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Chughtai A. Servant leadership and perceived employability: proactive career behaviours as mediators. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL 2019. [DOI: 10.1108/lodj-07-2018-0281] [Citation(s) in RCA: 22] [Impact Index Per Article: 4.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to investigate the effects of servant leadership on perceived employability and examine the mediating role of three proactive career behaviours, namely, career planning, skill development and networking behaviour in this relationship.
Design/methodology/approach
Data for this study were collected from 176 employees who were working in a large food and beverage company operating in Pakistan. Structural equation modelling and the bootstrapping procedure were used to test the research hypotheses.
Findings
Results showed that servant leadership was positively related to career planning, skill development and networking behaviour, which, in turn, were positively associated with perceived employability. Furthermore, it was found that the three proactive career behaviours fully mediated the effects of servant leadership on perceived employability.
Practical implications
The findings of this study indicate that servant leadership can play a key role in enhancing workers’ employability. Thus, it is important that organisations focus on creating conditions, which help them to develop servant leaders.
Originality/value
This is the first study, which has empirically established a link between servant leadership and perceived employability. In addition, it uncovers three distinct mechanisms in the form of career planning, networking behaviour and skill development through which servant leadership can influence workers’ employability.
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The Evaluation of Organizational Well-Being in An Italian Teaching Hospital Using the ANAC Questionnaire. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2019; 16:ijerph16061056. [PMID: 30909553 PMCID: PMC6466034 DOI: 10.3390/ijerph16061056] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 02/14/2019] [Revised: 03/19/2019] [Accepted: 03/21/2019] [Indexed: 11/20/2022]
Abstract
In Italy, the Italian National Anti-Corruption Authority (Autorità Nazionale Anti-corruzione—ANAC) has developed a questionnaire to assess the organizational well-being of employees within public agencies. The study aimed to explore the relationship among variables in the ANAC questionnaire: Several job resources (lack of discrimination, fairness, career and professional development, job autonomy, and organizational goals’ sharing) and outcomes of well-being at work, such as health and safety at work and sense of belonging. The research was carried out among workers in an Italian hospital in Northwest Italy (N = 1170), through an online self-report questionnaire. Data were grouped into two job categories: Clinical staff (N = 939) and non-clinical staff (N = 231). The hypothesized model was tested across the two groups through multi-group structural equation modeling. Results showed that health and safety at work and sense of belonging had significant positive relationships with the other variables; some differences emerged between the determinants of the two outcomes and among groups. The study aims to identify some reflections and suggestions regarding the assessment of well-being in the health care sector; implications for practice are identified to promote organizational well-being and health in organizations.
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Nielsen MB, Skogstad A, Gjerstad J, Einarsen SV. Are transformational and laissez-faire leadership related to state anxiety among subordinates? A two-wave prospective study of forward and reverse associations. WORK AND STRESS 2019. [DOI: 10.1080/02678373.2018.1528307] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
Affiliation(s)
- Morten Birkeland Nielsen
- National Institute of Occupational Health, Oslo, Norway
- Department of Psychosocial Science, University of Bergen, Bergen, Norway
| | - Anders Skogstad
- Department of Psychosocial Science, University of Bergen, Bergen, Norway
| | - Johannes Gjerstad
- National Institute of Occupational Health, Oslo, Norway
- Department of Psychosocial Science, University of Bergen, Bergen, Norway
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Hammer LB, Truxillo DM, Bodner T, Pytlovany AC, Richman A. Exploration of the impact of organisational context on a workplace safety and health intervention. WORK AND STRESS 2019. [DOI: 10.1080/02678373.2018.1496159] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
Affiliation(s)
- Leslie B. Hammer
- Oregon Institute for Occupational Health Sciences, Oregon Health & Science University, Portland, USA
- Department of Psychology, Portland State University, Portland, USA
| | | | - Todd Bodner
- Department of Psychology, Portland State University, Portland, USA
| | - Amy C. Pytlovany
- Department of Psychology, Portland State University, Portland, USA
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Morkevičiūtė M, Endriulaitienė A, Jočienė E. Do dimensions of transformational leadership have an effect on workaholism? BALTIC JOURNAL OF MANAGEMENT 2019. [DOI: 10.1108/bjm-06-2018-0240] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to investigate the relationship between dimensions of the perceived transformational leadership style and the employees’ workaholism.
Design/methodology/approach
The quantitative approach with a cross-sectional research design was adopted in the present study. The study involved 250 employees working in different Lithuanian organisations. The perceived transformational leadership style was assessed with the help of the Transformational Leadership Inventory (Podsakoff et al., 1990). The ten-item Dutch Work Addiction Scale developed by Schaufeli et al. (2009) was used for measuring workaholism.
Findings
The results revealed a significant positive correlation between the perceived high expectations of the manager, employees’ excessive work and general workaholism. The perceived individualised support was negatively related to the employees’ excessive, compulsive work and general workaholism. It was also found that high performance expectations could predict the employees’ greater excessive work and general workaholism. Moreover, a higher level of individualised support appears to be the most important factor decreasing the employees’ excessive work and proneness to general workaholism. It was further found that the probability of higher levels of workaholism was stronger among the middle managers than among the non-executive employees.
Originality/value
This study contributes to limited empirical research into the negative effect of the transformational leadership style in determining the employees’ health-damaging work behaviour.
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Güler M, Çetin F. The relationship between personal resources and well-being. MANAGEMENT RESEARCH REVIEW 2019. [DOI: 10.1108/mrr-01-2018-0002] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/26/2022]
Affiliation(s)
- Murat Güler
- Department of Business Administration, Niğde Ömer Halisdemir University, Niğde, Turkey
| | - Fatih Çetin
- Department of Business Administration, Niğde Ömer Halisdemir University, Niğde, Turkey
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Falk-Brynhildsen K, Jaensson M, Gillespie BM, Nilsson U. Swedish Operating Room Nurses and Nurse Anesthetists' Perceptions of Competence and Self-Efficacy. J Perianesth Nurs 2019; 34:842-850. [PMID: 30738727 DOI: 10.1016/j.jopan.2018.09.015] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/20/2018] [Revised: 09/07/2018] [Accepted: 09/23/2018] [Indexed: 11/27/2022]
Abstract
PURPOSE To compare perceived competence and self-efficacy (SE) among Swedish operating room (OR) nurses and registered nurse anesthetists (RNAs), and to evaluate the relationship between SE and competence, gender, age, and years of experience. DESIGN Comparative cross-sectional survey. METHODS Two validated questionnaires, Perceived Perioperative Competence Scale-Revised and General Self-Efficacy Scale, were sent to members of the Swedish Association of Health Professionals (n = 2,902). FINDINGS The response rate was 39% (n = 1,033). OR nurses showed significantly higher scores on Perceived Perioperative Competence Scale-Revised subscale foundational knowledge and leadership as well as General Self-Efficacy Scale scores compared with RNAs. The RNA group showed significantly higher empathy scores compared with OR nurses. Among the OR nurses professional development made the strongest contribution to SE and proficiency among the RNAs. CONCLUSIONS These results suggest that there are differences in perceived competence and SE between OR nurses and RNAs. Gender may be an independent factor affecting SE.
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Stuber F, Seifried-Dübon T, Rieger MA, Zipfel S, Gündel H, Junne F. Investigating the Role of Stress-Preventive Leadership in the Workplace Hospital: The Cross-Sectional Determination of Relational Quality by Transformational Leadership. Front Psychiatry 2019; 10:622. [PMID: 31551829 PMCID: PMC6735266 DOI: 10.3389/fpsyt.2019.00622] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 04/25/2019] [Accepted: 08/05/2019] [Indexed: 01/17/2023] Open
Abstract
Introduction: A good relationship quality between leaders and staff members promotes mental health and prevents stress. To improve the relationship quality, it is important to identify variables which determine relationship quality at the workplace. Therefore, this study aims to identify specific leadership characteristics which support the development of a positive relationship between hospital leaders and staff members. Methods: A cross-sectional study design was applied. A total number of 1,137 leaders (n = 315) and staff members (n = 822) of different professions (physicians, nursing staff, therapeutic professionals, administration staff, IT staff, clinical services, office assistants, scientists, others) working at a tertiary hospital in Germany assessed transformational leadership style as a staff-oriented leadership style and leader-member relationship quality by self-report questionnaires [integrative leadership questionnaire (FIF), leader-member exchange (LMX-7) questionnaire]. The data were statistically analyzed by mean comparisons and a multiple linear regression analysis. Results: Leaders rated their own transformational leadership style (M = 3.98, SD = 0.43) systematically higher than staff members assessed their leader (M = 2.86, SD = 1.04). Evaluation of relationship quality showed similar results: leaders evaluated their relationship quality to one exemplary staff member higher (M = 4.06, SD = 0.41) than staff members rated their relationship quality to their direct leader (M = 3.15, SD = 0.97). From the staff members' perspective, four sub-dimensions of transformational leadership, that is, "individuality focus," "being a role model," "fostering innovations," and "providing a vision" showed large effect sizes in the regression analysis of relationship quality (R 2 = 0.79, F (14,690) = 189.26, p < 0.001, f = 1.94). Discussion: The results of our study are in line with previous investigations in other working contexts and point to a profession-independent association as the professional group of participants did not contribute to the variance explanation of the regression analysis. The exploration of potential determinants of relationship quality at work can, for example, support the development of leadership training programs with a focus on transformational leadership style. This might be an opportunity to foster high relationship quality between leaders and staff members and consequently might represent one strategy to prevent stress in the health care sector.
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Affiliation(s)
- Felicitas Stuber
- Department of Psychosomatic Medicine and Psychotherapy, Medical University Hospital Tübingen, Tübingen, Germany
| | - Tanja Seifried-Dübon
- Department of Psychosomatic Medicine and Psychotherapy, Medical University Hospital Tübingen, Tübingen, Germany
| | - Monika A Rieger
- Institute of Occupational and Social Medicine and Health Services Research, University Hospital Tübingen, Tübingen, Germany
| | | | - Stephan Zipfel
- Department of Psychosomatic Medicine and Psychotherapy, Medical University Hospital Tübingen, Tübingen, Germany
| | - Harald Gündel
- Department of Psychosomatic Medicine and Psychotherapy, Ulm University Medical Center, Ulm, Germany
| | - Florian Junne
- Department of Psychosomatic Medicine and Psychotherapy, Medical University Hospital Tübingen, Tübingen, Germany
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Stempel CR, Rigotti T. Leaders' Gender, Perceived Abusive Supervision and Health. Front Psychol 2018; 9:2427. [PMID: 30568612 PMCID: PMC6289968 DOI: 10.3389/fpsyg.2018.02427] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/23/2018] [Accepted: 11/19/2018] [Indexed: 11/13/2022] Open
Abstract
Purpose: We investigated the role of gender in abusive leadership practices, along with the effects of abusive leadership on employee health. We tested two hypotheses regarding the relationship between abusive leadership practices and subordinates' health outcomes. Design: At two points of measurement, 663 participants in Germany rated their 158 direct team leaders on abusive supervision and stated their own levels of emotional exhaustion and somatic stress. To test our hypotheses, we used a mixed model approach. Findings: The results show no gender differences between the ratings for female and male leaders regarding abusive supervision but do confirm that the leaders' gender did play a role in employees' perceptions of abuse; perceived abusive supervision is more strongly related to increased emotional exhaustion and somatic stress when the leader is male. Limitations: The generalizability of the study is limited due to a majority of females in the sample. Practical Implications: Organizations should review their policies and procedures to first identify abusive supervision, then to offer adequate support programs for both leaders and subordinates. Originality/Value: The study integrates gender into research on leadership and health, shifting the focus from previous studies that investigated constructive to destructive leadership. A further strength of the study is the application of a multilevel design and two separate points of measurement.
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Affiliation(s)
| | - Thomas Rigotti
- Work, Organizational and Business Psychology, Johannes Gutenberg University Mainz, Mainz, Germany
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Thompson J, Schwatka NV, Tenney L, Newman LS. Total Worker Health: A Small Business Leader Perspective. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2018; 15:E2416. [PMID: 30384455 PMCID: PMC6265998 DOI: 10.3390/ijerph15112416] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 09/28/2018] [Revised: 10/21/2018] [Accepted: 10/28/2018] [Indexed: 11/16/2022]
Abstract
Total Worker Health® (TWH) frameworks call for attention to organizational leadership in the implementation and effectiveness of TWH approaches. It is especially important to study this within in the small business environment where employees face significant health, safety, and well-being concerns and employers face barriers to addressing these concerns. The purpose of this study was to gain a better understanding of how small business leaders perceive employee health, safety, and well-being in the context of their own actions. We conducted semi-structured interviews with 18 small business senior leaders and used a qualitative coding approach to analyze the transcripts to determine the frequency with which leaders discussed each code. When we asked leaders about their leadership practices for health, safety, and well-being, leaders reflected upon their business (65%), themselves (28%), and their employees (7%). Leaders rarely discussed the ways in which they integrate health, safety, and well-being. The interviews demonstrate that small business leaders care about the health of their employees, but because of the perceived value to their business, not to employees or themselves. Thus, they may lack the knowledge and skills to be successful TWH leaders. The present study supports a need for continued small business TWH leadership research.
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Affiliation(s)
- Janalee Thompson
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17th Pl., 3rd Floor, Mail Stop B119 HSC, Aurora, CO 80045, USA.
| | - Natalie V Schwatka
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17th Pl., 3rd Floor, Mail Stop B119 HSC, Aurora, CO 80045, USA.
- Department of Environmental and Occupational Health, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17th Pl., 3rd Floor, Mail Stop B119 HSC, Aurora, CO 80045, USA.
| | - Liliana Tenney
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17th Pl., 3rd Floor, Mail Stop B119 HSC, Aurora, CO 80045, USA.
- Department of Environmental and Occupational Health, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17th Pl., 3rd Floor, Mail Stop B119 HSC, Aurora, CO 80045, USA.
| | - Lee S Newman
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17th Pl., 3rd Floor, Mail Stop B119 HSC, Aurora, CO 80045, USA.
- Department of Environmental and Occupational Health, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17th Pl., 3rd Floor, Mail Stop B119 HSC, Aurora, CO 80045, USA.
- Department of Epidemiology, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17th Pl., 3rd Floor, Mail Stop B119 HSC, Aurora, CO 80045, USA.
- Division of Pulmonary Science and Critical Care Medicine, Department of Medicine, School of Medicine, University of Colorado, Anschutz Medical Campus, 13001 E 17th Pl., Aurora, CO 80045, USA.
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Wieneke KC, Schaepe KS, Egginton JS, Jenkins SM, Block NC, Riley BA, Sifuentes LE, Clark MM. The Supervisor's Perceived Role in Employee Well-Being: Results From Mayo Clinic. Am J Health Promot 2018; 33:300-311. [PMID: 29973056 DOI: 10.1177/0890117118784860] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
PURPOSE Novel approaches are needed to enhance employee well-being and perhaps supervisors can be an effective agent for worksite health promotion. The aim of this study was to examine the supervisor's perceived needs, barriers, and role for influencing employee well-being for incorporation into program development. DESIGN Semistructured, qualitative interviews of supervisors. SETTING Large, integrated academic health-care organization with over 30 000 employees and 2600 supervisors having access to comprehensive well-being programs and a successful well-being champion network comprised of 600 champions. PARTICIPANTS Twenty supervisors representing clinical, research, and administrative units. METHODS Semistructured, one-on-one interviews were conducted and audio recorded. Analysis included content log development and open coding by a trained analyst to reveal key themes. More formalized content coding using specialized software for qualitative analyses was also conducted. RESULTS Supervisor responses were wide ranging regarding their perceived and desired role in promoting workplace well-being. Barriers from the supervisor perspective included high current workload, ambivalence about promoting wellness, lack of support from leadership, lack of flexibility and control at work, and difficulty accessing on-site resources. They perceived their potential role in well-being as remaining a positive role model and encouraging their staff in wellness activities. CONCLUSION Although findings are generated from a small sample size, these qualitative data provide compelling and early insights into building a workplace well-being strategy leveraging an underutilized key stakeholder, the workplace supervisor.
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Affiliation(s)
- Kaisa C Wieneke
- 1 Department of Human Resources-Employee Well-Being, Dan Abraham Healthy Living Center, Mayo Clinic, Rochester, MN, USA
| | - Karen S Schaepe
- 2 Center for the Science of Health Care Delivery, Mayo Clinic, Rochester, MN, USA
| | - Jason S Egginton
- 2 Center for the Science of Health Care Delivery, Mayo Clinic, Rochester, MN, USA
| | - Sarah M Jenkins
- 3 Division of Biomedical Statistics and Informatics, Department of Health Sciences Research, Mayo Clinic, Rochester, MN, USA
| | - Nicole C Block
- 1 Department of Human Resources-Employee Well-Being, Dan Abraham Healthy Living Center, Mayo Clinic, Rochester, MN, USA
| | - Beth A Riley
- 1 Department of Human Resources-Employee Well-Being, Dan Abraham Healthy Living Center, Mayo Clinic, Rochester, MN, USA
| | - Linde E Sifuentes
- 1 Department of Human Resources-Employee Well-Being, Dan Abraham Healthy Living Center, Mayo Clinic, Rochester, MN, USA
| | - Matthew M Clark
- 4 Department of Psychiatry and Psychology, Mayo Clinic, Rochester, MN, USA
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Ulusoy N, Wirth T, Lincke HJ, Nienhaus A, Schablon A. [Psychosocial burden and strains in geriatric nursing: comparison of nursing personnel with and without migration background]. Z Gerontol Geriatr 2018; 52:589-597. [PMID: 29943078 DOI: 10.1007/s00391-018-1414-8] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/07/2017] [Revised: 01/31/2018] [Accepted: 05/17/2018] [Indexed: 11/27/2022]
Abstract
BACKGROUND Because of demographic changes the nursing care sector is faced with a lack of qualified employees in the medium and long term. The shortage in the work force is caused by high workloads and unfavorable working conditions. In response to this shortage, there have been attempts to recruit qualified nursing staff from abroad and also to improve the integration of people with a migration background living in Germany into the job market. METHODOLOGY Based on a quantitative cross-sectional study of 366 nurses, the psychosocial burden and strains among employees with a migration background (n = 112) and without a migration background (n = 254) were examined. For this purpose, 13 scales of the German version of the Copenhagen Psychosocial Questionnaire (COPSOQ) were used for the assessment of psychosocial factors at work. The results were compared with professional group-specific reference values (geriatric care) from the COPSOQ database. RESULTS The comparison of nursing staff with and without a migration background revealed that the emotional demands, work-privacy conflict and role conflicts factors received a significantly better rating among nursing staff with a migration background, while development opportunities were rated worse by this population group. The surveyed nursing staff exhibited higher stress values compared to the COPSOQ reference group in almost all scales. CONCLUSION Nursing staff with a migration background need to be supported with respect to development opportunities. Suitable education and training measures may offer adequate career perspectives and may encourage employees to stay in their jobs.
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Affiliation(s)
- N Ulusoy
- Competenzzentrum Epidemiologie und Versorgungsforschung bei Pflegeberufen (CVcare), Institut für Versorgungsforschung in der Dermatologie und bei Pflegeberufen (IVDP), Universitätsklinikum Hamburg-Eppendorf, Martinistraße 52, 20246, Hamburg, Deutschland.
| | - T Wirth
- Competenzzentrum Epidemiologie und Versorgungsforschung bei Pflegeberufen (CVcare), Institut für Versorgungsforschung in der Dermatologie und bei Pflegeberufen (IVDP), Universitätsklinikum Hamburg-Eppendorf, Martinistraße 52, 20246, Hamburg, Deutschland
| | - H-J Lincke
- Freiburger Forschungsstelle für Arbeitswissenschaften (FFAW) GmbH, Freiburg, Deutschland
| | - A Nienhaus
- Competenzzentrum Epidemiologie und Versorgungsforschung bei Pflegeberufen (CVcare), Institut für Versorgungsforschung in der Dermatologie und bei Pflegeberufen (IVDP), Universitätsklinikum Hamburg-Eppendorf, Martinistraße 52, 20246, Hamburg, Deutschland
- Abteilung Arbeitsmedizin und Gesundheitswissenschaften, Berufsgenossenschaft für Gesundheitsdienst und Wohlfahrtspflege (BGW), Hamburg, Deutschland
| | - A Schablon
- Competenzzentrum Epidemiologie und Versorgungsforschung bei Pflegeberufen (CVcare), Institut für Versorgungsforschung in der Dermatologie und bei Pflegeberufen (IVDP), Universitätsklinikum Hamburg-Eppendorf, Martinistraße 52, 20246, Hamburg, Deutschland
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Demerouti E, Nachreiner F. Zum Arbeitsanforderungen-Arbeitsressourcen-Modell von Burnout und Arbeitsengagement – Stand der Forschung. ACTA ACUST UNITED AC 2018. [DOI: 10.1007/s41449-018-0100-4] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/14/2022]
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Abstract
This review offers an integration of dark leadership styles with dark personality traits. The core of dark leadership consists of Three Nightmare Traits (TNT)—leader dishonesty, leader disagreeableness, and leader carelessness—that are conceptualized as contextualized personality traits aligned with respectively (low) honesty-humility, (low) agreeableness, and (low) conscientiousness. It is argued that the TNT, when combined with high extraversion and low emotionality, can have serious (“explosive”) negative consequences for employees and their organizations. A Situation-Trait-Outcome Activation (STOA) model is presented in which a description is offered of situations that are attractive to TNT leaders (situation activation), situations that activate TNT traits (trait activation), and the kinds of outcomes that may result from TNT behaviors (outcome activation). Subsequently, the TNT and STOA models are combined to offer a description of the organizational actions that may strengthen or weaken the TNT during six career stages: attraction, selection, socialization, production, promotion, and attrition. Except for mainly negative consequences of the TNT, possible positive consequences of TNT leadership are also explored, and an outline of a research program is offered that may provide answers to the most pressing questions in dark leadership research.
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Affiliation(s)
- Reinout E de Vries
- Department of Experimental and Applied Psychology, Vrije Universiteit Amsterdam, Amsterdam, Netherlands.,Department of Educational Science, University of Twente, Enschede, Netherlands
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Berthelsen H, Hakanen JJ, Westerlund H. Copenhagen Psychosocial Questionnaire - A validation study using the Job Demand-Resources model. PLoS One 2018; 13:e0196450. [PMID: 29708998 PMCID: PMC5927437 DOI: 10.1371/journal.pone.0196450] [Citation(s) in RCA: 40] [Impact Index Per Article: 6.7] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/13/2017] [Accepted: 04/13/2018] [Indexed: 12/11/2022] Open
Abstract
Aim This study aims at investigating the nomological validity of the Copenhagen Psychosocial Questionnaire (COPSOQ II) by using an extension of the Job Demands-Resources (JD-R) model with aspects of work ability as outcome. Material and methods The study design is cross-sectional. All staff working at public dental organizations in four regions of Sweden were invited to complete an electronic questionnaire (75% response rate, n = 1345). The questionnaire was based on COPSOQ II scales, the Utrecht Work Engagement scale, and the one-item Work Ability Score in combination with a proprietary item. The data was analysed by Structural Equation Modelling. Results This study contributed to the literature by showing that: A) The scale characteristics were satisfactory and the construct validity of COPSOQ instrument could be integrated in the JD-R framework; B) Job resources arising from leadership may be a driver of the two processes included in the JD-R model; and C) Both the health impairment and motivational processes were associated with WA, and the results suggested that leadership may impact WA, in particularly by securing task resources. Conclusion In conclusion, the nomological validity of COPSOQ was supported as the JD-R model-can be operationalized by the instrument. This may be helpful for transferral of complex survey results and work life theories to practitioners in the field.
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Affiliation(s)
- Hanne Berthelsen
- Centre for Work Life and Evaluation Studies, Malmö University, Malmö, Sweden
- Faculty of Odontology, Malmö University, Malmö, Sweden
- * E-mail:
| | - Jari J. Hakanen
- Finnish Institute of Occupational Health, Helsinki, Finland
- Helsinki Collegium for Advanced Studies, University of Helsinki, Helsinki, Finland
| | - Hugo Westerlund
- Stress Research Institute, Stockholm University, Stockholm, Sweden
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Lack of supportive leadership behavior predicts suboptimal self-rated health independent of job strain after 10 years of follow-up: findings from the population-based MONICA/KORA study. Int Arch Occup Environ Health 2018; 91:623-631. [PMID: 29687327 DOI: 10.1007/s00420-018-1312-9] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/01/2017] [Accepted: 04/18/2018] [Indexed: 10/17/2022]
Abstract
OBJECTIVES Emerging cross-sectional research has identified lack of supportive leadership behavior (SLB) as a risk factor for workforce health. However, prospective evidence is hitherto lacking. SLB denotes support in difficult situations, recognition and feedback on work tasks. This study aims to determine the effect of SLB on suboptimal self-rated health (SRH) after 10 years considering potential moderators such as ages, sex, occupation and job strain. METHODS The sample included 884 employed participants drawn from the population-based prospective MONICA/KORA Study. SLB, SRH, as well as job strain were assessed by questionnaire. Logistic regressions estimated odds ratios (ORs) and corresponding 95% confidence intervals (CIs) for the effect of SLB at baseline on suboptimal SRH at follow-up. Analyses were adjusted for age, gender, lifestyle (alcohol, smoking, physical activity), socioeconomic status as well as for SRH and job strain at baseline. RESULTS Lack of SLB was associated with suboptimal SRH at baseline [OR 2.00, (95% CI 1.19-3.46)] and at follow-up [OR 2.33, (95% CI 1.40-3.89)]. Additional adjustment for job strain did not substantially alter this association [OR 2.06, (95% CI 1.20-3.52)]. However, interactions between SLB and job strain as well as gender became evident, indicating moderating influences on the association between SLB and SRH. CONCLUSION Lack of supportive leadership was associated with suboptimal SRH at 10 years' follow-up in men, even if SRH at baseline and other risk factors were taken into account. This effect is likely to be moderated by job strain.
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Associations Between Supportive Leadership Behavior and the Costs of Absenteeism and Presenteeism: An Epidemiological and Economic Approach. J Occup Environ Med 2018; 59:141-147. [PMID: 28002351 DOI: 10.1097/jom.0000000000000919] [Citation(s) in RCA: 34] [Impact Index Per Article: 5.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
OBJECTIVE This study investigates associations between supportive leadership behavior (SLB) and presenteeism/absenteeism, and estimates related costs. METHODS Cross-sectional data from a German industrial sample (n = 17,060) assessing SLB and presenteeism/absenteeism were used. Adjusted interval regressions were performed. The study population was split into tertiles with respect to SLB, and minimum and maximum costs for each tertile were estimated on the basis of national industry averages. RESULTS Low SLB was associated with higher presenteeism [-0.31, 95% confidence interval (95% CI) -0.33 to -0.28)] and absenteeism (-0.36, 95% CI -0.40 to -0.32). Compared with high SLB, the costs of low SLB for absenteeism are between 534.54 and 1675.16 Euro higher per person and year. For presenteeism, this difference ranges between 63.76 and 433.7 Euro. CONCLUSIONS SLB has the potential to reduce absenteeism, presenteeism, and associated costs. To contribute to workforce health, productivity, and efficiency, SLB merits being fostered by corporate policy.
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68
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Stress-Preventive Management Competencies, Psychosocial Work Environments, and Affective Well-Being: A Multilevel, Multisource Investigation. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2018; 15:ijerph15030397. [PMID: 29495360 PMCID: PMC5876942 DOI: 10.3390/ijerph15030397] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 01/29/2018] [Revised: 02/19/2018] [Accepted: 02/22/2018] [Indexed: 11/30/2022]
Abstract
The Management Competencies for Preventing and Reducing Stress at Work framework represents one of the few tailored models of leadership for work stress prevention purposes, but it has never been empirically evaluated. The aim of this study was to investigate whether supervisors’ stress-preventive management competencies, as measured by the Stress Management Competencies Indicator Tool (SMCIT), are related to employees’ affective well-being through psychosocial work environmental factors. To this end, multilevel structural equation modelling (MSEM) was developed and tested, including data provided by both supervisors and employees. Supervisors (n = 84) self-assessed their stress-preventive management competencies (i.e., being respectful and responsible, managing and communicating existing and future work, reasoning and managing difficult situations, and managing the individual within the team) with a previously validated reduced version of the SMCIT. The supervised employees (n = 584) rated job content (e.g., job demands) and work context (e.g., role clarity) psychosocial factors and their job-related affective well-being. Supervisors’ job-related affective well-being was also included in the tested model. The results revealed that the stress-preventive competencies factor was related to employees’ affective well-being through the psychosocial work environment only when the latter was operationalized by means of contextual work factors. Supervisors’ affective well-being was related to their stress-preventive competencies, but it was not related to employees’ affective well-being. We discuss the implications of the results obtained.
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69
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Nielsen MB, Christensen JO, Finne LB, Knardahl S. Are Leadership Fairness, Psychological Distress, and Role Stressors Interrelated? A Two-Wave Prospective Study of Forward and Reverse Relationships. Front Psychol 2018; 9:90. [PMID: 29467702 PMCID: PMC5808230 DOI: 10.3389/fpsyg.2018.00090] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/27/2017] [Accepted: 01/19/2018] [Indexed: 12/02/2022] Open
Abstract
While previous research has mainly considered leadership as an antecedent to psychological distress and role stressors (i.e., role ambiguity and role conflict) among subordinates, a reverse relationship where these variables influence reports of leadership is also possible. To determine the directionality of the associations this two-wave prospective study assesses bidirectional relationships between fair leadership and role stressors and examines whether psychological distress mediates the reciprocal associations between fair leadership and the role stressors. Analyses were conducted in a sample of 6,790 Norwegian employees with a 2-year time-lag between measurement points. Fair leadership was associated with lower stability adjusted role ambiguity, but not role conflict, over time. Role conflict, but not role ambiguity, was related to subsequent reports of the immediate leader as less fair. Psychological distress did neither mediate the relationship between fair leadership and subsequent reports of role stressors, nor the association between role stressors and subsequent reports of fair leadership. The findings suggest that the fair leadership – role stressor association is not a one-directional process, but that exposure to role stressors also influence subordinates’ perceptions of leadership. An implication of the findings is that theoretical models of organizational leadership should include this reverse impact of role stressors. To reduce the effects of role stressors, organizations could set consistent, clear and attractive goals and provide employees with necessary information for conducting their work tasks in order to help workers understand and master their roles at the workplace.
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Affiliation(s)
| | | | - Live B Finne
- National Institute of Occupational Health, Oslo, Norway
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70
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Inceoglu I, Thomas G, Chu C, Plans D, Gerbasi A. Leadership behavior and employee well-being: An integrated review and a future research agenda. LEADERSHIP QUARTERLY 2018. [DOI: 10.1016/j.leaqua.2017.12.006] [Citation(s) in RCA: 172] [Impact Index Per Article: 28.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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71
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Gordon HJ, Demerouti E, Le Blanc PM, Bakker AB, Bipp T, Verhagen MA. Individual job redesign: Job crafting interventions in healthcare. JOURNAL OF VOCATIONAL BEHAVIOR 2018. [DOI: 10.1016/j.jvb.2017.07.002] [Citation(s) in RCA: 67] [Impact Index Per Article: 11.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
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72
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Mikkelsen A, Olsen E. The influence of change-oriented leadership on work performance and job satisfaction in hospitals - the mediating roles of learning demands and job involvement. Leadersh Health Serv (Bradf Engl) 2018; 32:37-53. [PMID: 30702042 DOI: 10.1108/lhs-12-2016-0063] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PURPOSE The purpose of this paper is to examine the mechanisms through which change-oriented leadership in hospitals influences job performance and employee job satisfaction. The authors examine the direct and the mediating effects of perceived learning demands and job involvement. DESIGN/METHODOLOGY/APPROACH This cross-sectional study is based on a survey of four public hospitals in a regional health authority in Norway. FINDINGS The findings illustrate how change-oriented leadership directly and indirectly influences work performance and job satisfaction. Learning demands and job involvement play mediating roles. Higher levels of change-oriented leadership decrease learning demands and increase job involvement, work performance and job satisfaction. Learning demands have a negative influence on work performance and job satisfaction. Job involvement has a positive influence on work performance and job satisfaction. The strongest relationship in the structural modelling is between change-oriented leadership and job involvement. RESEARCH LIMITATIONS/IMPLICATIONS This study is based on cross-sectional data. Future studies should therefore explore this further using a longitudinal design. PRACTICAL IMPLICATIONS The practical implication of the study is to show how leaders by change-oriented behaviour can influence work performance and job satisfaction by reducing learning demands and increasing job involvement. SOCIAL IMPLICATIONS This study illustrates different paths towards influencing job performance and job satisfaction from change-oriented leadership. It is important to use the potential of reducing learning demands and increasing job involvement, to improve job performance and job satisfaction. ORIGINALITY/VALUE The authors have developed and validated a new theoretical mediational model explaining variance in job performance and job satisfaction, and how this is related to change-oriented leadership, job involvement and learning demands. This knowledge can be used to increase the probability of successful change initiatives.
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Affiliation(s)
- Aslaug Mikkelsen
- UiS Business School, University of Stavanger , Stavanger, Norway and Stavanger University Hospital , Stavanger, Norway
| | - Espen Olsen
- Centre for Resilience in Healthcare, Faculty of Health Sciences, University of Stavanger , Stavanger, Norway
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73
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Mallick LM, Mitchell MM, Millikan-Bell A, Gallaway MS. Small Unit Leader Perceptions of Managing Soldier Behavioral Health and Associated Factors. MILITARY PSYCHOLOGY 2017. [DOI: 10.1037/mil0000101] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
Affiliation(s)
- Lindsay M. Mallick
- Behavioral and Social Health Outcomes Program (BSHOP), U.S. Army Institute of Public Health, U.S. Army Public Health Command, Aberdeen Proving Ground, Maryland
| | - Mary M. Mitchell
- Behavioral and Social Health Outcomes Program (BSHOP), U.S. Army Institute of Public Health, U.S. Army Public Health Command, Aberdeen Proving Ground, Maryland
| | - Amy Millikan-Bell
- Behavioral and Social Health Outcomes Program (BSHOP), U.S. Army Institute of Public Health, U.S. Army Public Health Command, Aberdeen Proving Ground, Maryland
| | - M. Shayne Gallaway
- Behavioral and Social Health Outcomes Program (BSHOP), U.S. Army Institute of Public Health, U.S. Army Public Health Command, Aberdeen Proving Ground, Maryland
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74
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Dietz C, Scheel T. Leadership and Presenteeism among Scientific Staff: The Role of Accumulation of Work and Time Pressure. Front Psychol 2017; 8:1885. [PMID: 29123497 PMCID: PMC5662894 DOI: 10.3389/fpsyg.2017.01885] [Citation(s) in RCA: 15] [Impact Index Per Article: 2.1] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/05/2017] [Accepted: 10/11/2017] [Indexed: 11/13/2022] Open
Abstract
The present study examines the joint roles of leadership and stressors for presenteeism of scientific staff. Leaders may have an impact on employees' health, both directly through interpersonal interactions and by shaping their working conditions. In the field of science, this impact could be special because of the mentoring relationships between the employees (e.g., PhD students) and their supervisors (e.g., professors). Based on the job demands-resources framework (JD-R), we hypothesized that the pressure to be present at the workplace induced by supervisors (supervisorial pressure) is directly related to employees' presenteeism as well as indirectly via perceptions of time pressure. The conservation of resources theory (COR) states that resource loss resulting from having to deal with job demands weakens the resource pool and therefore the capacity to deal with other job demands. Thus, we hypothesized that accumulation of work moderates the relationship between supervisorial pressure and time pressure, such that the relationship is stronger when accumulation of work is high compared to if accumulation of work is low. Cross-sectional data were obtained from 212 PhD students and postdocs of 30 scientific institutions in Germany. Analysis was performed using the SPSS macro PROCESS (Hayes, 2013). Supervisorial pressure was directly associated with higher presenteeism of employees and indirectly through increased time pressure. Moreover, supervisorial pressure and accumulation of work interacted to predict time pressure, but in an unexpected way. The positive relationship between supervisorial pressure and time pressure is stronger when accumulation is low compared to if accumulation of work is high. It seems possible that job stressors do not accumulate but substitute each other. Threshold models might explain the findings. Moreover, specific patterns of interacting job demands for scientific staff should be considered in absence management.
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Affiliation(s)
- Carolin Dietz
- Chair of Work and Organisational Psychology, Leipzig University, Leipzig, Germany
| | - Tabea Scheel
- Department of Work and Organizational Psychology, Europa-Universität Flensburg, Flensburg, Germany
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75
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Jiménez P, Bregenzer A, Kallus KW, Fruhwirth B, Wagner-Hartl V. Enhancing Resources at the Workplace with Health-Promoting Leadership. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2017; 14:ijerph14101264. [PMID: 29053640 PMCID: PMC5664765 DOI: 10.3390/ijerph14101264] [Citation(s) in RCA: 24] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 08/17/2017] [Revised: 10/11/2017] [Accepted: 10/17/2017] [Indexed: 11/23/2022]
Abstract
Leaders engaging in health-promoting leadership can influence their employees’ health directly by showing health awareness or indirectly by changing working conditions. With health-promoting leadership, leaders are able to support a healthy working environment by providing resource-oriented working conditions for their employees to support their health. Changing working conditions in a health-supportive way can prevent possible negative consequences from critical working conditions (e.g., burnout risk). The present study examined the relationship between health-promoting leadership and the employees’ resources, stress and burnout. To analyze our proposed model, structural equation modelling was conducted in two samples. The resulting model from the first sample of 228 Austrian workers was cross-validated and could be verified with the second sample (N = 263 Austrian workers). The results supported a model in which health-promoting leadership has a strong direct effect on the employees’ resources and an indirect effect on stress and burnout, which was mediated by resources. The results indicate that health-promoting leadership describes the leaders’ capability and dedication creating the right working conditions for their employees by increasing the employees’ resources at the workplace. This in turn minimizes the risk of experiencing burnout.
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Affiliation(s)
- Paul Jiménez
- Department of Psychology, University of Graz, A-8010 Graz, Austria.
| | - Anita Bregenzer
- Department of Psychology, University of Graz, A-8010 Graz, Austria.
| | | | - Bianca Fruhwirth
- Department of Psychology, University of Graz, A-8010 Graz, Austria.
| | - Verena Wagner-Hartl
- Department of Psychology, University of Graz, A-8010 Graz, Austria.
- Faculty Industrial Technologies, Furtwangen University, Campus Tuttlingen, 78532 Tuttlingen, Germany.
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76
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Vincent-Höper S, Gregersen S, Nienhaus A. Do Work Characteristics Mediate the Negative Effect of Transformational Leadership on Impaired Well-Being? ZEITSCHRIFT FUR ARBEITS-UND ORGANISATIONSPSYCHOLOGIE 2017. [DOI: 10.1026/0932-4089/a000249] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/22/2022]
Abstract
Abstract: In recent years, transformational leadership as a health-related factor has become a focal point of interest in research and practice. However, the pathways and mechanisms underlying this association are not yet well understood. In order to gain knowledge on how or why transformational leadership and employee well-being are associated, we investigated the mediating effect of the work characteristics role clarity and predictability. The study was carried out on 618 employees working in the health-care sector in Germany. We tested the mediator effect using structural equation modeling. The results indicate that role clarity and predictability fully mediate the relation between transformational leadership and negative indicators of well-being. These results give credit to the notion that work characteristics play an important role in identifying health-relevant aspects of leadership behavior. Our findings advance the understanding of how to enhance employee well-being and have implications for the design of leadership-related interventions of workplace health promotion.
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Affiliation(s)
| | - Sabine Gregersen
- Berufsgenossenschaft für Gesundheitsdienst und Wohlfahrtspflege, FB Gesundheitsschutz – Psychologie, Hamburg
| | - Albert Nienhaus
- Universitätsklinikum Eppendorf, CVcare, Competenzzentrum Epidemiologie
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77
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Diebig M, Poethke U, Rowold J. Leader strain and follower burnout: Exploring the role of transformational leadership behaviour. GERMAN JOURNAL OF HUMAN RESOURCE MANAGEMENT-ZEITSCHRIFT FUR PERSONALFORSCHUNG 2017. [DOI: 10.1177/2397002217721077] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
This study contributes to leadership literature by linking leader strain with followers’ level of burnout while considering leaders’ transformational leadership behaviour. The study provides promising insights into the field of leadership theory by shedding light on the nature of leadership under stress. The sample consisted of 294 dyads of leaders and their followers, who provided information on transformational leadership style, levels of perceived strain, and burnout via an online survey. Results show that (1) strained leaders display less transformational leader behaviours, (2) leaders’ transformational behaviours reduce follower burnout, and (3) the relationship between leader strain and follower burnout is mediated by transformational leadership behaviours. This study contributes to the existing literature by exploring the link between leaders’ strain and followers’ burnout within a health-oriented leadership framework, and uncovers direct and indirect effects seen as a result of transformational leadership.
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Affiliation(s)
| | - Ute Poethke
- Technische Universität (TU) Dortmund, Germany
| | - Jens Rowold
- Technische Universität (TU) Dortmund, Germany
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78
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Baethge A, Rigotti T, Vincent-Hoeper S. How Followers Differing in Career Motivation Gain Career Profits from Transformational Leaders: A Longitudinal Moderated Mediation Model. Front Psychol 2017; 8:1527. [PMID: 28932204 PMCID: PMC5592241 DOI: 10.3389/fpsyg.2017.01527] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/14/2017] [Accepted: 08/22/2017] [Indexed: 11/13/2022] Open
Abstract
Although, transformational leadership is among the most thoroughly examined leadership theories, knowledge regarding its association with followers' career outcomes is still limited. Furthermore, the underlying mechanisms explaining how transformational leaders affect their employees' career success are yet not well-understood. Based on theoretical assumptions about the processes involved in setting the goal of "making a career," we propose an indirect effect of transformational leadership on subjective and objective career success via development opportunities that depends on the level of career motivation of employees. We conducted a longitudinal study with two measurement occasions separated by 13 months with 320 employees of a large IT company. Respondents provided ratings online on their direct supervisor's transformational leadership, their own development opportunities, and career motivation at T1; subjective career success was rated at both time points, whereas objective indicators of career transitions were rated at T2 retrospectively. Using structural equation modeling, we tested the proposed moderated mediation model. The results indicated that transformational leadership increased subordinates' subjective career success via development opportunities. In addition, and contrary to theoretical reasoning, the indirect effect was not significant for employees with high career motivation. Thus, employees high in career motivation appeared not to benefit from the development opportunities offered by transformational leaders. The results are discussed in light of tailored leadership that takes the aspirations, and needs of followers into account.
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Affiliation(s)
- Anja Baethge
- Work, Organizational, and Business Psychology, Department of Psychology, Johannes Gutenberg-University MainzMainz, Germany
| | - Thomas Rigotti
- Work, Organizational, and Business Psychology, Department of Psychology, Johannes Gutenberg-University MainzMainz, Germany
| | - Sylvie Vincent-Hoeper
- Work and Organizational Psychology, Department of Psychology, University of HamburgHamburg, Germany
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79
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van Beveren P, Dórdio Dimas I, Renato Lourenço P, Rebelo T. Psychometric properties of the Portuguese version of the Global Transformational Leadership (GTL) scale. REVISTA DE PSICOLOGÍA DEL TRABAJO Y DE LAS ORGANIZACIONES 2017. [DOI: 10.1016/j.rpto.2017.02.004] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
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80
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Perilla-Toro LE, Gómez-Ortiz V. Relación del estilo de liderazgo transformacional con la salud y el bienestar del empleado: el rol mediador de la confianza en el líder. REVISTA DE PSICOLOGÍA DEL TRABAJO Y DE LAS ORGANIZACIONES 2017. [DOI: 10.1016/j.rpto.2017.02.005] [Citation(s) in RCA: 17] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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81
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The relationship between transformational leadership and work attitudes. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL 2017. [DOI: 10.1108/lodj-11-2015-0248] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to explore the role of social identity and the psychological contract as plausible frameworks of transformational leadership (TL)-attitudes relationship.
Design/methodology/approach
A cross-sectional study was conducted amongst 134 employees. All variables were measured using self-report measures and multiple mediator analysis was used to test the hypotheses.
Findings
Both social identity and psychological contract acted as significant mediators between leadership and attitudinal outcomes. However, social identity emerged as the stronger mediator.
Research limitations/implications
This study provides evidence on the relative significance of social identity over the psychological contract in explaining TL-attitudes relationship at work. Further longitudinal work is warranted.
Practical implications
The results suggest providing internal work environments and practices which enable employees to experience a high degree of fairness and, above all, a sense of identity with the organization can link better their perceptions of their leaders with work attitudes.
Originality/value
This study contributes to the literature by highlighting the importance of TL not only on work attitudes but also on the value of important mediators like social identity and the psychological contract as feeding into this relationship. It therefore promotes and raises awareness of the need to explore the explanatory power of these two mediators in understanding the effects of leadership on followers.
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82
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Gyu Park J, Sik Kim J, Yoon SW, Joo BK. The effects of empowering leadership on psychological well-being and job engagement. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL 2017. [DOI: 10.1108/lodj-08-2015-0182] [Citation(s) in RCA: 76] [Impact Index Per Article: 10.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to investigate the effect of empowering leadership on employees’ psychological well-being (PWB) and job engagement. This study also examines the mediating role of psychological capital (PsyCap) in these relationships.
Design/methodology/approach
The study draws on survey data (n=285) from employees in eight large-sized firms in South Korea. Confirmatory factor analysis was conducted to examine the convergent validity of the construct measures. Structural equation modeling was used to estimate the fit of the hypothesized model to the data.
Findings
The authors found that empowering leadership influenced job engagement both directly and indirectly through PsyCap. Employees’ PsyCap fully mediated the relationship between empowering leadership and employees’ PWB, while partially mediating the relationship between empowering leadership and job engagement.
Originality/value
This is the first empirical study to examine the effects of empowering leadership behaviors of leaders on both PWB and PsyCap, which are positive psychological resources of employees. The study has also provided empirical evidence for the importance of PsyCap, which plays a positive role in the ability of employees to manage their overall feelings in achievement situations and in employees’ engagement in the workplace.
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83
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Lundmark R, Hasson H, von Thiele Schwarz U, Hasson D, Tafvelin S. Leading for change: line managers’ influence on the outcomes of an occupational health intervention. WORK AND STRESS 2017. [DOI: 10.1080/02678373.2017.1308446] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Affiliation(s)
- Robert Lundmark
- Department of Learning, Informatics, Management and Ethics, Medical Management Centre, Karolinska Institutet, Stockholm, Sweden
- Department of Psychology, Umeå University, Umeå, Sweden
| | - Henna Hasson
- Department of Learning, Informatics, Management and Ethics, Medical Management Centre, Karolinska Institutet, Stockholm, Sweden
- Centre for Epidemiology and Community Medicine, Stockholm County Council, Stockholm, Sweden
| | - Ulrica von Thiele Schwarz
- Department of Learning, Informatics, Management and Ethics, Medical Management Centre, Karolinska Institutet, Stockholm, Sweden
| | | | - Susanne Tafvelin
- Department of Learning, Informatics, Management and Ethics, Medical Management Centre, Karolinska Institutet, Stockholm, Sweden
- Department of Psychology, Umeå University, Umeå, Sweden
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84
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Transformational leadership and autonomy support management behaviors. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL 2017. [DOI: 10.1108/lodj-08-2015-0173] [Citation(s) in RCA: 24] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to investigate the relationships between transformational leadership (TL), autonomy support management behaviors and employees’ psychological health.
Design/methodology/approach
A total of 512 Canadian workers assessed their immediate supervisor’s level of TL and autonomy support management behaviors. Participants also assessed their own psychological health through measures of psychological well-being and burnout at work.
Findings
Results from structural equation modeling indicate that TL is related to employee psychological well-being and burnout. This effect is fully mediated by more specific autonomy support and psychological control management behaviors. These results suggest that autonomy support and psychological control management behaviors may have a more proximal effect on employees’ psychological health than TL does. Also, managers’ leadership and behaviors appear to better predict employees’ psychological well-being at work than employee burnout.
Practical implications
Managers with a TL style employ more autonomy support and fewer psychological control behaviors, which makes employees happier and less burned out. Based on these results, leadership training programs would gain to focus on the development of more specific management behaviors among leaders, such as autonomy support, to enhance employees’ psychological health, especially their well-being.
Originality/value
This research expands understanding of the relationship between TL and the psychological health of employees by shedding light on the mediating role of autonomy support management behaviors in this relationship.
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85
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St-Hilaire F, Gilbert MH, Brun JP. What if subordinates took care of managers’ mental health at work? INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2017. [DOI: 10.1080/09585192.2016.1276090] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
- France St-Hilaire
- École de gestion, Département de management et gestion des ressources humaines, Université de Sherbrooke, Sherbrooke, Canada
| | - Marie-Hélène Gilbert
- Faculté des sciences de l’administration, Département de management, Université Laval, Québec, Canada
| | - Jean-Pierre Brun
- Faculté des sciences de l’administration, Département de management, Université Laval, Québec, Canada
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86
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Diebig M, Bormann KC, Rowold J. Day-level transformational leadership and followers’ daily level of stress: a moderated mediation model of team cooperation, role conflict, and type of communication. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2016. [DOI: 10.1080/1359432x.2016.1250741] [Citation(s) in RCA: 24] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
- Mathias Diebig
- Center for Higher Education, TU Dortmund University, Dortmund, Germany
| | - Kai C. Bormann
- Center for Higher Education, TU Dortmund University, Dortmund, Germany
| | - Jens Rowold
- Center for Higher Education, TU Dortmund University, Dortmund, Germany
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87
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Gregersen S, Vincent-Höper S, Nienhaus A. Job-related resources, leader–member exchange and well-being – a longitudinal study. WORK AND STRESS 2016. [DOI: 10.1080/02678373.2016.1249440] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
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88
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Vincent S. Analyseinstrument für gesundheits- und entwicklungsförderliches Führungsverhalten: eine Validierungsstudie. ACTA ACUST UNITED AC 2016. [DOI: 10.1007/bf03373859] [Citation(s) in RCA: 23] [Impact Index Per Article: 2.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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89
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Oldham GR, Fried Y. Job design research and theory: Past, present and future. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2016. [DOI: 10.1016/j.obhdp.2016.05.002] [Citation(s) in RCA: 86] [Impact Index Per Article: 10.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
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90
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Kirrane M, Lennon M, O’Connor C, Fu N. Linking perceived management support with employees’ readiness for change: the mediating role of psychological capital. JOURNAL OF CHANGE MANAGEMENT 2016. [DOI: 10.1080/14697017.2016.1214615] [Citation(s) in RCA: 28] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/12/2022]
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91
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Perko K, Kinnunen U, Tolvanen A, Feldt T. Back to Basics: The Relative Importance of Transformational and Fair Leadership for Employee Work Engagement and Exhaustion. SCANDINAVIAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2016. [DOI: 10.16993/sjwop.8] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022] Open
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92
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Weiß EE, Süß S. The relationship between transformational leadership and effort-reward imbalance. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL 2016. [DOI: 10.1108/lodj-08-2014-0146] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– The purpose of this paper is to investigate the relationship between transformational leadership and effort-reward imbalance as well as the moderating role of overcommitment and subjective well-being. In particular, the study focuses on the transformational leadership component individualized consideration and its relationship with effort-reward imbalance.
Design/methodology/approach
– Using linear hierarchical regression analyses, the authors tested four hypotheses on a broad sample of 229 German employees.
Findings
– The results confirm the expected relationship between transformational leadership and effort-reward imbalance and that the strongest relationship exists with individualized consideration. However, there is no support for the hypothesized moderating effects.
Research limitations/implications
– First, the recruitment of the sample via fora and periodicals may bias the results. Second, the dependent and the independent variables were assessed with the same method, thus facilitating a common method bias. Third, the study underlies a cross-sectional design which does not allow drawing conclusions on causality.
Practical implications
– The findings provide implications for leaders by showing that the most effective leadership behaviours are those encompassed by the transformational leadership component individualized consideration when it comes to reducing negative health effects of adverse working conditions. Furthermore, the results suggest that overcommitment plays a major role for employees’ effort-reward imbalance and should thus be addressed by specific training measures.
Originality/value
– Researchers have devoted little attention to revealing how effort-reward imbalance can be avoided or reduced by leaders. The study attempts to fill this gap by exploring the relationship between effort-reward imbalance and transformational leadership.
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93
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Authentic leadership and team climate: testing cross-lagged relationships. JOURNAL OF MANAGERIAL PSYCHOLOGY 2016. [DOI: 10.1108/jmp-12-2014-0362] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– The purpose of this paper is to examine the relationships between authentic leadership and team climate across 22 months. More specifically, three alternative causation models (normal, reversed, reciprocal) were tested.
Design/methodology/approach
– The longitudinal study was conducted among 265 Finnish municipal employees (87.5 per cent women, mean age 48.4 years). The participants completed a questionnaire three times: at baseline (T1), about 14 months after baseline (T2) and about eight months after the second questionnaire (T3).
Findings
– The cross-lagged analyses based on structural equation modelling lent support to the reversed causation model more than the normal causation and reciprocal models. More specifically, team climate at T2 predicted authentic leadership across eight months at T3. Thus the study suggests that positive team climate (i.e. vision, participation safety, task orientation, and support for innovation) may foster authentic leadership in the long term and not vice versa.
Practical/implications
– The findings suggest that − besides improving team climate and authentic leadership themselves – team climate should be improved in order to enable authentic leadership to develop and flourish. It is important to emphasize that in forming the team climate employees are active agents and not passive targets.
Originality/value
– The study is among the first to test different causal models regarding authentic leadership and team climate. From the theoretical viewpoint, the findings suggest that follower-centric theories of leadership merit greater attention in the future.
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94
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Jiménez P, Winkler B, Dunkl A. Creating a healthy working environment with leadership: the concept of health-promoting leadership. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2016. [DOI: 10.1080/09585192.2015.1137609] [Citation(s) in RCA: 27] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
Affiliation(s)
- Paul Jiménez
- Department of Psychology, University of Graz, Graz, Austria
| | - Bianca Winkler
- Department of Psychology, University of Graz, Graz, Austria
| | - Anita Dunkl
- Department of Psychology, University of Graz, Graz, Austria
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95
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I can do it, so can you: The role of leader creative self-efficacy in facilitating follower creativity. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2016. [DOI: 10.1016/j.obhdp.2015.12.002] [Citation(s) in RCA: 78] [Impact Index Per Article: 9.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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96
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Schaufeli WB. Engaging leadership in the job demands-resources model. CAREER DEVELOPMENT INTERNATIONAL 2015. [DOI: 10.1108/cdi-02-2015-0025] [Citation(s) in RCA: 166] [Impact Index Per Article: 18.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– The purpose of this paper is to integrate leadership into the job demands-resources (JD-R) model. Based on self-determination theory, it was argued that engaging leaders who inspire, strengthen, and connect their followers would reduce employee’s levels of burnout and increase their levels of work engagement.
Design/methodology/approach
– An online survey was conducted among a representative sample of the Dutch workforce (n=1,213) and the research model was tested using structural equation modeling.
Findings
– It appeared that leadership only had an indirect effect on burnout and engagement – via job demands and job resources – but not a direct effect. Moreover, leadership also had a direct relationship with organizational outcomes such as employability, performance, and commitment.
Research limitations/implications
– The study used a cross-sectional design and all variables were based on self-reports. Hence, results should be replicated in a longitudinal study and using more objective measures (e.g. for work performance).
Practical implications
– Since engaged leaders, who inspire, strengthen, and connect their followers, provide a work context in which employees thrive, organizations are well advised to promote engaging leadership.
Social implications
– Leadership seems to be a crucial factor which has an indirect impact – via job demands and job resources – on employee well-being.
Originality/value
– The study demonstrates that engaging leadership can be integrated into the JD-R framework.
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97
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Psychological need fulfillment as a mediator of the relationship between transformational leadership and positive job attitudes. CAREER DEVELOPMENT INTERNATIONAL 2015. [DOI: 10.1108/cdi-10-2014-0136] [Citation(s) in RCA: 21] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– The purpose of this paper is to explore the possible mediating role of need fulfilment in the relationship between transformational leadership and employee job attitudes (job satisfaction and dedication).
Design/methodology/approach
– The two samples include both cross-sectional and diary data. The cross-sectional sample (sample 1) consisted of 661 employees from various organizations. In the diary study (sample 2), 65 employees completed a daily questionnaire on five consecutive working days, yielding 325 measurement points in total. The authors analyzed the data using structural equation modeling (Mplus 5) and multilevel analyses (MLwiN 2.20).
Findings
– As hypothesized, support for full mediation of the relationship between transformational leadership and positive job attitudes through the fulfilment of psychological needs were found both on a general level and on a daily basis.
Originality/value
– The paper is based on a multi study approach and empirically addresses the link between transformational leadership and positive job attitudes, and the role of basic need fulfilment in this relationship on both a general and daily level.
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98
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Ghadi MY, Fernando M, Caputi P. Describing work as meaningful: towards a conceptual clarification. JOURNAL OF ORGANIZATIONAL EFFECTIVENESS: PEOPLE AND PERFORMANCE 2015. [DOI: 10.1108/joepp-11-2014-0064] [Citation(s) in RCA: 12] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– Providing employees with meaning in their work has inspired numerous researchers to study the role of personal meaningful work and its related outcomes. Despite this high level of interest, the theoretical views and methodological approaches used to explore this concept still require refinement and development. Without a comprehensive review of these views and approaches, the concept of meaningful work will remain an ill defined notion. The purpose of this paper is to address this gap with a review of the theoretical and empirical research on meaningful work.
Design/methodology/approach
– The paper includes a discussion on the concepts of “meaning” and “work”, and its importance and the sources for conceptual confusion, and a synthesis of the common features that form the idea of meaningful work in numerous empirical and theoretical studies.
Findings
– The paper found meaningful work is derived when the employee has a perfect understanding of the nature and expectations of the task environment (i.e. the work has a clear goal, purpose and value that is connected to the employee), the employee feels a sense of fit or congruence between their own core values and the job requirements and organizational mission and goals, and when perfect understanding exists of how employees’ roles contribute to the purpose of the organization.
Practical implications
– As part of an effective HRM strategy, organizations should actively encourage and develop managers’ abilities to redesign jobs and the climate to build enhanced feelings of meaning in work. Furthermore, organizations can promote greater experiences of meaningful work among employees by implementing the “job crafting” concept. Also, the role of top management is to focus on job elements that would possibly change personal needs of employees and hence perceive their jobs to be more meaningful.
Originality/value
– Given the limited amount of recent literature focused on defining meaningful work, this paper provides valuable resources to help organizations succeed in their understanding of how to engage in creating meaningful work environment. It also examines the underlying features that constitute the meaningful work concept and offers guidance for future research by presenting the current state of knowledge about meaningful work.
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99
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Brom SS, Buruck G, Horváth I, Richter P, Leiter MP. Areas of worklife as predictors of occupational health – A validation study in two German samples. ACTA ACUST UNITED AC 2015. [DOI: 10.1016/j.burn.2015.05.001] [Citation(s) in RCA: 31] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
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100
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Orkibi H, Bar-nir A. Linking collective self-esteem to well-being indicators of arts therapies students and practitioners: Meaning and engagement as mediators. ARTS IN PSYCHOTHERAPY 2015. [DOI: 10.1016/j.aip.2015.05.004] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
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