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Wu QL, Chen F. A Dual-Process Model of Promoting Employee Mental Health in Crises: Impacts of Leadership Health Support and Organizational Leaders' Crisis Communication in COVID-19. HEALTH COMMUNICATION 2024; 39:1705-1713. [PMID: 37394912 DOI: 10.1080/10410236.2023.2231283] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 07/04/2023]
Abstract
This study examined how organizations may promote their employees' mental health in difficult times. Drawing from organizational crisis communication and organizational health promotion research, it proposed and tested a dual-process model that links leadership health support, an essential dimension of organizational health culture, with organizational leaders' crisis communication (i.e. use of ethical-base responses) and workers' self-care awareness and perceived stress in a crisis. Through a survey of 502 full-time U.S. employees conducted during COVID-19, we found that organizational leaders' use of ethical-base responses predicted employees' enhanced self-care awareness and decreased stress levels. Further, leadership health support provided a double-buffer effect to sustain employee mental health by directly bolstering employees' self-care awareness and organizational leaders' use of ethical-base responses. The findings of this study bridge the gaps in organizational health promotion and crisis communication literature and offer practical suggestions for organizations seeking to foster employees' mental health challenges during crises.
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Affiliation(s)
- Qiwei Luna Wu
- School of Communication, Levin College of Public Affairs and Education, Cleveland State University
| | - Feifei Chen
- Department of Communication, College of Charleston
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Hansen AKL, Jacobsen CB, Dalgaard VL. Span of control and well-being outcomes among hospital frontline managers: too much to handle? BMJ LEADER 2024:leader-2024-000978. [PMID: 38816195 DOI: 10.1136/leader-2024-000978] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/10/2024] [Accepted: 04/17/2024] [Indexed: 06/01/2024]
Abstract
PURPOSE To examine the consequences of broader spans of control for well-being outcomes among frontline managers. METHOD Healthcare managers were surveyed in collaboration with the Central Denmark Region. The response rate was 74.5%. Using regression analysis, we investigate how span of control is associated with outcomes related to well-being understood as perceived stress, burnout, job satisfaction, satisfaction with the work environment, intention to quit their current job and work-life balance. FINDINGS Span of control may be an important factor in establishing well-being among frontline managers in the Danish hospital sector on several parameters. Span of control is associated the strongest with work-life balance and intention to quit, least but significantly with perceived stress and not significantly with burnout. PRACTICAL IMPLICATIONS We recommend that healthcare organisations consider whether it could be more optimal to reduce the span of control for some managers. Furthermore, we recommend that future studies pay attention to span of control and provide stronger causal evidence about its impact on healthcare workers.
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Affiliation(s)
- Ane-Kathrine Lundberg Hansen
- King Frederik Center for Public Leadership, Department of Political Science, Aarhus Universitet, Aarhus, Denmark
| | - Christian Bøtcher Jacobsen
- King Frederik Center for Public Leadership, Department of Political Science, Aarhus Universitet, Aarhus, Denmark
| | - Vita Ligaya Dalgaard
- King Frederik Center for Public Leadership, Department of Political Science, Aarhus Universitet, Aarhus, Denmark
- Department of Psychology and Behavioural Sciences, Aarhus Universitet, Aarhus, Denmark
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Gosch N, Schulte EM, Kauffeld S. Capturing the impact employees have on their coworkers and leaders: a holistic approach on health-specific support behavior from employees. Front Psychol 2023; 14:1183862. [PMID: 37457060 PMCID: PMC10349332 DOI: 10.3389/fpsyg.2023.1183862] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/10/2023] [Accepted: 06/12/2023] [Indexed: 07/18/2023] Open
Abstract
Support is a valuable resource for ensuring employee health in the workplace. However, research on health-specific support behavior (i.e., support specifically targeting concrete health aspects) has only concentrated on either leader behavior (e.g., healthy leadership styles) or support provided by employees for specific health issues (e.g., healthy eating or smoking cessation). Although the importance of employee health has been well established, the examination of a wider range of potential health-specific support behaviors from employees provided for their colleagues and leaders has been neglected. To understand employee health-specific support behavior, we adapted an existing health-oriented leadership questionnaire to cover support for colleagues (PeerCare) and their leaders (LeaderCare). Capturing the employee perspective with a sample of 347 employees, the results confirmed a delineation of health-oriented scales (factor, convergent, and discriminant validity). By testing health-specific support behavior processes at work, the positive effects of PeerCare on general health were demonstrated. Contrary to expectations, existing health effects are outweighed when leaders provide health-specific support behavior to their employees (StaffCare). However, the results imply that the health-specific support behavior practices of different actors reinforce each other: the effects of StaffCare and PeerCare enhance each other, and StaffCare has a strong influence on LeaderCare. Remarkably, SelfCare has a key role in this process. The open questions and implications regarding the effects of the different health-specific support behavior measurements are discussed.
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Teetzen F, Klug K, Steinmetz H, Gregersen S. Organizational health climate as a precondition for health-oriented leadership: expanding the link between leadership and employee well-being. Front Psychol 2023; 14:1181599. [PMID: 37342637 PMCID: PMC10277649 DOI: 10.3389/fpsyg.2023.1181599] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/07/2023] [Accepted: 05/08/2023] [Indexed: 06/23/2023] Open
Abstract
The link between leadership and employee well-being is long established. In particular, health-oriented leadership is discussed as a leadership style specifically promoting employee well-being. However, the preconditions of health-oriented leadership remain largely unexplored. From the perspective of conservation of resources theory, leaders can only provide resources when receiving some themselves. We propose that organizational health climate (OHC) is an important organization-based resource for a health-oriented leadership style. More specifically, we hypothesize that the relationship between OHC and employee job satisfaction and emotional exhaustion is mediated by health-oriented leadership. We thereby differentiate two levels of analysis: a within-team level and a between-team level. We examined 74 teams with 423 employees of childcare centers at three time points, each 6 months apart. By means of multilevel structural equation modeling, we found OHC to be a significant antecedent of health-oriented leadership at the between-team level. The relationship between OHC and employee job satisfaction was mediated by health-oriented leadership at the between-team level, but not at the within-team level. The relationship between OHC and employee exhaustion showed another pattern of relationships at the different levels of analysis, while it was not significantly mediated by health-oriented leadership. This indicates the value of differentiating between levels of analysis. We discuss the implications for theory and practice that can be drawn from our findings.
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Affiliation(s)
- Friederike Teetzen
- Department of Work and Organizational Psychology, Institute for Psychology, University of Hamburg, Hamburg, Germany
| | - Katharina Klug
- Faculty of Business Studies and Economics, University of Bremen, Bremen, Germany
| | | | - Sabine Gregersen
- Institution for Statutory Accident Insurance and Prevention in the Health and Welfare Services, Hamburg, Germany
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Klebe L, Felfe J. What difference does it make? A laboratory experiment on the effectiveness of health-oriented leadership working on-site compared to the digital working context. BMC Public Health 2023; 23:1035. [PMID: 37259057 DOI: 10.1186/s12889-023-15798-2] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/09/2023] [Accepted: 05/03/2023] [Indexed: 06/02/2023] Open
Abstract
BACKGROUND Health-oriented leadership (HoL) represents an important workplace resource for employees. However, as opportunities to work from home increase, the question arises, whether leadership is more or less effective in digital working contexts compared to working on-site. METHODS The current research investigates, whether the effectiveness of health-oriented leadership in terms of staff care is influenced by the working context. In a laboratory experiment with a 2 (no staff care vs. staff care) x 2 (working on-site vs. digital) mixed design (N = 60), a moderating effect of the working context on the relationship between staff care and employees' mental exhaustion, heart rate, heart rate variability, engagement and job satisfaction was tested. RESULTS Results uncovered positive effects of staff care on employees' mental exhaustion and work-related attitudes in both conditions (d = 1.09-1.91). As expected, the results indicate that the effects on employees' engagement (d = 0.65) and job satisfaction (d = 0.72) are weaker when working digital. CONCLUSION Findings show that the effectiveness of staff care might differ between working on-site and working digital. In order to maintain the effectiveness of staff care, leaders and employees should keep regular face-to-face contact also when mainly working from home. The study ties in with research on digital leadership and leadership effectiveness, and contributes to the deeper understanding of situational contingencies of health-specific leadership during the process of digitization.
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Affiliation(s)
- Laura Klebe
- Department of Work, Organizational and Economic Psychology, Helmut Schmidt University Hamburg, Holstenhofweg 85, 22043, Hamburg, Germany.
| | - Jörg Felfe
- Department of Work, Organizational and Economic Psychology, Helmut Schmidt University Hamburg, Holstenhofweg 85, 22043, Hamburg, Germany
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Hur WM, Shin Y, Kim JY. Service Employees' Mindfulness and Job Crafting amid COVID-19: The Roles of Resilience, Organizational Health Climate, and Health-Oriented Leadership. CURRENT PSYCHOLOGY 2023:1-13. [PMID: 37359638 PMCID: PMC10166686 DOI: 10.1007/s12144-023-04714-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 04/27/2023] [Indexed: 06/28/2023]
Abstract
Due to changes in the work environment resulting from the COVID-19 pandemic, service employees' behavior, that proactively reshapes the content and meaning of work (i.e., job crafting), is increasingly important. We identified mindfulness as a key individual trait contributing to job crafting in the pandemic context. The purpose of our study was to examine the mediating effect of resilience on the relationship between mindfulness and job crafting, and the moderating effects of perceived organizational health climate and health-oriented leadership on the mindfulness-resilience relationship. We administered two-wave online surveys to 301 South Korean service employees after the onset of COVID-19 (January 20, 2020). Data for mindfulness, resilience, perceived organizational health climate, and health-oriented leadership were collected via participants' self-report in March, 2020. One month later (April, 2020), we obtained their self-ratings of job crafting. Results showed that resilience mediated the relationship between mindfulness and job crafting. The positive relationship between these two variables was more pronounced when perceived organizational health climate was high than when it was low. Perceived organizational health climate further moderated the indirect effect of mindfulness on job crafting through resilience.
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Affiliation(s)
- Won-Moo Hur
- College of Business Administration, Inha University, 100, Inha-ro, Michuhol-gu, Incheon, 22212 Republic of Korea
| | - Yuhyung Shin
- School of Business, Hanyang University, 222, Wangsimri-ro, Seongdong-gu, Seoul, 04763 Republic of Korea
| | - Ji Yeoun Kim
- Graduate School of Education, Kookmin University, 77, Jeongneung-ro, Seongbuk-gu, Seoul, 02707 Republic of Korea
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Dannheim I, Buyken AE, Kroke A. Work-related stressors and coping behaviors among leaders in small and medium-sized IT and technological services enterprises. BMC Public Health 2023; 23:700. [PMID: 37059975 PMCID: PMC10103039 DOI: 10.1186/s12889-023-15581-3] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/17/2022] [Accepted: 04/01/2023] [Indexed: 04/16/2023] Open
Abstract
BACKGROUND Occupational health interventions for leaders are underrepresented in small and medium-sized enterprises (SMEs). When creating and developing effective occupational health interventions, identification of the specific needs of the target group is regarded as an essential step before planning an intervention. Therefore, the aim of this study was (1) to examine the subjectively experienced work-related stressors of leaders in small and medium-sized IT and technological services enterprises, (2) to explore coping behaviors leaders use to deal with the experienced work-related stressors, (3) to investigate resources supporting the coping process and (4) to identify potentially self-perceived consequences resulting from the experienced stressors. METHODS Ten semi-structured interviews with leaders in small and medium-sized IT and technological services enterprises were conducted. The interviews were transcribed and analyzed with content-structuring qualitative content analysis in accordance to Kuckartz. RESULTS Leaders in small and medium-sized IT and technological services enterprises experience various stressors caused by work organization as well as industry-related stressors and other work-related stressors. To address the experienced stressors, leaders apply problem focused coping behaviors (e.g. performing changes on structural and personal level), emotional focused coping behaviors (e.g. balancing activities, cognitive restructuring) as well as the utilization of social support. Helpful resources for the coping process include organizational, social and personal resources. As a result of the experienced work-related stressors, interviewees stated to experience different health impairments, negative effects on work quality as well as neglect of leisure activities and lack of time for family and friends. CONCLUSION The identified experienced work-related stressors, applied coping behaviors, utilized resources and emerging consequences underpin the urgent need for the development and performance of health-oriented leadership interventions for leaders in small and medium- sized IT and technological services. The results of this study can be used when designing a target-oriented intervention for the examined target group.
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Affiliation(s)
- Indra Dannheim
- Regional Innovative Centre of Health and Quality of Live Fulda (RIGL), Fulda University of Applied Sciences, Fulda, Germany.
- Department of Nutritional, Food and Consumer Sciences, Fulda University of Applied Sciences, Fulda, Germany.
| | - Anette E Buyken
- Institute of Nutrition, Consumption and Health, Faculty of Natural Sciences, Paderborn University, Paderborn, Germany
| | - Anja Kroke
- Regional Innovative Centre of Health and Quality of Live Fulda (RIGL), Fulda University of Applied Sciences, Fulda, Germany
- Department of Nutritional, Food and Consumer Sciences, Fulda University of Applied Sciences, Fulda, Germany
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Schleupner RM, Kühnel J, Melchers KG, Richter SS. Be prepared: Does psychological reattachment buffer the effect of a bad night's sleep on day‐specific work engagement and proactivity? JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2023. [DOI: 10.1111/joop.12424] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/25/2023]
Affiliation(s)
- Ricarda M. Schleupner
- Department of Occupational, Economic and Social Psychology University of Vienna Vienna Austria
| | - Jana Kühnel
- Department of Occupational, Economic and Social Psychology University of Vienna Vienna Austria
| | - Klaus G. Melchers
- Department of Work and Organizational Psychology Universität Ulm Ulm Germany
| | - Selina S. Richter
- Department of Psychology Ludwig‐Maximilians‐Universität München Munich Germany
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Lutz R, Jungbäck N, Wischlitzki E, Drexler H. Health-oriented leadership, gender-differences and job satisfaction: results from a representative population-based study in Germany. BMC Public Health 2023; 23:105. [PMID: 36641422 PMCID: PMC9840539 DOI: 10.1186/s12889-023-15014-1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/27/2022] [Accepted: 01/10/2023] [Indexed: 01/15/2023] Open
Abstract
BACKGROUND In recent years, the topic of health-oriented leadership (HoL) has often been investigated with health-related outcomes like general health, strain, depression, and anxiety symptoms. In contrast, research which considers the gender of leaders and employees in connection to HoL as well as studies on relationships between HoL and job satisfaction, are scarce. The aim of this paper is to explore the relationships between HoL and health status assessed by employees and leaders, to analyse the relationships between HoL and job satisfaction as a non-health-related outcome for employees and leaders and to examine differences in the assessment of HoL between men and women in a representative dataset of the working population in Germany. METHODS Data were collected via an access panel as a cross-sectional survey. The quota sample included 643 German workers (managers and employees). We focused on staff-care as a core component of HoL. Statistical analyses were performed using Pearson correlations and regression analyses as well as t-tests and Mann-Whitney-U-Tests. RESULTS The results showed no significant differences between male and female employees or leaders in assessing HoL. Regarding HoL we found relationships between self-rated health status or job satisfaction, both for the self-rated assessment of leaders and employees. CONCLUSIONS Our findings indicate relationships between HoL and well-being as well as job satisfaction at the workplace. For interventions of any kind, the lack of gender effects leaves a wide scope for the implementation of health-promoting measures. In particular, the findings on the relationship between HoL and job satisfaction through leaders' self-assessment could be used for salutogenic approaches to strengthen resources in leadership trainings.
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Affiliation(s)
- Regina Lutz
- grid.5330.50000 0001 2107 3311Institute and Outpatient Clinic of Occupational, Social and Environmental Medicine Friedrich-Alexander-Universität Erlangen-Nürnberg, Henkestraße 9-11, 91054 Erlangen, Germany
| | - Nicola Jungbäck
- grid.5330.50000 0001 2107 3311Institute and Outpatient Clinic of Occupational, Social and Environmental Medicine Friedrich-Alexander-Universität Erlangen-Nürnberg, Henkestraße 9-11, 91054 Erlangen, Germany
| | - Elisabeth Wischlitzki
- grid.5330.50000 0001 2107 3311Institute and Outpatient Clinic of Occupational, Social and Environmental Medicine Friedrich-Alexander-Universität Erlangen-Nürnberg, Henkestraße 9-11, 91054 Erlangen, Germany
| | - Hans Drexler
- grid.5330.50000 0001 2107 3311Institute and Outpatient Clinic of Occupational, Social and Environmental Medicine Friedrich-Alexander-Universität Erlangen-Nürnberg, Henkestraße 9-11, 91054 Erlangen, Germany
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"Should I Tell My Leader or Not?"-Health-Oriented Leadership and Stigma as Antecedents of Employees' Mental Health Information Disclosure Intentions at Work. J Occup Environ Med 2023; 65:74-85. [PMID: 36069816 DOI: 10.1097/jom.0000000000002688] [Citation(s) in RCA: 7] [Impact Index Per Article: 7.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/11/2023]
Abstract
OBJECTIVE To investigate how health-oriented leadership and stigma facilitate or impede employees' disclosure intentions to leaders. METHODS In two studies-an experimental vignette (n = 73) and a cross-sectional study (n = 220)-we manipulated or measured health-oriented leadership, transformational leadership, and organizational stigma and compared different reasons for disclosure (mental health problems and severe error) to separate general and specific disclosure decisions. RESULTS Health-oriented leadership fostered disclosure above and beyond transformational leadership. High organizational stigma was associated with lower disclosure. Health-oriented leadership had a stronger effect on disclosing mental problems than on disclosing a severe error and slightly mitigated the negative relationship between stigma and disclosure in study 1. Findings were not influenced by employees' current mental health status. CONCLUSIONS Our findings highlight the importance of health-oriented leadership as a facilitator and organizational stigma as a barrier to disclosure intentions.
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Pischel S, Felfe J, Klebe L. "Should I Further Engage in Staff Care?": Employees' Disclosure, Leaders' Skills and Goal Conflict as Antecedents of Health-Oriented Leadership. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 20:162. [PMID: 36612483 PMCID: PMC9819502 DOI: 10.3390/ijerph20010162] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 11/23/2022] [Revised: 12/16/2022] [Accepted: 12/21/2022] [Indexed: 06/17/2023]
Abstract
Leaders play a crucial role in employees' health and job satisfaction. When employees show early warning signs that their physical or mental health is at risk, leaders' responsibility gains even more importance. Recent health-specific leadership approaches (health-oriented leadership; HoL) emphasize the importance of leaders ability to perceive employees' warning signals (staff care awareness) to take appropriate action (staff care behavior). However, little is known about the factors facilitating or hindering the transfer from leaders' awareness to concrete behaviors. In an experimental study (N = 91), we examined and manipulated antecedents of staff care behavior: (a) employees' disclosure, (b) leaders' HoL skills, and (c) leaders' goal conflict in a 2 × 2 × 2 mixed factorial design. Employees' disclosure and leaders' skills were positively related to staff care behavior. Leaders' goal conflict was not directly related to staff care behavior but had an indirect effect and diminished the positive relationship between disclosure and staff care behavior. The findings deepen the theoretical understanding of the HoL concept. By studying the influence of employees' disclosure on staff care behavior, our study complements a follower-centered perspective. We provide practical recommendations for workplace health promotion and how leaders' staff care behavior can be fostered.
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Tautz DC, Schübbe K, Felfe J. Working from home and its challenges for transformational and health-oriented leadership. Front Psychol 2022; 13:1017316. [DOI: 10.3389/fpsyg.2022.1017316] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/11/2022] [Accepted: 10/10/2022] [Indexed: 12/03/2022] Open
Abstract
The Covid-19 crisis forced many employees to abruptly relocate their workplace from the office to their homes. As working from home is expected to remain part of our working world, consequences for leadership need to be examined. Our study aims to investigate the concrete challenges regarding the feasibility of transformational leadership and health-oriented leadership in this remote setting. Therefore, we collected quantitative and qualitative data of 23 leaders and 18 employees from various organizations in Germany. Both groups were asked to report their experiences during working from home in comparison to the traditional office setting. Findings of our study provide a comprehensive understanding regarding the underlying mechanism that impede transformational and health-oriented leadership in the remote setting. Among them participants reported a lack of social presence, limited informal chats, communication difficulties and lack of mutual trust. Based on our findings we derive practical implications for leaders and HR practitioners.
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Health-oriented leadership’s impact on the well-being of healthcare workers: Assessment with a mediated model. UPRAVLENETS 2022. [DOI: 10.29141/2218-5003-2022-13-5-4] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Abstract
. In the face of growing stress in the workplace, employers are particularly interested in management practices focused on maintaining the psychological health of employees. This study examines the effect of the perception of health-oriented leadership (HoL) on the well-being of healthcare workers who have severe psychosocial working conditions in order to increase interest in employee well-being and provide leadership with a central role in this regard. The paper examined psychological wellbeing (PWB), job satisfaction, and life satisfaction together while attempting to determine whether HoL directly and indirectly (via PWB) affected work and life satisfaction based on the JD-R model. The methodological basis of the study was the provisions of the human resource theory management and the theory of leadership. Data was collected from 187 employees (convenience sampling) of a healthcare organization operating in a province in Turkey with the survey technique and analyzed using the SPSS and Smart PLS software. The findings revealed that HoL affects job satisfaction and life satisfaction both directly and through PWB. Therefore, the perception of HoL increased PWB, which in turn increased job satisfaction and life satisfaction. The study ultimately deducted that it was important to exhibit HoL behaviors for employee well-being. Among possible directions for further research could be a longitudinal design of analysis, as well as expanding the sample by including private healthcare organizations and additional locations.
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Pischel S, Felfe J, Krick A. Health-oriented leadership: Antecedents of leaders’ awareness regarding warning signals of emerging depression and burnout. GERMAN JOURNAL OF HUMAN RESOURCE MANAGEMENT-ZEITSCHRIFT FUR PERSONALFORSCHUNG 2022. [DOI: 10.1177/23970022221130754] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/05/2023]
Abstract
Due to growing demands, there is an increase in depression and burnout causing sickness absence and early retirement. Detecting depression and burnout at an early stage is a crucial task for leaders to allow for early support and prevent more severe illnesses. Within the health-oriented leadership concept, awareness is the ability to recognize followers’ warning signals as a potential health risk. Although it is widely accepted that awareness is a precondition to taking appropriate action, it is yet unclear to what extent leaders recognize the warning signals of followers and which factors facilitate or impede awareness. In an experimental study ( N = 54) and a survey study ( N = 215) we examined antecedents of awareness in followers and leaders: (a) clarity of displayed warning signals in followers, (b) leaders’ stressors, (c) leaders’ autonomy. Even under favorable conditions, only about half of the leaders recognized warning signals as a health risk. Leaders showed lower awareness during times of high stress and low autonomy and when followers displayed less clear warning signals. Autonomy moderated the effect of stress (workload) on awareness, but there was no buffering effect as expected. The findings deepen the theoretical understanding of awareness and suggest that leaders need to know how their awareness may be impeded. We provide practical recommendations for human resource management on how leaders’ awareness can be fostered.
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Affiliation(s)
- Sarah Pischel
- Helmut Schmidt University Hamburg/ University of the Federal Armed Forces, Germany
| | - Jörg Felfe
- Helmut Schmidt University Hamburg/University of the Federal Armed Forces, Germany
| | - Annika Krick
- Helmut Schmidt University Hamburg/University of the Federal Armed Forces, Germany
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Efimov I, Rohwer E, Harth V, Mache S. Virtual leadership in relation to employees' mental health, job satisfaction and perceptions of isolation: A scoping review. Front Psychol 2022; 13:960955. [DOI: 10.3389/fpsyg.2022.960955] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/03/2022] [Accepted: 10/12/2022] [Indexed: 11/13/2022] Open
Abstract
BackgroundThe significant increase of digital collaboration, driven by the current COVID-19 pandemic, is resulting in changes in working conditions and associated changes in the stress-strain perception of employees. Due to the evident leadership influence on employees' health and well-being in traditional work settings, there is a need to investigate leadership in virtual remote work contexts as well. The objective of this scoping review was to assess the extent and type of evidence concerning virtual leadership in relation to employees' mental health, job satisfaction and perceptions of isolation.MethodA search was undertaken in five databases, PubMed, Cochrane Library, PsycINFO, PSYNDEX and Web of Science, as well as reference lists of included articles on 9th February 2021 and an update on 28th September 2021. The search strategy was limited to English, German and French language, peer reviewed journal articles published from January 2000 onwards. This scoping review was conducted in accordance with the JBI methodology for scoping reviews. The methodological quality of the included studies was assessed using the JBI critical appraisal tools. A narrative synthesis was conducted.ResultsNineteen studies met the eligibility criteria for this review. Overarching review findings suggested a positive link between virtual leadership and well-being, job satisfaction, and a negative link to psychological strain, stress and perceptions of isolation of digitally collaborating employees.ConclusionsBy mapping the available evidence on virtual leadership in relation to health and work-related employee outcomes, the review identified many research gaps in terms of content and methodology. Due to limited data, causal relationships were not derived. Future research is needed to examine the complex cause-and-effect relationships of virtual leadership in more detail.
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Krick A, Felfe J, Hauff S, Renner KH. Facilitating Health-Oriented Leadership from a Leader’s Perspective. ZEITSCHRIFT FUR ARBEITS-UND ORGANISATIONSPSYCHOLOGIE 2022. [DOI: 10.1026/0932-4089/a000397] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Abstract
Abstract. Health-oriented leadership (HoL) is vital for the improvement of health and an essential part of psychological risk management. However, the relevance of different antecedent factors is unknown. We used data from a Germany-wide online survey with N = 738 leaders. Referring to the JD-R model, we analyzed leaders’ demands and resources that facilitate or impede health-oriented leadership from a leader’s perspective. Moreover, we examined the relevance of contextual factors like branch, company size, and management span. Whereas results show only small differences for contextual factors, we found positive relationships between leaders’ resources, like autonomy and social support, and negative relationships with workplace demands (availability, multitasking) and HoL from a leader’s perspective. At the organizational level, HoL is positively linked to high-performance work practices and health-oriented HRM strategies. From a leader’s perspective, the findings provide evidence for the relevance of favorable working conditions and human resources practices for improving HoL as part of psychological risk management.
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Affiliation(s)
- Annika Krick
- Professur für Arbeits-, Organisations- und Wirtschaftspsychologie, Fakultät für Geistes- und Sozialwissenschaften, Helmut Schmidt University/University of the Federal Armed Forces, Hamburg, Germany
| | - Jörg Felfe
- Professur für Arbeits-, Organisations- und Wirtschaftspsychologie, Fakultät für Geistes- und Sozialwissenschaften, Helmut Schmidt University/University of the Federal Armed Forces, Hamburg, Germany
| | - Sven Hauff
- Professur für Arbeit, Personal und Organisation, Fakultät für Geistes- und Sozialwissenschaften, Helmut Schmidt University/University of the Federal Armed Forces, Hamburg, Germany
| | - Karl-Heinz Renner
- Professur für Persönlichkeitspsychologie und Psychologische Diagnostik, Fakultät für Humanwissenschaften, Universität der Bundeswehr, München, Germany
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Does Self-Care Make You a Better Leader? A Multisource Study Linking Leader Self-Care to Health-Oriented Leadership, Employee Self-Care, and Health. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19116733. [PMID: 35682319 PMCID: PMC9180678 DOI: 10.3390/ijerph19116733] [Citation(s) in RCA: 9] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 04/12/2022] [Revised: 05/25/2022] [Accepted: 05/28/2022] [Indexed: 02/06/2023]
Abstract
Leadership plays an important role in employee well-being. In light of a growing research interest in leaders’ resources as determinants of healthy leadership, it is not yet clear how leaders’ behavior regarding their own health (self-care) may trickle down to employees. Drawing on Conservation of Resources Theory and the model of Health-Oriented Leadership, this study tests two mechanisms through which employees may benefit from self-caring leaders: (a) through staff care, that is, concern for their employees’ health (improved leadership hypothesis); and (b) through a direct relationship between leaders’ and employees’ self-care (role-modeling hypothesis). In turn, both staff care and employee self-care would relate positively to employee health. Multilevel path models based on a sample of N = 46 supervisors and 437 employees revealed that leader self-care was positively related to leader-rated staff care at Level 2, which was positively related to employee-rated staff care at Level 1. In turn, employee-rated staff care was positively related to employee health. The findings support the improved leadership hypothesis and underline the importance of leader self-care as a determinant of healthy leadership.
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18
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Caring for yourself and for others: team health climate and self-care explain the relationship between health-oriented leadership and exhaustion. JOURNAL OF MANAGERIAL PSYCHOLOGY 2022. [DOI: 10.1108/jmp-10-2021-0567] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeHealth-oriented leadership is an emerging concept that is promising for better understanding how leaders can support employee well-being. However, there is uncertainty about the process through which health-oriented leadership relates to employee well-being. Advancing health-oriented leadership research, this study aims to examine employee self-care and the perceived team health climate as mediating mechanisms.Design/methodology/approachThe authors conducted a time-lagged study with three measurement points (NT1 = 335, NT2 = 134, NT2 = 113) to test these mechanisms.FindingsThe results show that health-oriented leadership at Time 1 positively relates to employee self-care and perceived team health climate at Time 2, which, in turn, are negatively associated with employee exhaustion at Time 3.Originality/valueThe indirect associations suggest that health-oriented leadership relates to employee well-being via the perceived team health climate and the individuals' self-care. By revealing an important mediating mechanism, this study contributes to the health-oriented leadership literature and can help organizations and leaders improve health promotion in organizations.
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19
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Hauff S, Krick A, Klebe L, Felfe J. High-Performance Work Practices and Employee Wellbeing-Does Health-Oriented Leadership Make a Difference? Front Psychol 2022; 13:833028. [PMID: 35310243 PMCID: PMC8927663 DOI: 10.3389/fpsyg.2022.833028] [Citation(s) in RCA: 7] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/10/2021] [Accepted: 02/10/2022] [Indexed: 11/13/2022] Open
Abstract
This paper sheds further light on the contextual boundaries in the relationship between high-performance work practices (HPWPs) and employee wellbeing. In particular, we analyze whether this relationship is moderated by health-oriented leadership behavior (i.e., staff care) which describes the extent to which leaders value, are aware of, and protect their followers' health at work. Our analyses are based on employee data (N = 1,345) from Germany, covering two points in time. Findings show positive associations between HPWPs and happiness-related (i.e., engagement, commitment) and health-related (i.e., general health, physical health complaints, mental health complaints, strain) wellbeing outcomes. The positive relationship between HPWPs and employee wellbeing is weaker the more employees experience leadership behavior in terms of staff care. Thus, our results provide further evidence for a substitutive or compensatory effect between HRM and leadership.
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Affiliation(s)
- Sven Hauff
- Department of Humanities and Social Sciences, Helmut Schmidt University, Hamburg, Germany
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20
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Do Organizational Health Climates and Leader Health Mindsets Enhance Employees' Work Engagement and Job Crafting Amid the Pandemic? INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph182212123. [PMID: 34831879 PMCID: PMC8618264 DOI: 10.3390/ijerph182212123] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 10/14/2021] [Revised: 11/16/2021] [Accepted: 11/16/2021] [Indexed: 11/17/2022]
Abstract
Although the COVID-19 pandemic has resulted in many health- and stress-related symptoms among employees, surprisingly few studies have assessed the effect of a health-promoting organizational climate or leadership on employee work outcomes. To fill this gap, our research proposed and tested a moderated mediation model involving perceived organizational health climate (POHC), leader health mindset (LHM), work engagement, and job crafting. Our propositions were tested using two-wave data collected from 301 South Korean employees. As predicted, POHC was positively related to employees' job crafting, and this relationship was mediated by work engagement. Moreover, the positive relationship between POHC and work engagement and the indirect effect of POHC on job crafting through work engagement were more pronounced when LHM was high than when it was low. These findings support the job demands-resources model and social exchange theory and have implications for helping employees maintain their work attitudes and behavior in times of crisis.
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21
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Kaluza AJ, Junker NM, Schuh SC, Raesch P, Rooy NK, Dick R. A leader in need is a leader indeed? The influence of leaders' stress mindset on their perception of employee well‐being and their intended leadership behavior. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2021. [DOI: 10.1111/apps.12359] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/11/2022]
Affiliation(s)
- Antonia J. Kaluza
- Department of Psychology Goethe University Frankfurt Frankfurt Germany
| | - Nina M. Junker
- Department of Psychology Goethe University Frankfurt Frankfurt Germany
- Department of Psychology University of Oslo Oslo Norway
| | - Sebastian C. Schuh
- Department of Organisational Behaviour and Human Resource Management China Europe International Business School (CEIBS) Shanghai China
| | - Pauline Raesch
- Department of Psychology Goethe University Frankfurt Frankfurt Germany
| | - Nathalie K. Rooy
- Department of Psychology University of Zurich Zurich Switzerland
| | - Rolf Dick
- Department of Psychology Goethe University Frankfurt Frankfurt Germany
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22
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Abstract
Abstract. By disrupting routines at work, the Covid-19 pandemic may have undermined the extent and effectiveness of health-oriented leadership (HoL) in terms of staff-care and self-care. In a survey with two measurement points in the spring of 2020 ( Nt1=264; Nt2=123), we examined whether the stronger the crisis the lower HoL is, while becoming more effective in terms of follower health. Crisis severity turned out to be indirectly related to exhaustion via staff-care and self-care. Staff-care was more effective for follower health the stronger the crisis was. The results were largely supported in a subsample when exhaustion was measured 1 week later. Moreover, the Covid-19 pandemic was indirectly related to crisis severity via hindrance stressors. Findings underline that staff-care was jeopardized but gained in importance during the pandemic. By displaying staff-care, leaders can buffer negative crisis effects on followers. Organizations should strengthen HoL to protect the health of both leaders and followers during crises.
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Affiliation(s)
- Laura Klebe
- Helmut Schmidt University / University of the Federal Armed Forces Hamburg, Germany
| | - Katharina Klug
- Helmut Schmidt University / University of the Federal Armed Forces Hamburg, Germany
| | - Jörg Felfe
- Helmut Schmidt University / University of the Federal Armed Forces Hamburg, Germany
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23
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Schwatka NV, Dally M, Shore E, Dexter L, Tenney L, Brown CE, Newman LS. Profiles of total worker health® in United States small businesses. BMC Public Health 2021; 21:1010. [PMID: 34051787 PMCID: PMC8164062 DOI: 10.1186/s12889-021-11045-8] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/19/2020] [Accepted: 05/10/2021] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND The Total Worker Health® (TWH) approach is a best practice method to protect and promote worker safety, health, and well-being. Central to this approach is leadership support and health and safety climates that support day-to-day use of health and safety policies and programs. There is some research that supports these relationships, but there is limited research amongst small businesses. Furthermore, it remains to be shown what role TWH business strategies, as reflected by organizational policies and programs, play in this process. The purpose of this study is to characterize small businesses by their organizations' TWH approach and assess the relationship of these approaches to employee health and safety behaviors. METHODS We utilized cross-sectional data from 97 businesses participating in the Small+Safe+Well study. We collected data using a business assessment tool, Healthy Workplace Assessment™, and an employee assessment tool, Employee Health and Safety Culture Survey. We used latent profile analysis at the business level to identify subgroups of businesses based on a set of characteristics from these assessments. Linear regression analysis at the employee level was used to determine profile association with employee safety and health behaviors. RESULTS There were two profiles characterized by the lowest (33% of all businesses) and highest (9%) levels of the indicators. There were also two profiles with higher scores on two of the different foci on either TWH business strategies (27%) or leadership and climate (31%). Employees working for a business with a profile that focused on leadership and climate, in addition to having a business strategy, reported the best safety and health behaviors. CONCLUSIONS Our study demonstrates that employee engagement in TWH will be highest when businesses have a strategy for how they implement a TWH approach and when they demonstrate leadership commitment to these strategies and foster positive safety and health climates. Our results offer suggestions on how to use TWH assessments to develop interventions for small businesses. More research is needed to understand whether small businesses can improve upon their profile overtime, whether these changes depend on contextual factors, and whether TWH interventions can help them improve their profile.
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Affiliation(s)
- Natalie V Schwatka
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 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.
| | - Miranda Dally
- 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
| | - Erin Shore
- 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
| | - Lynn Dexter
- 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
| | - 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
| | - Carol E Brown
- 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
| | - 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
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Kaluza AJ, Weber F, van Dick R, Junker NM. When and how health‐oriented leadership relates to employee well‐being—The role of expectations, self‐care, and LMX. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2021. [DOI: 10.1111/jasp.12744] [Citation(s) in RCA: 20] [Impact Index Per Article: 6.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/31/2022]
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25
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Vonderlin R, Schmidt B, Müller G, Biermann M, Kleindienst N, Bohus M, Lyssenko L. Health-Oriented Leadership and Mental Health From Supervisor and Employee Perspectives: A Multilevel and Multisource Approach. Front Psychol 2021; 11:614803. [PMID: 33536980 PMCID: PMC7848224 DOI: 10.3389/fpsyg.2020.614803] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/07/2020] [Accepted: 12/24/2020] [Indexed: 11/13/2022] Open
Abstract
The link between leadership and mental health at the workplace is well established by prior research. However, most of the studies have addressed this relationship from a single-source perspective. The aim of this study was to examine how supervisor and employee ratings of health-oriented leadership correspond to each other and which sources are predictive for employee mental health. We assessed data within 99 teams (headed by 99 supervisors) containing 713 employees in 11 different companies in Southern Germany. Supervisors and their staff completed questionnaires on the supervisors' health-oriented staff-care dimensions awareness, value of health and health behavior (Health-Oriented Leadership Scale, HoL) and current mental distress (Hospital Anxiety and Depression Scale, HADS). Hierarchical linear models revealed that supervisors' self-ratings were significantly related to their employees' ratings (at the team level) only on the health behavior dimension, but not on the health awareness and value of health dimensions. Also, supervisors rated themselves significantly higher on HoL compared to their employees. Employee ratings of HoL significantly predicted their own level of mental distress (direct within-level effect), whereas supervisor ratings of HoL did not predict employees' mental distress at the team level (direct cross-level effect). Supervisors' self-ratings of HoL did not influence the relationship between employee ratings of HoL and their mental distress on an individual level (cross-level interaction). These results highlight the complex relationship between multisource assessments of HoL and employee mental health, emphasizing the importance of subjective perception for mental health. Future studies should investigate under which conditions supervisor and employee ratings correspond to each other and are predictive for mental health at the workplace.
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Affiliation(s)
- Ruben Vonderlin
- Institute for Psychiatric and Psychosomatic Psychotherapy, Central Institute of Mental Health, University of Heidelberg, Mannheim, Germany
| | - Burkhard Schmidt
- University of Applied Sciences Fresenius Heidelberg, Heidelberg, Germany
| | - Gerhard Müller
- Department of Health Promotion/Occupational Health Management, AOK Baden-Wuerttemberg, Stuttgart, Germany
| | - Miriam Biermann
- Institute for Psychiatric and Psychosomatic Psychotherapy, Central Institute of Mental Health, University of Heidelberg, Mannheim, Germany
| | - Nikolaus Kleindienst
- Institute for Psychiatric and Psychosomatic Psychotherapy, Central Institute of Mental Health, University of Heidelberg, Mannheim, Germany
| | - Martin Bohus
- Institute for Psychiatric and Psychosomatic Psychotherapy, Central Institute of Mental Health, University of Heidelberg, Mannheim, Germany.,McLean Hospital, Harvard Medical School, Boston, MA, United States
| | - Lisa Lyssenko
- Department of Public Health and Health Education, University of Education, Freiburg, Germany
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26
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Efimov I, Harth V, Mache S. Health-Oriented Self- and Employee Leadership in Virtual Teams: A Qualitative Study with Virtual Leaders. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17186519. [PMID: 32906846 PMCID: PMC7557674 DOI: 10.3390/ijerph17186519] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 08/07/2020] [Revised: 09/04/2020] [Accepted: 09/04/2020] [Indexed: 11/16/2022]
Abstract
Virtual teamwork as a new way of working is becoming increasingly prevalent in a growingly globalized and digitalized working environment. Due to the associated raise in health-related stress factors at the workplace and the central role of leaders in workplace health promotion, the aim of this study is to obtain initial findings on the use of health-oriented self- and employee leadership in virtual teams from the perspective of virtual leaders. Semi-structured telephone interviews were conducted with 13 virtual leaders by using the problem-centered interview method. The collected data were deductively and inductively evaluated and interpreted using the qualitative content analysis according to Mayring. The results show that virtual leaders ascribed great value of health and showed great awareness in health-oriented self- and employee leadership. Physical activity and boundary management were particularly mentioned as health-oriented self-leadership behaviors. The majority of leaders described communication, building trust, support in boundary management and implementation of personal meetings as health-oriented employee leadership behaviors. In addition to social, technical, and personal factors, primarily organizational factors were mentioned as factors of influence in this context. For a more comprehensive understanding of health-oriented leadership, the inclusion of virtual team members in further research studies is necessary.
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27
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Arnold M, Rigotti T. Is it Getting Better or Worse? Health‐Oriented Leadership and Psychological Capital as Resources for Sustained Health in Newcomers. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2020. [DOI: 10.1111/apps.12248] [Citation(s) in RCA: 12] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/28/2023]
Affiliation(s)
| | - Thomas Rigotti
- Leibniz Institute for Resilience Research Germany
- Johannes Gutenberg‐University Mainz Germany
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