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Molek-Winiarska D. Reducing Work-Related Stress Through Soft-Skills Training Intervention in the Mining Industry. HUMAN FACTORS 2024; 66:1633-1649. [PMID: 36373772 PMCID: PMC10943617 DOI: 10.1177/00187208221139020] [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] [Indexed: 06/16/2023]
Abstract
OBJECTIVE The aim of the study was to verify if soft-skills training is an effective intervention in reducing work-related stress among miners, that is, people who run the risk of losing health and/or life due to unpredictable natural forces or human error at work. BACKGROUND The motivation for the intervention was based on Job Demands-Resources model where soft skills are job resources that help individuals to cope with or prevent high demands of the environment. The needed skills as well as work demands were first investigated and then a custom training was developed. The rationale for introducing soft-skills training into the work environment can be seen as compatible with the Human Capital Model (HCM) which is designed to stimulate positive organizational behaviour by providing an effective approach to ensure employees' adequate coping with work-related stress. METHOD 96 volunteer employees were assigned to intervention (n = 48) and comparison (n = 48) groups. 16-hour tailored training covered tasks and simulation games related to communication, teambuilding, self-management and conflict resolution skills. Job Content Questionnaire, Occupational Stress Indicator (modified to fit the mining environment) and General Health Questionnaire were used in the study. A MANOVA with effect-size measures was conducted. RESULTS Results revealed a significant increase in decision latitude and social support for the trainees. A substantial decrease in stress was also observed, along with a significant decrease in general health problems. There were no such changes in the comparison group. CONCLUSIONS A soft-skills training, including communication, teamwork, self-motivation and conflict-resolution skills, helped participants to cope better with the stressful environment and improved their mental health. These effects lasted three months later. APPLICATION The intervention improved miners' psychosocial health and the strategies of coping with stress, which increased safety and health in the company. Investigating the effectiveness of such interventions included in the general Human Capital Model, as it was done in the study, might be a step forward towards building an interdisciplinary approach for health and safety and human resources.
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Affiliation(s)
- Dorota Molek-Winiarska
- Associate Professor, Human Resources Management Department, Wroclaw University of Economics and Business, Wroclaw, Poland
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2
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Tian Y, Guo Y. How Does Transformational Leadership Relieve Teacher Burnout: The Role of Self-Efficacy and Emotional Intelligence. Psychol Rep 2024; 127:936-956. [PMID: 36113419 DOI: 10.1177/00332941221125773] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/18/2024]
Abstract
This study explored the underlying mechanisms and boundary conditions of the relationship between transformational leadership and teacher burnout. Specifically, it investigated the mediating role of teacher self-efficacy and the moderating role of teacher emotional intelligence (EI) in this relationship. Data from 539 primary and secondary school teachers were analyzed using Structural Equation Model and hierarchical regression. The results indicate that transformational leadership predicted teacher burnout negatively, self-efficacy mediated the association of transformational leadership with burnout partially, and EI strengthened the association between transformational leadership and burnout. This study has important theoretical and managerial implications as it deepens the understanding of the association between transformational leadership and burnout in the educational field and provides practical suggestions on how to relieve teacher burnout in the school context.
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Affiliation(s)
- Ye Tian
- School of Public Administration, China University of Geosciences, Wuhan, China
| | - Yungui Guo
- School of Business, Hunan University of Science and Technology, Xiangtan, China
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3
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Kim JK, Yang JJ, Lee YK. The Impact of Transformational Leadership on Service Employees in the Hotel Industry. Behav Sci (Basel) 2023; 13:731. [PMID: 37754009 PMCID: PMC10525394 DOI: 10.3390/bs13090731] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/12/2023] [Revised: 08/21/2023] [Accepted: 08/29/2023] [Indexed: 09/28/2023] Open
Abstract
Transformational leadership is important to the hotel industry where employees play a critical role in delivering the service. Transformational leadership is a leadership style that causes changes in employees by sharing the organization's vision and goals, providing necessary resources, promoting intellectual stimulation, and expecting high performance. This study uses four dimensions of transformational leadership to investigate how the dimensions influence employees' organizational identification, creativity, and task performance. In order to test the proposed model, data were gathered from employees of six hotels in South Korea. The data were analyzed with SmartPLS 4.0 program. The finding shows that four dimensions of transformational leadership have different effects on organizational identification and creativity. While core transformational leadership and supportive leader behavior enhance employees' organizational identification, which affects creativity and task performance, intellectual stimulation has an impact on creativity, which influences task performance. The post hoc analysis shows that organizational identification fully mediates the relationship between two dimensions of transformational leadership and creativity. This study contributes to the existing literatures of leadership theory and social identification theory by expanding the knowledge on the role of transformational leadership on employees. Some theoretical and practical implications are offered.
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Affiliation(s)
- Jin-Kyu Kim
- Graduate School of Business, Sejong University, Seoul 05006, Republic of Korea;
| | - Jae-Jang Yang
- School of Business and Graduate School of eMA, Sejong University, Seoul 05006, Republic of Korea;
| | - Yong-Ki Lee
- School of Business and Sejong Carbon Neutral ESG Institute, Sejong University, Seoul 05006, Republic of Korea
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4
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Bader B, Gielnik MM, Bledow R. How transformational leadership transforms followers’ affect and work engagement. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2022. [DOI: 10.1080/1359432x.2022.2161368] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/25/2022]
Affiliation(s)
- Benjamin Bader
- Work and Organisation Subject Group, Newcastle University Business School Leadership, Newcastle Upon Tyne, UK
| | - Michael M. Gielnik
- Institute of Management & Organization, Leuphana University Lüneburg, Lüneburg, Germany
| | - Ronald Bledow
- Organisational Behaviour & Human Resources, Singapore Management University, Singapore
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5
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Erschens R, Seifried-Dübon T, Stuber F, Rieger MA, Zipfel S, Nikendei C, Genrich M, Angerer P, Maatouk I, Gündel H, Rothermund E, Peters M, Junne F. The association of perceived leadership style and subjective well-being of employees in a tertiary hospital in Germany. PLoS One 2022; 17:e0278597. [PMID: 36512621 PMCID: PMC9746986 DOI: 10.1371/journal.pone.0278597] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/14/2022] [Accepted: 11/18/2022] [Indexed: 12/15/2022] Open
Abstract
BACKGROUND Professionals in the healthcare sector are a particularly vulnerable group for occupational strain due to high work-related psychological stress. For the implementation of targeted stress-prevention interventions as an important part of a workplace health management programme for all occupational groups and hierarchy levels, information about the current state of their mental health is mandatory. Hence, this study investigated the association of general well-being and different leadership styles among employees in a German tertiary hospital. METHODS Via an online survey, 10,101 employees were contacted. The final sample consisted of 1137 employees. Of these, 27.7% described themselves as leaders and 72.3% as followers. Most participants were female (74.8%), more than half were under 41 years old. Besides control variables, general well-being (WHO-5) and leadership style (transactional and transformational, laissez-faire and destructive leadership) were assessed. RESULTS Leaders reported higher well-being scores than followers. Physicians without leadership responsibilities had the lowest scores for well-being. Practitioners of both transformational and transactional leadership were associated with higher well-being scores, while those practicing laissez-faire and destructive leadership had lower scores for almost every professional group. CONCLUSION Results highlight the necessity for future multimodal health-preventive leadership interventions feature behavioural and organizational intervention modules specifically tailored to hospital professionals at different hierarchical and functional levels to foster the mental health of employees.
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Affiliation(s)
- Rebecca Erschens
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, University of Tuebingen, Tuebingen, Baden-Wuerttemberg, Germany
- * E-mail:
| | - Tanja Seifried-Dübon
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, University of Tuebingen, Tuebingen, Baden-Wuerttemberg, Germany
| | - Felicitas Stuber
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, University of Tuebingen, Tuebingen, Baden-Wuerttemberg, Germany
| | - Monika A. Rieger
- Institute of Occupational and Social Medicine and Health Services Research, University Hospital Tübingen, Tuebingen, Baden-Wuerttemberg, Germany
| | - Stephan Zipfel
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, University of Tuebingen, Tuebingen, Baden-Wuerttemberg, Germany
| | - Christoph Nikendei
- Department for General Internal Medicine and Psychosomatics, University Hospital Heidelberg, Heidelberg, Baden-Wuerttemberg, Germany
| | - Melanie Genrich
- Institute of Psychology, Work and Organisational Psychology, University of Duisburg-Essen, Essen, Nordrhein-Westfalen, Germany
| | - Peter Angerer
- Institute of Occupational, Social and Environmental Medicine, Centre for Health and Society, Faculty of Medicine, Heinrich-Heine-University Düsseldorf, Düsseldorf, Nordrhein-Westfalen, Germany
| | - Imad Maatouk
- Department for General Internal Medicine and Psychosomatics, University Hospital Heidelberg, Heidelberg, Baden-Wuerttemberg, Germany
- Section of Psychosomatic Medicine, Psychotherapy and Psychooncology, Department of Internal Medicine II, Julius-Maximilian University Würzburg, Würzburg, Bayern, Germany
| | - Harald Gündel
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Ulm, Ulm, Baden-Wuerttemberg, Germany
| | - Eva Rothermund
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Ulm, Ulm, Baden-Wuerttemberg, Germany
| | - Martin Peters
- Department of Psychiatry II, Ulm University, Günzburg, Bayern, Germany
| | - Florian Junne
- Department of Psychosomatic Medicine and Psychotherapy, University Hospital Tuebingen, University of Tuebingen, Tuebingen, Baden-Wuerttemberg, Germany
- Department of Psychosomatic Medicine and Psychotherapy, Otto von Guericke University Magdeburg, University Hospital Magdeburg, Magdeburg, Sachsen-Anhalt, Germany
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6
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Iqbal Q, Piwowar-Sulej K. Sustainable Leadership, Environmental Turbulence, Resilience, and Employees' Wellbeing in SMEs. Front Psychol 2022; 13:939389. [PMID: 35837639 PMCID: PMC9274281 DOI: 10.3389/fpsyg.2022.939389] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/09/2022] [Accepted: 05/31/2022] [Indexed: 11/13/2022] Open
Abstract
Drawing on the conservation of resources theory and contingency theories of leadership, this study aims to investigate how sustainable leadership (SL) influences employees' wellbeing (WB) through employee resilience (ER) and to examine the moderating effect of environmental turbulence (ET) on the “sustainable leadership-employees' wellbeing” relationship. Data were collected from 593 employees and 373 supervisors adopting two-wave design among small and medium-sized enterprises (SMEs) in China. The authors used structural equation modeling to empirically test the hypothesized model in this study. The research shows that SL is significantly related to the employees' WB in SMEs. Regarding mediating effect, SL also indirectly influences employees' WB through ER. Moreover, the impact of SL on employees' WB becomes more prominent in the presence of lower ET. To the best of the authors' knowledge, no prior study is available about the integrated relationship of SL, ER, ET, and employee WB.
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Affiliation(s)
- Qaisar Iqbal
- Centre for China-India-Pakistan Studies, Sichuan University of Science and Engineering, Zigong, China
- *Correspondence: Qaisar Iqbal
| | - Katarzyna Piwowar-Sulej
- Department of Labor, Capital and Innovation, Faculty of Management, Wroclaw University of Economics, Wrocław, Poland
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7
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Kloutsiniotis PV, Mihail DM, Mylonas N, Pateli A. Transformational Leadership, HRM practices and burnout during the COVID-19 pandemic: The role of personal stress, anxiety, and workplace loneliness. INTERNATIONAL JOURNAL OF HOSPITALITY MANAGEMENT 2022; 102:103177. [PMID: 35079194 PMCID: PMC8776468 DOI: 10.1016/j.ijhm.2022.103177] [Citation(s) in RCA: 12] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 05/24/2021] [Revised: 01/06/2022] [Accepted: 01/19/2022] [Indexed: 06/14/2023]
Abstract
The present research investigates the crucial role of "Transformational Leadership (TFL)" on employees' "anxiety", "personal stress", and "workplace loneliness", and finally on employees' "burnout". Moreover, this survey investigates the moderating role of "HRM practices" in the relationship between TFL and burnout. For the needs of the research, "Partial Least Squares Structural Equation Modeling (PLS-SEM)" was conducted on a sample of 459 Greek "customer-contact employees" based on thirteen hotels during the "COVID-19 pandemic". First, the findings uncover the dynamic of TFL in reducing all three stressors, namely "personal financial stress"; "anxiety"; and "workplace loneliness", thus prohibiting employees' "burnout". Moreover, the study underscores the moderating role of "HRM practices" in strengthening the negative relationship between TFL and "burnout". Overall, the findings provide additional evidence on the process through which "HRM practices" interact with "TFL", "job stressors", and employees' "burnout", a vital knowledge for HRM professionals and hotels' managers.
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Affiliation(s)
- Panagiotis V Kloutsiniotis
- Department of Business Administration, Human Resource Management Lab, University of Macedonia, 156 Egnatia Street, Thessaloniki, 54006, Greece
- Department of Tourism, Ionian University, P. Vraila Armeni 4, Corfu 49132 , Greece
| | - Dimitrios M Mihail
- Department of Business Administration, Human Resource Management Lab, University of Macedonia, 156 Egnatia Street, Thessaloniki, 54006, Greece
| | - Naoum Mylonas
- Department of Tourism, Ionian University, P. Vraila Armeni 4, Corfu 49132 , Greece
| | - Adamantia Pateli
- Department of Informatics, Ionian University, Tsirigoti Square 7, 49100 Corfu, Greece
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8
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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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9
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How and when supervisors’ challenge appraisals impact employee bottom-line mentality? The roles of supervisor duty orientation and employee positive affectivity. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-02780-1] [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]
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10
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Lukan J, Bolliger L, Pauwels NS, Luštrek M, Bacquer DD, Clays E. Work environment risk factors causing day-to-day stress in occupational settings: a systematic review. BMC Public Health 2022; 22:240. [PMID: 35123449 PMCID: PMC8818147 DOI: 10.1186/s12889-021-12354-8] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/09/2021] [Accepted: 11/29/2021] [Indexed: 01/24/2023] Open
Abstract
Abstract
Background
While chronic workplace stress is known to be associated with health-related outcomes like mental and cardiovascular diseases, research about day-to-day occupational stress is limited. This systematic review includes studies assessing stress exposures as work environment risk factors and stress outcomes, measured via self-perceived questionnaires and physiological stress detection. These measures needed to be assessed repeatedly or continuously via Ecological Momentary Assessment (EMA) or similar methods carried out in real-world work environments, to be included in this review. The objective was to identify work environment risk factors causing day-to-day stress.
Methods
The search strategies were applied in seven databases resulting in 11833 records after deduplication, of which 41 studies were included in a qualitative synthesis. Associations were evaluated by correlational analyses.
Results
The most commonly measured work environment risk factor was work intensity, while stress was most often framed as an affective response. Measures from these two dimensions were also most frequently correlated with each other and most of their correlation coefficients were statistically significant, making work intensity a major risk factor for day-to-day workplace stress.
Conclusions
This review reveals a diversity in methodological approaches in data collection and data analysis. More studies combining self-perceived stress exposures and outcomes with physiological measures are warranted.
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11
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Poethke U, Klasmeier KN, Diebig M. Exploring systematic and unsystematic change of dynamic leader behaviours: a weekly diary study on the relation between instrumental leadership, stress, and health change. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2021. [DOI: 10.1080/1359432x.2021.2012458] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Affiliation(s)
| | - Kai N. Klasmeier
- Federal Institute for Occupational Safety and Health, Dortmund, Germany
| | - Mathias Diebig
- Heinrich Heine University Düsseldorf, Dusseldorf, Germany
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12
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Tummers LG, Bakker AB. Leadership and Job Demands-Resources Theory: A Systematic Review. Front Psychol 2021; 12:722080. [PMID: 34659034 PMCID: PMC8514935 DOI: 10.3389/fpsyg.2021.722080] [Citation(s) in RCA: 17] [Impact Index Per Article: 5.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/08/2021] [Accepted: 08/26/2021] [Indexed: 11/26/2022] Open
Abstract
The purpose of this article is to provide a systematic review of leadership and Job Demands-Resources (JD-R) theory. We have analyzed 139 studies that study the relationship between leadership and Job Demands-Resources (JD-R) theory. Based on our analysis, we highlight ways forward. First, research designs can be improved by eliminating endogeneity problems. Regarding leadership concepts, proper measurements should be used. Furthermore, we point toward new theory building by highlighting three main ways in which leadership may affect employees, namely by: (1) directly influencing job demands and resources, (2) influencing the impact of job demands and resources on well-being; and (3) influencing job crafting and self-undermining. We hope this review helps researchers and practitioners analyze how leadership and JD-R theory can be connected, ultimately leading to improved employee well-being and organizational performance.
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Affiliation(s)
- Lars G Tummers
- School of Governance, Utrecht University, Utrecht, Netherlands
| | - Arnold B Bakker
- Center of Excellence for Positive Organizational Psychology, Erasmus University Rotterdam, Rotterdam, Netherlands
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13
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Klasmeier KN, Rowold J. A diary study on shared leadership, team work engagement, and goal attainment. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2021. [DOI: 10.1111/joop.12371] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Kai N. Klasmeier
- Federal Institute for Occupational Safety and Health (BAuA) Dortmund Germany
| | - Jens Rowold
- Center for Higher Education TU Dortmund University Germany
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14
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Are Job Demands Necessary in the Influence of a Transformational Leader? The Moderating Effect of Role Conflict. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18073630. [PMID: 33807335 PMCID: PMC8037064 DOI: 10.3390/ijerph18073630] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 02/01/2021] [Revised: 03/24/2021] [Accepted: 03/26/2021] [Indexed: 11/17/2022]
Abstract
(1) Background: The objective of this manuscript is to propose the necessity of job demands to ensure the positive influence of policies in stimulating employees’ engagement and performance. If the policies related to the intellectual stimulation of employees implemented by team leaders are to have positive effects on employee performance, they must induce emotional engagement in the employees. Furthermore, to achieve this positive influence on emotions, the organization must offer an environment that challenges the employees in the organization. Here, we analyze a moderate mediation model to examine the moderating, positive effect of role conflict on the intellectual engagement and performance of employees. (2) Methods: This study involved 705 employees of a multinational private company based in Spain. (3) Results: We confirm the positive moderating effect of role conflict between the intellectual stimulation of employees and intellectual engagement, and the mediating effect of intellectual engagement between leadership behavior and employee performance. (4) Conclusions: Organizational leader stimulation practices necessitate an environment of moderate job demands in order to improve the intellectual engagement of employees, thereby increasing their performance. The implications of the findings in terms of theory, research and practice are discussed.
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15
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Klaic A, Burtscher MJ, Jonas K. Fostering team innovation and learning by means of team‐centric transformational leadership: The role of teamwork quality. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2020. [DOI: 10.1111/joop.12316] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
| | - Michael Josef Burtscher
- Department of Psychology University of Zurich Switzerland
- School of Applied Psychology ZHAW Zurich Switzerland
| | - Klaus Jonas
- Department of Psychology University of Zurich Switzerland
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Tian H, Iqbal S, Akhtar S, Qalati SA, Anwar F, Khan MAS. The Impact of Transformational Leadership on Employee Retention: Mediation and Moderation Through Organizational Citizenship Behavior and Communication. Front Psychol 2020; 11:314. [PMID: 32256424 PMCID: PMC7090237 DOI: 10.3389/fpsyg.2020.00314] [Citation(s) in RCA: 18] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/20/2019] [Accepted: 02/10/2020] [Indexed: 11/26/2022] Open
Abstract
This study investigates the impact of transformational leadership on employee retention in small- and medium-sized enterprises (SMEs) and probes the mediating role of organizational citizenship behavior (OCB) and the moderating role of communication. Data were collected using convenience sampling from 505 employees of SMEs. A Smart PLS structural equation modeling (PLS-SEM) was used to estimate the various relationships. The findings of the study reveal a positive and significant relationship between transformational leadership and OCB. Similarly, this study finds a positive and significant relationship in OCB and employee retention. In addition, OCB had a positive mediating effect on the relationship between transformational leadership and employee retention. Furthermore, communication positively moderates the transformational leadership- OCB and OCB-employee retention relationships. Leaders at SMEs should implement the traits of transformational leadership such as developing a compelling vision for employees, focusing on goal achievement, having problem-solving techniques, having a sense of purpose, and spending time on the training and development of the team to enhance OCB and employee retention.
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Affiliation(s)
- Hongyun Tian
- School of Management, Jiangsu University, Zhenjiang, China
| | - Shuja Iqbal
- School of Management, Jiangsu University, Zhenjiang, China
| | - Shamim Akhtar
- School of Management, Jiangsu University, Zhenjiang, China
| | | | - Farooq Anwar
- Lahore Business School, The University of Lahore, Lahore, Pakistan
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17
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Kelemen TK, Matthews SH, Breevaart K. Leading day-to-day: A review of the daily causes and consequences of leadership behaviors. LEADERSHIP QUARTERLY 2020. [DOI: 10.1016/j.leaqua.2019.101344] [Citation(s) in RCA: 25] [Impact Index Per Article: 6.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
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18
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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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19
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Fein EC, Benea D, Idzadikhah Z, Tziner A. The security to lead: a systematic review of leader and follower attachment styles and leader–member exchange. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2019. [DOI: 10.1080/1359432x.2019.1696774] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
Affiliation(s)
- Erich C. Fein
- School of Psychology and Counselling, University of Southern Queensland, Toowoomba, Australia
| | - Daniela Benea
- School of Psychology and Counselling, University of Southern Queensland, Toowoomba, Australia
| | - Zahra Idzadikhah
- School of Psychology and Counselling, University of Southern Queensland, Toowoomba, Australia
| | - Aharon Tziner
- School of Behavioral Sciences, Netanya Academic College, Netanya, Israel
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20
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He Z, Wang W, Zhang M, Deng Y, Fu W, Chau KY. Motivated for continuance? Associations between structural empowerment, role conflict, person-job fit, and satisfaction in Six Sigma programs. TOTAL QUALITY MANAGEMENT & BUSINESS EXCELLENCE 2019. [DOI: 10.1080/14783363.2019.1665864] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
Affiliation(s)
- Zhen He
- College of Management and Economics, Tianjin University, Tianjin, People’s Republic of China
| | - Wei Wang
- College of Management and Economics, Tianjin University, Tianjin, People’s Republic of China
| | - Min Zhang
- College of Management and Economics, Tianjin University, Tianjin, People’s Republic of China
| | - Yujia Deng
- School of Economics and Management, China Jiliang University, Hangzhou, People’s Republic of China
| | - Wenbiao Fu
- State Administration for Market Regulation, Beijing, People’s Republic of China
| | - Ka Yin Chau
- City University of Macau, Macau, People’s Republic of China
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21
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Mindful leadership: Evaluation of a mindfulness-based leader intervention. GIO-GRUPPE-INTERAKTION-ORGANISATION-ZEITSCHRIFT FUER ANGEWANDTE ORGANISATIONSPSYCHOLOGIE 2019. [DOI: 10.1007/s11612-019-00482-0] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
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22
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Poethke U, Klasmeier KN, Diebig M, Hartmann N, Rowold J. Entwicklung eines Fragebogens zur Erfassung zentraler Merkmale der Arbeit 4.0. ZEITSCHRIFT FUR ARBEITS-UND ORGANISATIONSPSYCHOLOGIE 2019. [DOI: 10.1026/0932-4089/a000298] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/03/2023]
Abstract
Zusammenfassung. Ziel dieses Beitrages ist es, ein Fragebogeninstrument zur Erfassung zentraler Merkmale der Arbeit 4.0 vorzustellen. Kerndimensionen des Fragebogens sind die Digitalisierung von Arbeitsprozessen, die Flexibilisierung der Arbeit in räumlicher und zeitlicher Hinsicht, die Entgrenzung der Arbeitstätigkeit, sowie die Möglichkeit zur Mitbestimmung bei der Arbeit und deren subjektive Relevanz. Die Faktorstruktur der erfassten fünf Dimensionen erweist sich als replizierbar stabil. Die Dimensionen lassen sich mittels konfirmatorischer Faktorenanalysen von verwandten Dimensionen des Job Diagnostic Survey ( JDS) und des Copenhagen Psychosocial Questionnaire ( COPSOQ) trennen. In Bezug auf die Vorhersage von Außenkriterien besitzen die fünf Dimensionen inkrementelle Validität über den JDS hinaus. Insgesamt sprechen die Ergebnisse aus fünf unabhängig durchgeführten Erhebungen dafür, dass der Fragebogen ein kurzes, reliables und valides Instrument zur Erfassung zentraler Merkmale der modernen Arbeitswelt darstellt.
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Affiliation(s)
- Ute Poethke
- Fakultät Wirtschaftswissenschaften, Technische Universität Dortmund
| | | | - Mathias Diebig
- Institut für Arbeits-, Sozial- und Umweltmedizin, Heinrich-Heine-Universität Düsseldorf
| | - Nele Hartmann
- Fakultät Wirtschaftswissenschaften, Technische Universität Dortmund
| | - Jens Rowold
- Fakultät Wirtschaftswissenschaften, Technische Universität Dortmund
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Klaic A, Burtscher MJ, Jonas K. Person-supervisor fit, needs-supplies fit, and team fit as mediators of the relationship between dual-focused transformational leadership and well-being in scientific teams. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2018. [DOI: 10.1080/1359432x.2018.1502174] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/28/2022]
Affiliation(s)
- Anamarija Klaic
- Department of Psychology, University of Zurich, Zurich, Switzerland
| | | | - Klaus Jonas
- Department of Psychology, University of Zurich, Zurich, Switzerland
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24
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Bormann KC, Poethke U, Cohrs C, Rowold J. Doing bad through being selective in doing good: the role of within-unit variability in ethical leadership. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2018. [DOI: 10.1080/1359432x.2018.1491550] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/28/2022]
Affiliation(s)
- Kai C. Bormann
- Department of Business Administration and Economics, Bielefeld University, Bielefeld, Germany
| | - Ute Poethke
- Center for Higher Education, TU Dortmund University, Dortmund, Germany
| | - Carina Cohrs
- Center for Higher Education, TU Dortmund University, Dortmund, Germany
| | - Jens Rowold
- Center for Higher Education, TU Dortmund University, Dortmund, Germany
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25
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Kuonath A, Specht J, Kühnel J, Pachler D, Frey D. Keeping up day-specific effects of transformational leadership: the role of followers’ emotion regulation. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2017. [DOI: 10.1080/1359432x.2017.1379993] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Angela Kuonath
- LMU Munich, LMU Center for Leadership and People Management, Munich, Germany
| | - Julia Specht
- LMU Munich, LMU Center for Leadership and People Management, Munich, Germany
| | - Jana Kühnel
- Ulm University, Work and Organizational Psychology, Ulm, Germany
| | - Daniela Pachler
- LMU Munich, LMU Center for Leadership and People Management, Munich, Germany
| | - Dieter Frey
- LMU Munich, LMU Center for Leadership and People Management, Munich, Germany
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