could justify that servant leadership generates higher levels of perceived authentic leadership.
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Affiliation(s)
- Mar Ortiz-Gómez
- Financial Economics and Accounting Department, Universidad Loyola Andalucía, Córdoba, 14004, Spain
| | - Horacio Molina-Sánchez
- Financial Economics and Accounting Department, Universidad Loyola Andalucía, Córdoba, 14004, Spain
| | - Antonio Ariza-Montes
- Social Matters Research Group, Universidad Loyola Andalucía, Córdoba, 14004, Spain
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Ding F, Liu X, Amin Abdalla A, Latif Khan M, Akram F. The link between English foreign language teacher's professional identity and their critical thinking that leads to teacher's success in the Chinese context: Leaders motivational language as a moderator. Front Psychol 2022; 13:983215. [PMID: 36033050 PMCID: PMC9412979 DOI: 10.3389/fpsyg.2022.983215] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/30/2022] [Accepted: 07/07/2022] [Indexed: 11/28/2022] Open
Abstract
The purpose of this study is to examine the link between English foreign language teacher's professional identity and employee success via mediating role of critical thinking. Further, we examined the moderating role of leader motivational language between employee professional identity and critical thing and also indirect effect on employee success via critical thinking. We collected data from Chinese MNC's school by using time lagged study design. We used hierarchical linear regression for direct hypotheses and Hayes PROCESS model's for mediation, moderation, and mediation moderation analysis. The results show that there is positive relation between employee's professional identity and teacher's success. Further, critical thinking mediates the link between professional identity and employee success. The results of the moderated mediation analysis show that critical thinking mediated the interaction of employee's professional identity and leader's motivational language on teacher's success.
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Affiliation(s)
- Fangfang Ding
- College of Humans, Sichuan Agricultural University, Ya’an, China
| | - Xingyu Liu
- College of Humans, Sichuan Agricultural University, Ya’an, China
| | - Alaa Amin Abdalla
- Academic Programs for Military Colleges, Abu Dhabi University, Al Ain, United Arab Emirates
| | | | - Fouzia Akram
- Department of Business Administration, University of Prince Mugrin, Madina, Saudi Arabia
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15
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Kim HD, Cruz AB. Transformational Leadership and Psychological Well-Being of Service-Oriented Staff: Hybrid Data Synthesis Technique. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19138189. [PMID: 35805846 PMCID: PMC9266046 DOI: 10.3390/ijerph19138189] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 06/17/2022] [Revised: 06/28/2022] [Accepted: 07/02/2022] [Indexed: 12/04/2022]
Abstract
Leaders play a significant role in organizations and their leadership behaviors can either enhance or undermine the well-being of their employees. This study aimed to meta-analyze the relationship between transformational leadership and well-being in the service industry, and how employees’ gender and service sector moderated the strength of this relationship. This study used a convergent mixed-method approach. PubMed, MEDLINE, Google Scholar, AMED, and Scopus electronic databases were utilized to search for relevant studies. Textual data were analyzed using a text data-mining technique (Leximancer) to determine the relevant themes and concepts. Statistical data were examined through a comprehensive meta-analysis to determine their effect sizes. The qualitative results outline the major themes that emerged: leadership, well-being, and health. The quantitative findings revealed that the perceived well-being of male employees and those working outside of the health-care service sector was positively higher when employees’ leaders showed transformational leadership. In general, the findings from the qualitative and quantitative data converge. The findings confirm the positive relationship between transformational leadership and employee well-being. This study also highlights the applicability of a convergent mixed-method approach as a useful methodological strategy when analyzing both lexical and statistical data.
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Affiliation(s)
- Hyun-Duck Kim
- Department of Sport Marketing, Keimyung University, Daegu 42601, Korea;
| | - Angelita Bautista Cruz
- Department of Physical Education, Keimyung University, Daegu 42601, Korea
- Correspondence:
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16
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Klebe L, Klug K, Felfe J. When Your Boss Is Under Pressure: On the Relationships Between Leadership Inconsistency, Leader and Follower Strain. Front Psychol 2022; 13:816258. [PMID: 35712180 PMCID: PMC9196935 DOI: 10.3389/fpsyg.2022.816258] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/16/2021] [Accepted: 05/06/2022] [Indexed: 11/13/2022] Open
Abstract
It is widely acknowledged that leadership is crucial for follower health. Under stress, positive leader behaviors such as transformational leadership may decrease and the risk of negative behaviors such as abusive leadership may increase. Followers experience these discrepancies in leadership between routine and stressful periods as inconsistent. While positive and negative leadership is generally associated with follower strain, inconsistency may be stressful by itself, because it entails insecurity and unpredictability in the leader-follower relationship. We suggest that the level of perceived inconsistency and volatility in leaders' behavior across situations is an additional risk factor for follower health. Moreover, we expect perceived inconsistency to be stronger when leaders are strained. This survey study with N = 304 employees examines the relationships between leadership inconsistency and leader as well as follower strain from a followers' perspective. Participants rated their leaders' transformational and abusive leadership separately for routine and stressful conditions, their leaders' strain and their own strain. Employees who experienced stronger discrepancies in leadership between routine and stressful conditions, i.e., more inconsistency, experienced more strain. Moreover, from a followers' perspective, inconsistencies were stronger when leaders were strained. The findings provide evidence that leadership is less stable and consistent than generally assumed and that inconsistency is an additional risk factor. Leader strain may threaten the consistency of leadership and thereby negatively affect follower health.
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Affiliation(s)
- Laura Klebe
- Department of Work, Organizational and Economic Psychology, Helmut Schmidt University, Hamburg, Germany
| | - Katharina Klug
- Department of Business Studies and Economics, University of Bremen, Bremen, Germany
| | - Jörg Felfe
- Department of Work, Organizational and Economic Psychology, Helmut Schmidt University, Hamburg, Germany
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17
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Robert V, Vandenberghe C. Laissez-faire leadership and employee well-being: the contribution of perceived supervisor organizational status. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2022. [DOI: 10.1080/1359432x.2022.2081074] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Affiliation(s)
- Véronique Robert
- Departement of Management, HEC Montréal, Montréal, QC, Canada
- Toulouse School of Management, TSM Research, University Toulouse 1 Capitole, Toulouse, France
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18
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Does Self-Care Make You a Better Leader? A Multisource Study Linking Leader Self-Care to Health-Oriented Leadership, Employee Self-Care, and Health. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19116733. [PMID: 35682319 PMCID: PMC9180678 DOI: 10.3390/ijerph19116733] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 04/12/2022] [Revised: 05/25/2022] [Accepted: 05/28/2022] [Indexed: 02/06/2023]
Abstract
Leadership plays an important role in employee well-being. In light of a growing research interest in leaders’ resources as determinants of healthy leadership, it is not yet clear how leaders’ behavior regarding their own health (self-care) may trickle down to employees. Drawing on Conservation of Resources Theory and the model of Health-Oriented Leadership, this study tests two mechanisms through which employees may benefit from self-caring leaders: (a) through staff care, that is, concern for their employees’ health (improved leadership hypothesis); and (b) through a direct relationship between leaders’ and employees’ self-care (role-modeling hypothesis). In turn, both staff care and employee self-care would relate positively to employee health. Multilevel path models based on a sample of N = 46 supervisors and 437 employees revealed that leader self-care was positively related to leader-rated staff care at Level 2, which was positively related to employee-rated staff care at Level 1. In turn, employee-rated staff care was positively related to employee health. The findings support the improved leadership hypothesis and underline the importance of leader self-care as a determinant of healthy leadership.
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19
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Teetzen F, Bürkner PC, Gregersen S, Vincent-Höper S. The Mediating Effects of Work Characteristics on the Relationship between Transformational Leadership and Employee Well-Being: A Meta-Analytic Investigation. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19053133. [PMID: 35270825 PMCID: PMC8910295 DOI: 10.3390/ijerph19053133] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 02/10/2022] [Revised: 02/28/2022] [Accepted: 03/04/2022] [Indexed: 02/04/2023]
Abstract
Evidence points to an indirect relationship between transformational leadership (TFL) and employee well-being, and numerous work characteristics have been identified as mediators. However, the relative mediating effect of different types of job resources and job demands on the TFL-well-being relationship remains unclear, rendering it impossible to determine which ones are the most influential. This study aims to provide a comprehensive analysis of the relative mediation potential of different work characteristics in the TFL-well-being relationship in multiple three-level meta-analytical structural equation models of 243 samples. Based on the JD-R Model, this study extends this theoretical framework by suggesting TFL as a predisposing variable that influences both job resources and job demands, leading to changes in indicators of both positive and negative employee well-being. The results show that, while all the examined job resources and demands mediated the TFL-well-being relationship, organizational resources were identified as the strongest mediators. Furthermore, job demands had a strong mediating effect on the relationship between TFL and negative well-being, while job resources more strongly mediated TFL and positive well-being. We present a differentiated picture of how transformational leaders can influence their employees' well-being at the workplace, providing valuable knowledge for future research and practice.
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Affiliation(s)
- Friederike Teetzen
- Department of Work & Organizational Psychology, University of Hamburg, 20146 Hamburg, Germany;
- Correspondence:
| | | | - Sabine Gregersen
- Institution for Statutory Accident Insurance and Prevention in the Health and Welfare Services, 22089 Hamburg, Germany;
| | - Sylvie Vincent-Höper
- Department of Work & Organizational Psychology, University of Hamburg, 20146 Hamburg, Germany;
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20
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Stempel CR, Rigotti T. Threatening the Self: The Conditional Indirect Effect of Abusive Supervision on Well-Being. SCANDINAVIAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2022. [DOI: 10.16993/sjwop.124] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022] Open
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21
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Moving Crisis to Opportunities: A Corporate Perspective on the Impact of Compassionate Empathic Behaviour on the Well-Being of Employees. INTERNATIONAL JOURNAL OF GLOBAL BUSINESS AND COMPETITIVENESS 2022. [PMCID: PMC8725425 DOI: 10.1007/s42943-021-00040-w] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
Abstract
The recent raging pandemic has disrupted the world economy in a humongous way causing socio-psychological stressors affecting the mental well-being of employees. The fear of losing jobs due to economic shutdowns, or facing challenges of digitisation of the workplace, or fear of contaminating illness generated a feeling of despair and panic to more serious paranoia behaviour amongst the employees. The present study aims at investigating how did the leadership use prosocial empathic skills during this pandemic to manage the mental well-being of their respective employees, so that they are motivated and engaged for meaningful performance. The major themes that emerged from the structured interviews of the apex leadership were (1) compassionate empathic behaviour impacts the employee motivation and performance; (2) open, honest and timely vertical communication promotes trust and bonding; (3) support for employee autonomy impacts their well-being; (4) encouraging competence and self-efficacy in employees; (5) promoting positive and healthy relationships by displaying compassionate empathy positively impacts mental health and thereby employee performance during crisis. Right from providing unified Communication platform, to displaying empathic leadership, the apex leadership unanimously believes that people are their best assets and if managed well in the crisis can help them stem the storm successfully.
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22
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Moreno A, Díez F, Ferreira L. Business Leadership from a Gender Perspective and Its Impact on the Work Environment and Employee's Well-Being in Companies in the Basque Country. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 19:30. [PMID: 35010284 PMCID: PMC8750843 DOI: 10.3390/ijerph19010030] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 11/23/2021] [Revised: 12/15/2021] [Accepted: 12/17/2021] [Indexed: 06/14/2023]
Abstract
If the workplace environment is good, the health and well-being of employees will be good too. This research aims to distinguish whether there are differences when it comes to being directed by a man or a woman and whether this affects employees. An ad hoc questionnaire was applied, collecting personal information and including the MLQ-6 S. It was sent by mail and answered by 549 employees of 16 companies in the Basque Country, Spain. A total of 277 (50.5%) men and 272 (49.5%) women participated, among whom there were 63 managers. The methodology shows a double perspective of how employees understand and perceive the differences between male and female business leaders and how managers see themselves exercising this leadership. No significant differences have been perceived. Both men and women believe they make their employees feel good about exercising leadership (M = 42.11%, W = 48.00%) quite often. Employed women consider it more challenging to become leaders and reconcile their work-life. Men do not think so. Communication is the tool that women managers know best how to handle and where men seem to fail more. Working on it could achieve more business success and better health in employees.
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23
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Stengård J, Peristera P, Johansson G, Nyberg A. The role of managerial leadership in sickness absence in health and social care: antecedent or moderator in the association between psychosocial working conditions and register-based sickness absence? A longitudinal study based on a swedish cohort. BMC Public Health 2021; 21:2215. [PMID: 34863139 PMCID: PMC8642919 DOI: 10.1186/s12889-021-12236-z] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/15/2020] [Accepted: 11/13/2021] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND The prevalence of sickness absence is particularly high among employees in health and social care, where psychosocial work stressors are pertinent. Managerial leadership is known to affect sickness absence rates, but the role leadership plays in relation to sickness absence is not fully understood; that is, whether poor leadership (i) is associated with sickness absence directly, (ii) is associated with sickness absence indirectly through the establishment of poor psychosocial working conditions, or (iii) whether good leadership rather has a buffering role in the association between work stressors and sickness absence. METHODS Four biennial waves from the Swedish Longitudinal Occupational Survey of Health (SLOSH, 2010-2016, N=2333) were used. Autoregressive cross-lagged analyses within a multilevel structural equation modelling (MSEM) framework were conducted to test hypotheses i)-iii), targeting managerial leadership, register-based sickness absence and psychosocial work stressors (high psychological demands, poor decision authority and exposure to workplace violence). RESULTS A direct association was found between poor leadership and sickness absence two years later, but no associations were found between leadership and the psychosocial work stressors. Finally, only in cases of poor leadership was there a statistically significant association between workplace violence and sickness absence. CONCLUSIONS Poor managerial leadership may increase the risk of sickness absence among health and social care workers in two ways: first, directly and, second, by increasing the link between workplace violence and sickness absence.
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Affiliation(s)
- Johanna Stengård
- Stress Research Institute, Department of Psychology, Stockholm University, SE-106 91, Stockholm, Sweden.
| | - Paraskevi Peristera
- Stress Research Institute, Department of Psychology, Stockholm University, SE-106 91, Stockholm, Sweden
| | - Gun Johansson
- Occupational and Environmental Medicine, Region Stockholm, Stockholm, Sweden.,Institute of Environmental Medicine, Karolinska Institutet, Stockholm, Sweden
| | - Anna Nyberg
- Stress Research Institute, Department of Psychology, Stockholm University, SE-106 91, Stockholm, Sweden.,Department of Public Health and Caring Sciences, Uppsala University, Uppsala, Sweden
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24
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Sandoval-Reyes J, Restrepo-Castro JC, Duque-Oliva J. Work Intensification and Psychological Detachment: The Mediating Role of Job Resources in Health Service Workers. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:12228. [PMID: 34831983 PMCID: PMC8624283 DOI: 10.3390/ijerph182212228] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 09/14/2021] [Revised: 10/27/2021] [Accepted: 11/11/2021] [Indexed: 11/16/2022]
Abstract
Psychological detachment is the central experience of recovery from work-related stress that allows individuals to reduce burnout symptoms. The stressor-detachment model (SDM) contends that job resources moderate the relationship between job stressors and psychological detachment. We designed an instrument to measure job resources from a multidimensional perspective. A sample of n = 394 individuals from the health service industry participated in the study. Data indicate that job resources comprise a four-factor structure underlying a formative model. Consistent with the SDM, a partial least squares structural equation modeling (PLS-SEM) analysis suggests a moderating effect of job resources (e.g., control over working conditions, leaders' emotional support), between work intensification and psychological detachment. In addition; results indicate that workers who perceive high levels of support from their organization achieved higher levels of detachment compared with those who perceived low levels of support. Theoretical as well as practical implications for stress management practices, occupational health, and well-being are discussed.
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Affiliation(s)
- Juan Sandoval-Reyes
- Departamento de Psicología Social y las Organizaciones, Facultad de Psicología, Universidad de La Sabana, Chía 250001, Colombia
| | - Juan C. Restrepo-Castro
- Departamento de Evaluación e Intervención Psicológica, Facultad de Psicología, Universidad de La Sabana, Chía 250001, Colombia;
| | - Jair Duque-Oliva
- Escuela de Administración y Contaduría Pública, Facultad de Ciencias Económicas, Universidad Nacional de Colombia, Bogotá 111321, Colombia;
- ESAI Business School, Universidad Espíritu Santo, Samborondon 104135, Ecuador
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25
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Um-E-Rubbab, Farid T, Iqbal S, Saeed I, Irfan S, Akhtar T. Impact of Supportive Leadership During Covid-19 on Nurses' Well-Being: The Mediating Role of Psychological Capital. Front Psychol 2021; 12:695091. [PMID: 34659011 PMCID: PMC8515951 DOI: 10.3389/fpsyg.2021.695091] [Citation(s) in RCA: 11] [Impact Index Per Article: 3.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/14/2021] [Accepted: 08/03/2021] [Indexed: 11/13/2022] Open
Abstract
The corona virus disease (Covid-19) has significantly affected the social, physical, and psychological health of workers, specifically the nurses working in the healthcare sectors. Studies have been conducted on the impact of Covid-19 on employees' well-being, organizational structure, and job design; however, limited studies have been conducted focusing on the impact of leadership on employee's well-being during the Covid-19 pandemic. Drawing on job demands resources model and social exchange theory, we examined the impact of supportive leadership on employees' physical, social, and psychological well-being during the Covid-19 pandemic. In addition, we examined the mediating role of psychological capital in examining the relationship between supportive leadership and employees' physical, social, and psychological well-being. Based on three wave time-lagged design, the data were collected from 214 nurses' linear regression analysis and Hayes Process for mediation to test the proposed hypothesis. As hypothesized, supportive leadership predicted employees' physical, social, and psychological well-being. In addition, psychological capital mediated the relationship between supportive leadership and employees' physical, social, and psychological well-being. Implications for research, theory, and practice are discussed.
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Affiliation(s)
- Um-E-Rubbab
- Department of Business Administration, Fatima Jinnah Women University, Rawalpindi, Pakistan
| | - Tahir Farid
- Department of Psychology and Behavioral Sciences, Zhejiang University, Hangzhou, China.,Department of Psychology, Abdul Wali Khan University Mardan, Mardan, Pakistan
| | - Sadaf Iqbal
- Department of Psychology, Abdul Wali Khan University Mardan, Mardan, Pakistan
| | - Imran Saeed
- Institute of Business and Management Science, The University of Agriculture, Peshawar, Pakistan
| | - Shahid Irfan
- Department of Psychology, Foundation University, Islamabad, Pakistan
| | - Tanvir Akhtar
- Department of Psychology, Foundation University, Islamabad, Pakistan
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26
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Quinane E, Bardoel EA, Pervan S. CEOs, leaders and managing mental health: a tension-centered approach. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.1080/09585192.2021.1925325] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
- Erin Quinane
- Department of Management & Marketing, Swinburne University of Technology, Hawthorn, VIC, Australia
| | - E. Anne Bardoel
- Department of Management & Marketing, Swinburne Business School, Swinburne University of Technology, Hawthorn, VIC, Australia
| | - Simon Pervan
- School of Economics, Finance & Marketing, RMIT University, Melbourne, VIC, Australia
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27
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Rutten JER, Backhaus R, Tan F, Prins M, van der Roest H, Heijkants C, Hamers JPH, Verbeek H. Work environment and person-centred dementia care in nursing homes-A cross-sectional study. J Nurs Manag 2021; 29:2314-2322. [PMID: 34053141 PMCID: PMC8597031 DOI: 10.1111/jonm.13386] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 05/11/2021] [Indexed: 12/05/2022]
Abstract
Aim This study aims to explore the relationship between work environment, job characteristics and person‐centred care for people with dementia in nursing homes. Background Person‐centred care approaches have become a dominant indicator for good quality of care in nursing homes. Little is known about the relationship between work environment, job characteristics and person‐centred care in nursing homes. Method(s) Cross‐sectional data from the LAD study were used. Direct care staff (n = 552) of nursing homes (n = 49) filled an online questionnaire about work environment characteristics and person‐centred care. To examine relationships, multilevel linear regression analyses were conducted. Results Associations were found between a higher transformational leadership style, less social support from a leader, a higher unity in philosophy of care, higher levels of work satisfaction, more development opportunities, better experienced teamwork and staff‐reported person‐centred care. Conclusion(s) In a complex nursing home environment, person‐centred care is influenced by organisational and work characteristics, shared values and interpersonal relationships. Implications for Nursing Leaders may consider facilitating collaboration and creating unity between care staff, clients and family members in order to provide person‐centred care. Therefore, a transformational leadership style, educational programmes and coaching for leaders are recommended.
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Affiliation(s)
- Johanna E R Rutten
- Department of Health Services Research, Care and Public Health Research Institute, Maastricht University, Maastricht, The Netherlands.,Living Lab in Ageing and Long-Term Care, Maastricht, The Netherlands
| | - Ramona Backhaus
- Department of Health Services Research, Care and Public Health Research Institute, Maastricht University, Maastricht, The Netherlands.,Living Lab in Ageing and Long-Term Care, Maastricht, The Netherlands
| | - Frans Tan
- Department of Methodology and Statistics, CAPHRI School for Public Health and Primary Care, Maastricht University, Maastricht, The Netherlands
| | - Marleen Prins
- Department on Aging, Netherlands Institute of Mental Health and Addiction (Trimbos-institute), Utrecht, The Netherlands
| | - Henriette van der Roest
- Department on Aging, Netherlands Institute of Mental Health and Addiction (Trimbos-institute), Utrecht, The Netherlands
| | - Ceciel Heijkants
- Department on Aging, Netherlands Institute of Mental Health and Addiction (Trimbos-institute), Utrecht, The Netherlands
| | - Jan P H Hamers
- Department of Health Services Research, Care and Public Health Research Institute, Maastricht University, Maastricht, The Netherlands.,Living Lab in Ageing and Long-Term Care, Maastricht, The Netherlands
| | - Hilde Verbeek
- Department of Health Services Research, Care and Public Health Research Institute, Maastricht University, Maastricht, The Netherlands.,Living Lab in Ageing and Long-Term Care, Maastricht, The Netherlands
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28
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Schwatka NV, Brown CE, Tenney L, Scott JG, Shore E, Dally M, Newman LS. Evaluation of a Total Worker Health ® leadership program for small business leaders. OCCUPATIONAL HEALTH SCIENCE 2021; 5:163-188. [PMID: 37366387 PMCID: PMC10291283 DOI: 10.1007/s41542-021-00086-5] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Received: 06/17/2020] [Revised: 03/11/2021] [Accepted: 03/15/2021] [Indexed: 06/28/2023]
Abstract
Leaders play a critical role in the development and execution of Total Worker Health (TWH). Small businesses, in particular, can benefit from strong leadership support for TWH as the burden of work-related injury, illness and fatality, as well as poor health and well-being is high in this population. In the present study, we conducted a program evaluation of a TWH leadership development program for small business leaders using the RE-AIM framework. The goal of the program was to help change leaders' behaviors around health, safety and well-being practices following the theory of transformational leadership. Two leaders from each business participated in pre-training activities on their own, a 6-hour in-person training, and three months of access to virtual training transfer activities, including coaching and goal tracking. Our results suggest that the TWH leadership development program is effective at improving leaders' self-reported TWH leadership practices and that the in-person training was implemented successfully. However, leaders did not report improvements in their personal health and in fact reported increased levels of work stress after the program. We also observed some challenges when implementing our training transfer strategies. Our study suggests that leaders may benefit from attending TWH leadership trainings alongside other colleagues in their organization to facilitate a shared vision and goals for TWH in their organization. As a next step, it will be important to determine the program's effectiveness in changing business TWH policies and practices, employee perceptions of TWH and leadership, and employee health and safety outcomes.
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Affiliation(s)
- Natalie V. Schwatka
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
- Department of Environmental and Occupational Health, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
| | - Carol E. Brown
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
| | - Liliana Tenney
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
- Department of Environmental and Occupational Health, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
| | - Joshua G. Scott
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
- Department of Environmental and Occupational Health, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
| | - Erin Shore
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
| | - Miranda Dally
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
- Department of Environmental and Occupational Health, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
| | - Lee S. Newman
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
- Department of Environmental and Occupational Health, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
- Department of Epidemiology, Colorado School of Public Health and Department of Medicine, School of Medicine, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
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Zonneveld N, Pittens C, Minkman M. Appropriate leadership in nursing home care: a narrative review. Leadersh Health Serv (Bradf Engl) 2021; ahead-of-print. [PMID: 33738993 PMCID: PMC8317028 DOI: 10.1108/lhs-04-2020-0012] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PURPOSE The purpose of this paper is to synthesize the existing evidence on leadership that best matches nursing home care, with a focus on behaviors, effects and influencing factors. DESIGN/METHODOLOGY/APPROACH A narrative review was performed in three steps: the establishment of scope, systematic search in five databases and assessment and analysis of the literature identified. FINDINGS A total of 44 articles were included in the review. The results of the study imply that a stronger focus on leadership behaviors related to the specific context rather than leadership styles could be of added value in nursing home care. RESEARCH LIMITATIONS/IMPLICATIONS Only articles applicable to nursing home care were included. The definition of "nursing home care" may differ between countries. This study only focused on the academic literature. Future research should focus on strategies and methods for the translation of leadership into behavior in practice. PRACTICAL IMPLICATIONS A broader and more conceptual perspective on leadership in nursing homes - in which leadership is seen as an attribute of all employees and enacted in multiple layers of the organization - could support leadership practice. ORIGINALITY/VALUE Leadership is considered an important element in the delivery of good quality nursing home care. This study provides insight into leadership behaviors and influencing contextual factors specifically in nursing homes.
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Affiliation(s)
- Nick Zonneveld
- Tilburg University, TIAS School for Business and Society, Tilburg, The Netherlands and Vilans, National Centre of Expertise in Long Term Care, Utrecht, The Netherlands
| | - Carina Pittens
- Vrije Universiteit, Athena Institute, Amsterdam, The Netherlands
| | - Mirella Minkman
- Tilburg University, TIAS School for Business and Society, Tilburg, The Netherlands and Vilans, National Centre of Expertise in Long Term Care, Utrecht, The Netherlands
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Bangun YR, Pritasari A, Widjaja FB, Wirawan C, Wisesa A, Ginting H. Role of Happiness: Mediating Digital Technology and Job Performance Among Lecturers. Front Psychol 2021; 12:593155. [PMID: 33716862 PMCID: PMC7952429 DOI: 10.3389/fpsyg.2021.593155] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/09/2020] [Accepted: 01/28/2021] [Indexed: 11/23/2022] Open
Abstract
Purpose Happiness has been the most important goal for humans throughout history and is a significant issue among university lecturers facing a rapid digital technology change. It is usually described as a well-being state, feeling satisfied and contented, consisting of positive happenings in an individual’s life concerning the social, spiritual, economic, psychological, and physiological spheres. This research examines the relationship between happiness, attitudes toward technology, and lecturers’ job performance in higher education. Design and Methodology This research design was a cross-sectional design that asked the respondents from lecturers of Institut Teknologi Bandung, one of the best universities with technology-based education in Indonesia, to complete a group of well-validated questionnaires. The questionnaires mentioned earlier include the Oxford Happiness Questionnaire and three other newly constructed questionnaires, made to measure attitude toward digital technology, job satisfaction, and job performance. Findings This research confirmed that happiness fully mediated the relationship between attitude toward digital technology and job performance. Additionally, this research also confirmed that happiness partially mediated the relationship between job satisfaction and job performance. These results implied that a positive attitude toward digital technology and higher job satisfaction would lead to happier lecturers who increase their job performance. Originality This study suggests that a positive attitude toward technology has a higher impact than job satisfaction as determinant factors of happiness and its association with lecturers’ job performance such as universities, especially Institut Teknologi Bandung as a technologically advanced workplace environment. Additionally, the Oxford Happiness Questionnaire framework, frequently used in studies of other countries, is now being used in the context of an Indonesian case study, precisely to measure happiness among lecturers in Indonesian higher education.
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Affiliation(s)
- Yuni Ros Bangun
- School of Business and Management, Institut Teknologi Bandung, Bandung, Indonesia
| | - Adita Pritasari
- School of Business and Management, Institut Teknologi Bandung, Bandung, Indonesia
| | | | - Christina Wirawan
- Industrial Engineering Department, Universitas Kristen Maranatha, Bandung, Indonesia
| | - Anggara Wisesa
- School of Business and Management, Institut Teknologi Bandung, Bandung, Indonesia
| | - Henndy Ginting
- School of Business and Management, Institut Teknologi Bandung, Bandung, Indonesia
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Thomson B, Rank J, Steidelmüller C. The Individual Job Impact of Change and Employees’ Well-Being: Role Clarity and Interpersonal Justice as Leadership-Related Moderators*. JOURNAL OF CHANGE MANAGEMENT 2021. [DOI: 10.1080/14697017.2021.1888771] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
Affiliation(s)
- Birgit Thomson
- Working Time and Organization, Federal Institute for Occupational Safety and Health, Dortmund, Germany
| | - Johannes Rank
- Working Time and Organization, Federal Institute for Occupational Safety and Health, Dortmund, Germany
| | - Corinna Steidelmüller
- Working Time and Organization, Federal Institute for Occupational Safety and Health, Dortmund, Germany
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Stuber F, Seifried-Dübon T, Rieger MA, Gündel H, Ruhle S, Zipfel S, Junne F. The effectiveness of health-oriented leadership interventions for the improvement of mental health of employees in the health care sector: a systematic review. Int Arch Occup Environ Health 2021; 94:203-220. [PMID: 33011902 PMCID: PMC7532985 DOI: 10.1007/s00420-020-01583-w] [Citation(s) in RCA: 21] [Impact Index Per Article: 7.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/17/2020] [Accepted: 09/10/2020] [Indexed: 11/16/2022]
Abstract
PURPOSE An increasing prevalence of work-related stress and employees' mental health impairments in the health care sector calls for preventive actions. A significant factor in the workplace that is thought to influence employees' mental health is leadership behavior. Hence, effective leadership interventions to foster employees' (leaders' and staff members') mental health might be an important measure to address this pressing issue. METHODS We conducted a systematic review according to the PRISMA statement (Liberati et al. 2009) and systematically searched the following databases: PubMed (PMC), Web of Science, PsycINFO (EBSCOhost), EconLit (EBSCOhost), and Business Source Premier (EBSCOhost). In addition, we performed a hand search of the reference lists of relevant articles. We included studies investigating leadership interventions in the health care sector that aimed to maintain/foster employees' mental health. RESULTS The systematic search produced 11,221 initial search hits in relevant databases. After the screening process and additional literature search, seven studies were deemed eligible according to the inclusion criteria. All studies showed at least a moderate global validity and four of the included studies showed statistically significant improvements of mental health as a result of the leadership interventions. CONCLUSIONS Based on the findings, leadership interventions with reflective and interactive parts in group settings at several seminar days seem to be the most promising strategy to address mental health in health care employees. As the available evidence is limited, efforts to design and scientifically evaluate such interventions should be extended.
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Affiliation(s)
- Felicitas Stuber
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, Tuebingen, Germany.
| | - Tanja Seifried-Dübon
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, Tuebingen, Germany
| | - Monika A Rieger
- Institute of Occupational Medicine, Social Medicine and Health Services Research, University Hospital Tuebingen, Tuebingen, Germany
| | - Harald Gündel
- Department of Psychosomatic Medicine and Psychotherapy, Ulm University Medical Center, Ulm, Germany
| | - Sascha Ruhle
- Department of Business Administration, in particular, Work Human Resource Management and Organization Studies, Heinrich-Heine-University Düsseldorf, Düsseldorf, Germany
| | - Stephan Zipfel
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, Tuebingen, Germany
| | - Florian Junne
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, Tuebingen, Germany
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Vonderlin R, Schmidt B, Müller G, Biermann M, Kleindienst N, Bohus M, Lyssenko L. Health-Oriented Leadership and Mental Health From Supervisor and Employee Perspectives: A Multilevel and Multisource Approach. Front Psychol 2021; 11:614803. [PMID: 33536980 PMCID: PMC7848224 DOI: 10.3389/fpsyg.2020.614803] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/07/2020] [Accepted: 12/24/2020] [Indexed: 11/13/2022] Open
Abstract
The link between leadership and mental health at the workplace is well established by prior research. However, most of the studies have addressed this relationship from a single-source perspective. The aim of this study was to examine how supervisor and employee ratings of health-oriented leadership correspond to each other and which sources are predictive for employee mental health. We assessed data within 99 teams (headed by 99 supervisors) containing 713 employees in 11 different companies in Southern Germany. Supervisors and their staff completed questionnaires on the supervisors' health-oriented staff-care dimensions awareness, value of health and health behavior (Health-Oriented Leadership Scale, HoL) and current mental distress (Hospital Anxiety and Depression Scale, HADS). Hierarchical linear models revealed that supervisors' self-ratings were significantly related to their employees' ratings (at the team level) only on the health behavior dimension, but not on the health awareness and value of health dimensions. Also, supervisors rated themselves significantly higher on HoL compared to their employees. Employee ratings of HoL significantly predicted their own level of mental distress (direct within-level effect), whereas supervisor ratings of HoL did not predict employees' mental distress at the team level (direct cross-level effect). Supervisors' self-ratings of HoL did not influence the relationship between employee ratings of HoL and their mental distress on an individual level (cross-level interaction). These results highlight the complex relationship between multisource assessments of HoL and employee mental health, emphasizing the importance of subjective perception for mental health. Future studies should investigate under which conditions supervisor and employee ratings correspond to each other and are predictive for mental health at the workplace.
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Affiliation(s)
- Ruben Vonderlin
- Institute for Psychiatric and Psychosomatic Psychotherapy, Central Institute of Mental Health, University of Heidelberg, Mannheim, Germany
| | - Burkhard Schmidt
- University of Applied Sciences Fresenius Heidelberg, Heidelberg, Germany
| | - Gerhard Müller
- Department of Health Promotion/Occupational Health Management, AOK Baden-Wuerttemberg, Stuttgart, Germany
| | - Miriam Biermann
- Institute for Psychiatric and Psychosomatic Psychotherapy, Central Institute of Mental Health, University of Heidelberg, Mannheim, Germany
| | - Nikolaus Kleindienst
- Institute for Psychiatric and Psychosomatic Psychotherapy, Central Institute of Mental Health, University of Heidelberg, Mannheim, Germany
| | - Martin Bohus
- Institute for Psychiatric and Psychosomatic Psychotherapy, Central Institute of Mental Health, University of Heidelberg, Mannheim, Germany.,McLean Hospital, Harvard Medical School, Boston, MA, United States
| | - Lisa Lyssenko
- Department of Public Health and Health Education, University of Education, Freiburg, Germany
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The Roles of Work-Life Conflict and Gender in the Relationship between Workplace Bullying and Personal Burnout. A Study on Italian School Principals. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17238745. [PMID: 33255556 PMCID: PMC7728080 DOI: 10.3390/ijerph17238745] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 10/27/2020] [Revised: 11/20/2020] [Accepted: 11/22/2020] [Indexed: 12/31/2022]
Abstract
The present study sought to investigate the associations between workplace bullying and personal burnout both directly and indirectly via work-life conflict. Furthermore, the moderating role of gender in these relations was examined. Traditional research on stress at work focuses on the role of dimensions related to job tasks, demands, and organizational support in influencing the risks for stress-related problems in employees. At the same time, other experiences at work may reduce employees' well-being, such as workplace bullying and family life. Specifically, considering the detrimental role of work-life conflict, it is possible to hypothesize that it would exacerbate workplace bullying's harmful effects on employees' health. Moreover, since previous studies have reported mixed or inconsistent results when considering gender differences with the above-mentioned dimensions, it seems worth investigating the role of employee gender in representing (and response to) the bullying experiences. Building on these considerations, this work verifies whether: (1) work-life conflict mediates the relationship between workplace bullying and burnout; (2) gender moderates all the possible relationships among the constructs. Such hypotheses are verified on a sample of school principals, in light of their peculiar job role. Overall, our findings showed that: (1) Workplace bullying and burnout are associated, both with and without the perception of a concurring work-life conflict; (2) Gender does not moderate all the possible relationships among workplace bullying, work-life conflict and burnout. Overall, being female heightens the risk to perceive work-life conflict in general, as well as to be burnt out, when bullied, with and without the presence of work-life conflict; being male heightens the risk to perceive work-life conflict when bullied. Furthermore, the current findings suggest that family demands may influence school principals' feelings of exhaustion regardless of gender. These findings confirm and expand previous literature, especially concerning a less studied occupation, namely school principals, shedding a new light on their work experiences. Furthermore, the present study offers interesting implications for trainings on principal's skills and professional identity.
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The relationship between quality of work life and work-life-balance mediating role of job stress, job satisfaction and job commitment: evidence from India. JOURNAL OF ADVANCES IN MANAGEMENT RESEARCH 2020. [DOI: 10.1108/jamr-05-2020-0082] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this study is to investigate the relationship between quality of work-life (QWL) and work-life balance (WLB).Design/methodology/approachUsing a structured survey instrument, this paper gathered data from 445 respondents in cosmopolitan city in southern part of India. First psychometric properties of the instrument were tested, and then hierarchical regression was used as a statistical technique for analyzing the data.FindingsThe hierarchical regression results indicated that QWL is (1) negatively related to job stress, (2) positively related to job satisfaction and (3) positively related to job commitment. The results also indicated that (1) job stress is negatively related to WLB, (2) job satisfaction is positively related to WLB and (3) job commitment is positively related to WLB. The results also show partial mediation of job stress, job satisfaction, and job commitment in the relationship between QWL and WLB.Research limitations/implicationsSince the present research is based on self-report measures, the limitations of social desirability bias and common method bias are inherent. However, sufficient care is taken to minimize these limitations. The research has implications for human resource managers in work organizations.Practical implicationsThis study contributes to both practicing managers and the literature on human resource management. The study suggests that employers need to be aware of the importance of quality of work-life and work-life balance in achieving organizational effectiveness.Social implicationsThe study is expected to contribute to the welfare of the society in terms of identifying the antecedents of work-life balance.Originality/valueThis study provides new insights about the effects of QWL on WLB through mediating variables. This is a conceptual model developed and tested and first of its kind in India.
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Martinez IM, Salanova M, Cruz-Ortiz V. Our Boss is a Good Boss! Cross-level Effects of Transformational Leadership on Work Engagement in Service Jobs. REVISTA DE PSICOLOGÍA DEL TRABAJO Y DE LAS ORGANIZACIONES 2020. [DOI: 10.5093/jwop2020a10] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
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Ding H, Yu E. Follower Strengths-based Leadership and Follower Innovative Behavior: The Roles of Core Self-evaluations and Psychological Well-being. REVISTA DE PSICOLOGÍA DEL TRABAJO Y DE LAS ORGANIZACIONES 2020. [DOI: 10.5093/jwop2020a8] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
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Wang S, Eva N, Newman A, Zhou H. A double-edged sword: the effects of ambidextrous leadership on follower innovative behaviors. ASIA PACIFIC JOURNAL OF MANAGEMENT 2020. [DOI: 10.1007/s10490-020-09714-0] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Predicting Sustainable Employability in Swedish Healthcare: The Complexity of Social Job Resources. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17041200. [PMID: 32069935 PMCID: PMC7068286 DOI: 10.3390/ijerph17041200] [Citation(s) in RCA: 16] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 01/23/2020] [Accepted: 02/10/2020] [Indexed: 11/30/2022]
Abstract
Achieving sustainable employability (SE), i.e., when employees are able to continue working in a productive, satisfactory, and healthy manner, is a timely challenge for healthcare. Because healthcare is a female-dominated sector, our paper investigated the role of social job resources in promoting SE. To better illustrate the complexity of the organizational environment, we incorporated resources that operate at different levels (individual, group) and in different planes (horizontal, vertical): trust (individual-vertical), teamwork (group-horizontal), and transformational leadership (group-vertical). Based on the job demands-resources model, we predicted that these resources initiate the motivational process and thus promote SE. To test these predictions, we conducted a 3-wave study in 42 units of a healthcare organization in Sweden. The final study sample consisted of 269 professionals. The results of the multilevel analyses demonstrated that, at the individual level, vertical trust was positively related to all three facets of SE. Next, at the group level, teamwork had a positive link with employee health and productivity, while transformational leadership was negatively related to productivity. These findings underline the importance of acknowledging the levels and planes at which social job resources operate to more accurately capture the complexity of organizational phenomena and to design interventions that target the right level of the environment.
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Leadership style and teacher performance: mediating role of occupational perception. INTERNATIONAL JOURNAL OF EDUCATIONAL MANAGEMENT 2020. [DOI: 10.1108/ijem-04-2019-0146] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to develop a model in which leadership styles (transformational or transactional leadership) directly and indirectly (through occupation perception) affect teacher performance (in-role performance and organizational citizenship behavior (OCB)).
Design/methodology/approach
The research hypothesis holds that the leadership style (transformational or transactional) has a direct and indirect effect on teacher performance (through occupation perception). These hypotheses have been tested on data collected from 630 Arab Israeli teachers.
Findings
Teachers’ in-role performance increases as they perceive their principals’ leadership style as more transformational and less transactional. In addition, the results reveal that the effect of transformational principals’ leadership style on OCB is expressed only by indirect effect (through occupational perception).
Originality/value
The results of the study contribute to the understanding of the way leadership style and performance interact in schools, and the importance of teachers’ occupational perception in explaining this relationship. Future research should further investigate the teachers’ occupational perceptions and its effect on their performance as little research has been conducted to date.
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Berger R, Czakert JP, Leuteritz JP, Leiva D. How and When Do Leaders Influence Employees' Well-Being? Moderated Mediation Models for Job Demands and Resources. Front Psychol 2019; 10:2788. [PMID: 31920834 PMCID: PMC6927406 DOI: 10.3389/fpsyg.2019.02788] [Citation(s) in RCA: 21] [Impact Index Per Article: 4.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/25/2019] [Accepted: 11/27/2019] [Indexed: 11/13/2022] Open
Abstract
Following the call of recent reviews on leadership and well-being, the purpose of this study is to examine how and when two contrasting leadership styles, transformational leadership (TFL) and passive-avoidant leadership (PAL), are related to employees’ anxiety and thereby either promote or inhibit employees’ well-being. Using the prominent job demands-resources (JD-R) model as a theoretical framework, we propose that the relationship between leadership behavior and anxiety is mediated by organizational job demands, namely, role ambiguity (RA), and job resources, namely, team climate for learning (TCL), as well as moderated by autonomy as important job characteristic. A sample of 501 knowledge workers, working in teams in a German research and development (R&D) organization, answered an online survey. We tested moderated multiple mediation models using structural equation modeling (SEM). Results demonstrated that the relationships between TFL as well as PAL on the one hand and anxiety on the other hand were fully mediated by RA and TCL. Job autonomy moderated the quality of the leadership–job demand relationship for TFL and PAL. This paper contributes to understanding the complex relationship between leadership and followers’ well-being taking into account a combination of mediating and moderating job demands and resources. This is the first study that examines the effects of TFL and PAL on well-being taking into account the job demand RA and team processes and autonomy as resources.
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Affiliation(s)
- Rita Berger
- Department of Social Psychology and Quantitative Psychology, Facultat de Psicologia, Universitat de Barcelona, Barcelona, Spain
| | - Jan Philipp Czakert
- Department of Social Psychology and Quantitative Psychology, Facultat de Psicologia, Universitat de Barcelona, Barcelona, Spain
| | - Jan-Paul Leuteritz
- Human Factors Engineering, Fraunhofer Institute for Industrial Engineering (IAO), Stuttgart, Germany
| | - David Leiva
- Department of Social Psychology and Quantitative Psychology, Facultat de Psicologia, Universitat de Barcelona, Barcelona, Spain
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Adams BG, Meyers MC, Sekaja L. Positive Leadership: Relationships with Employee Inclusion, Discrimination, and Well‐Being. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2019. [DOI: 10.1111/apps.12230] [Citation(s) in RCA: 24] [Impact Index Per Article: 4.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Byron G. Adams
- Tilburg University The Netherlands
- University of Johannesburg South Africa
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Scheel TE, Otto K, Vahle-Hinz T, Holstad T, Rigotti T. A Fair Share of Work: Is Fairness of Task Distribution a Mediator Between Transformational Leadership and Follower Emotional Exhaustion? Front Psychol 2019; 10:2690. [PMID: 31849786 PMCID: PMC6895066 DOI: 10.3389/fpsyg.2019.02690] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/01/2019] [Accepted: 11/14/2019] [Indexed: 11/13/2022] Open
Abstract
Drawing on social resource theory and the norm of equity, this research proposes fairness of task distribution as a mediating mechanism of the well-established relationship between transformational leadership and followers' well-being, conceptualizing the latter as low emotional exhaustion. Using data from 479 German employees in a three-wave longitudinal study, we found transformational leadership to be related to fair task distribution over time. The perceived fairness of task distribution mediated the relationship between transformational leadership and follower emotional exhaustion (structural equation modeling) when excluding stabilities. Our results also show a reverse causation effect for emotional exhaustion and transformational leadership over a longer time period (within 20 months), suggesting a circular process, as well as a mediation by fairness of task distribution when excluding stabilities. The findings emphasize the importance of fair task distribution by leaders for followers' well-being.
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Affiliation(s)
- Tabea E. Scheel
- International Institute of Management and Economic Education, Work and Organizational Psychology, Europa-Universitaet Flensburg, Flensburg, Germany
| | - Kathleen Otto
- Department of Psychology, Work and Organizational Psychology, University of Marburg, Marburg, Germany
| | - Tim Vahle-Hinz
- Department of Organizational, Business, and Social Psychology, Psychologische Hochschule Berlin, Berlin, Germany
| | | | - Thomas Rigotti
- Psychological Institute, Work, Organizational and Business Psychology, University of Mainz, Mainz, Germany
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Klug K, Felfe J, Krick A. Caring for Oneself or for Others? How Consistent and Inconsistent Profiles of Health-Oriented Leadership Are Related to Follower Strain and Health. Front Psychol 2019; 10:2456. [PMID: 31780985 PMCID: PMC6851200 DOI: 10.3389/fpsyg.2019.02456] [Citation(s) in RCA: 24] [Impact Index Per Article: 4.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/08/2019] [Accepted: 10/16/2019] [Indexed: 11/23/2022] Open
Abstract
Health-oriented leadership consists of three dimensions that contribute to employee health: staff care, i.e., health-specific follower-directed leadership, as well as both leaders' and followers' self care, i.e., health-specific self-leadership. This study explores profiles of follower self care, leader self care and staff care, and investigates the relationships with follower health in two samples. We identified four patterns of health-oriented leadership: A consistently positive profile (high care), a consistently negative profile (low care), and two profiles showing inconsistencies between follower self care, leader self care, and staff care (leader sacrifice and follower sacrifice). The high care profile reported the best health compared to both the low care profile and the inconsistent profiles. The follower sacrifice profile reported more strain than the leader sacrifice profile, while strain and health levels were the least favorable in the low care profile. Findings reveal that (in-)consistency between follower-directed leadership and self-leadership contributes to follower strain and health.
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Affiliation(s)
- Katharina Klug
- Department of Work, Organizational and Economic Psychology, Faculty of Humanities and Social Sciences, Helmut Schmidt University, Hamburg, Germany
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Stein M, Vincent-Höper S, Deci N, Gregersen S, Nienhaus A. Compensatory Coping Through the Extension of Working Hours. ZEITSCHRIFT FUR ARBEITS-UND ORGANISATIONSPSYCHOLOGIE 2019. [DOI: 10.1026/0932-4089/a000285] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Abstract
Abstract. To advance knowledge of the mechanisms underlying the relationship between leadership and employees’ well-being, this study examines leaders’ effects on their employees’ compensatory coping efforts. Using an extension of the job demands–resources model, we propose that high-quality leader–member exchange (LMX) allows employees to cope with high job demands without increasing their effort expenditure through the extension of working hours. Data analyses ( N = 356) revealed that LMX buffers the effect of quantitative demands on the extension of working hours such that the indirect effect of quantitative demands on emotional exhaustion is only significant at low and average levels of LMX. This study indicates that integrating leadership with employees’ coping efforts into a unifying model contributes to understanding how leadership is related to employees’ well-being. The notion that leaders can affect their employees’ use of compensatory coping efforts that detract from well-being offers promising approaches to the promotion of workplace health.
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Affiliation(s)
- Maie Stein
- Arbeits- und Organisationspsychologie, Universität Hamburg
| | | | - Nicole Deci
- Arbeits-, Organisations- und Wirtschaftspsychologie, Johannes Gutenberg-Universität Mainz
| | - Sabine Gregersen
- Berufsgenossenschaft für Gesundheitsdienst und Wohlfahrtspflege, Hamburg
| | - Albert Nienhaus
- Institut für Versorgungsforschung in der Dermatologie und bei Pflegeberufen, Universitätsklinikum Hamburg Eppendorf
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Seegel ML, Herr RM, Schneider M, Schmidt B, Fischer JE. Transformational Leadership and Depressive Symptoms in Germany: Validation of a Short Transformational Leadership Scale. J Prev Med Public Health 2019; 52:161-169. [PMID: 31163951 PMCID: PMC6549007 DOI: 10.3961/jpmph.19.002] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/03/2019] [Accepted: 03/19/2019] [Indexed: 11/09/2022] Open
Abstract
Objectives: The objective of the present study was to validate a shortened transformational leadership (TL) scale (12 items) comprising core TL behaviour and to test the associations of this shortened TL scale with depressive symptoms. Methods: The study used cross-sectional data from 1632 employees of the overall workforce of a middle-sized German company (51.6% men; mean age, 41.35 years; standard deviation, 9.4 years). TL was assessed with the German version of the Transformational Leadership Inventory and depressive symptoms with the Hospital Anxiety and Depression Scale (HADS). The structural validity of the core TL scale was assessed with confirmatory factor analysis. Associations with depressive symptoms were estimated with structural equation modelling and adjusted logistic regression. Results: Confirmatory factor analysis and structural equation modelling showed better model fit for the core TL than for the full TL score. Logistic regression revealed 3.61-fold (95% confidence interval [CI], 2.20 to 5.93: women) to 4.46-fold (95% CI, 2.86 to 6.95: men) increased odds of reporting depressive symptoms (HADS score >8) for those in the lowest tertile of reported core TL. Conclusions: The shortened core TL seems to be a valid instrument for research and training purposes in the context of TL and depressive symptoms in employees. Of particular note, men reporting poor TL were more likely to report depressive symptoms.
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Affiliation(s)
- Max Leonhard Seegel
- Mannheim Institute of Public Health, Social and Preventive Medicine, Medical Faculty Mannheim, Heidelberg University, Mannheim, Germany
| | - Raphael M Herr
- Mannheim Institute of Public Health, Social and Preventive Medicine, Medical Faculty Mannheim, Heidelberg University, Mannheim, Germany
| | - Michael Schneider
- Mannheim Institute of Public Health, Social and Preventive Medicine, Medical Faculty Mannheim, Heidelberg University, Mannheim, Germany
| | - Burkhard Schmidt
- Department for Business, Work and Organizational Psychology, Applied University Fresenius, Heidelberg, Germany
| | - Joachim E Fischer
- Mannheim Institute of Public Health, Social and Preventive Medicine, Medical Faculty Mannheim, Heidelberg University, Mannheim, Germany
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Vincent-Höper S, Stein M. The Role of Leaders in Designing Employees' Work Characteristics: Validation of the Health- and Development-Promoting Leadership Behavior Questionnaire. Front Psychol 2019; 10:1049. [PMID: 31156499 PMCID: PMC6534042 DOI: 10.3389/fpsyg.2019.01049] [Citation(s) in RCA: 27] [Impact Index Per Article: 5.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/13/2018] [Accepted: 04/23/2019] [Indexed: 11/13/2022] Open
Abstract
In this article, we draw upon the notion that employees’ work characteristics are an important pathway through which leaders influence employee well-being and propose a theoretical framework that integrates perspectives on leadership, occupational stress, and job design. Based on this integrative approach, we developed the health- and development-promoting leadership behavior questionnaire (HDLBQ) for assessing job demands emanating from and job resources provided through the leader. Validation of the measure in German, French, and English using an overall sample of 2,934 employees demonstrated adequate psychometric properties. An examination of the factorial structure revealed three higher-order factors: demanding, development-oriented, and support-oriented leadership. Multigroup confirmatory factor analysis indicated structural equivalence across the three language versions of the HDLBQ. Correlations with employee well-being were moderate, and the HDLBQ explained unique variance in employee well-being beyond that explained by transformational leadership. Suggestions for applications of the HDLBQ and approaches to enhance employee well-being at the workplace are discussed.
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Affiliation(s)
- Sylvie Vincent-Höper
- Department of Work and Organizational Psychology, Universität Hamburg, Hamburg, Germany
| | - Maie Stein
- Department of Work and Organizational Psychology, Universität Hamburg, Hamburg, Germany
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Turgut S, Schlachter S, Michel A, Sonntag K. Antecedents of Health-Promoting Leadership and Workload as Moderator. JOURNAL OF LEADERSHIP & ORGANIZATIONAL STUDIES 2019. [DOI: 10.1177/1548051819848988] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
This study builds on the theory of planned behavior and investigates antecedents of health-promoting leadership behaviors (HPL behaviors): positive health-promoting leadership attitude (HPL attitude) as well as perceived health-promoting leadership norms (perceived HPL norms), and lack of perceived health-promoting leadership behavioral control (perceived HPL behavioral control). Furthermore, based on the conservation of resources theory, these antecedents are conceptualized as personal and job resources with managers’ perceived workload being examined as a moderating boundary condition, suggesting that workload as a job demand facilitates resource loss. A survey was administered to 315 managers. Data were analyzed using hierarchical linear regression analysis and moderation analysis. Results revealed that HPL attitude and perceived HPL norms were positively related to HPL behaviors, whereas a lack of perceived HPL behavioral control was negatively related to HPL behaviors. Furthermore, high workload weakened the relationship between perceived HPL norms and HPL behaviors. Workload did not moderate the relationships between the antecedents HPL attitude and lack of perceived HPL behavioral control, and HPL behaviors. Organizations should offer interventions to foster positive HPL attitude, give managers opportunities for HPL behavioral control, and promote perceived HPL norms. They should acknowledge that high workload may inhibit perceived HPL norms. Intervention approaches with regard to personnel and organizational development for practitioners are discussed. This study contributes to the literature by testing direct antecedents of HPL behaviors. Moreover, this study is the first to test workload as a boundary condition.
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Affiliation(s)
| | | | - Alexandra Michel
- Federal Institute for Occupational Safety and Health, Dortmund and Berlin, Germany
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Van der Heijden B, Spurk D. Moderating role of LMX and proactive coping in the relationship between learning value of the job and employability enhancement among academic staff employees. CAREER DEVELOPMENT INTERNATIONAL 2019. [DOI: 10.1108/cdi-09-2018-0246] [Citation(s) in RCA: 15] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Building upon a competence-based employability model and a social exchange and proactive perspective, the purpose of this paper is to investigate the relationship between learning value of the job and employability among academic staff employees. Moreover, this study also examined whether this relationship was moderated by leader–member exchange (LMX) and a proactive coping style.
Design/methodology/approach
An online self-report questionnaire with thoroughly validated measures was distributed among academic staff employees (n=139).
Findings
The results partially supported the specific study assumptions. Concrete, learning value of the job was positively related to anticipation and optimization, corporate sense and balance. LMX moderated the relationship between learning value of the job, on the one hand, and all employability dimensions, on the other hand. However, proactive coping only moderated the relationship with anticipation and optimization, flexibility and balance. In all cases, under the condition of high moderator variable levels, the relationship became stronger.
Originality/value
This study extends past employability research by applying an interactionist perspective (person: proactive coping style, context: LMX and learning value of the job) approach for explaining employability enhancement. The results of this scholarly work provide useful insights for stimulating future career development and growth, which is of upmost importance in nowadays’ labor markets.
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Nielsen K, Taris TW. Leading well: Challenges to researching leadership in occupational health psychology – and some ways forward. WORK AND STRESS 2019. [DOI: 10.1080/02678373.2019.1592263] [Citation(s) in RCA: 13] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
Affiliation(s)
- Karina Nielsen
- Institute of Work Psychology, Sheffield University Management School, Sheffield, UK
| | - Toon W. Taris
- Department of Social, Organizational and Health Psychology, Utrecht University, Utrecht, The Netherlands
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