Transfer of a leadership training intervention prior to COVID-19 on leadership support during the pandemic

IF 3.1 4区 管理学 Q2 MANAGEMENT Journal of Managerial Psychology Pub Date : 2024-06-19 DOI:10.1108/jmp-10-2023-0582
Rebecca M. Brossoit, Leslie B. Hammer, Todd E. Bodner, Cynthia D. Mohr, Shalene J. Allen, Tori L. Crain, Krista J. Brockwood, Amy B. Adler
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Abstract

Purpose

We examined the impact of a leadership support training intervention implemented prior to the coronavirus (COVID-19) pandemic on support behaviors specific to COVID-19 during the pandemic. Primary intervention targets (i.e. family-supportive supervisor behaviors and sleep leadership behaviors) were explored as mediators between the intervention and supportive COVID-19 leadership behaviors.

Design/methodology/approach

A cluster randomized controlled trial intervention was implemented with service members and their supervisors in the Army and Air National Guard throughout 2017–2019. Follow-up survey data were collected after the intervention, including during the COVID-19 pandemic in 2020. Direct and indirect intervention effects were tested.

Findings

A pre-COVID intervention targeting leader support for family and sleep health had a direct effect on leader support specific to the COVID-19 pandemic. Additionally, sleep leadership, but not family-supportive supervisor behaviors, mediated the intervention effects on supportive COVID-19 leadership. These findings suggest that certain leadership training interventions can transfer across knowledge domains and time.

Practical implications

Findings from this study demonstrate that training leaders on support behaviors improves their ability to support employees during the COVID-19 pandemic and may translate to crisis leadership in other contexts.

Originality/value

We examined the long-term effects of an intervention that was implemented approximately 1–2 years prior to the COVID-19 pandemic on leadership support behaviors specific to the pandemic. Our findings contribute to the leadership, training, and organizational intervention literatures, and have implications for how leaders can support employees during crises.

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在 COVID-19 大流行期间领导力支持之前转移领导力培训干预措施
目的我们研究了冠状病毒(COVID-19)大流行前实施的领导力支持培训干预措施对大流行期间COVID-19特有的支持行为的影响。主要干预目标(即支持家庭的主管行为和睡眠领导行为)被视为干预与支持 COVID-19 领导行为之间的中介。干预结束后,包括 2020 年 COVID-19 大流行期间,收集了后续调查数据。对直接和间接干预效果进行了测试。研究结果 一项针对领导者对家庭和睡眠健康的支持的 COVID 前期干预对 COVID-19 大流行期间的领导者支持产生了直接影响。此外,睡眠领导力(而非支持家庭的主管行为)对支持 COVID-19 领导力的干预效果具有中介作用。这些研究结果表明,某些领导力培训干预措施可以跨知识领域和时间进行转移。本研究的结果表明,对领导者进行支持行为培训可以提高他们在 COVID-19 大流行期间支持员工的能力,并可转化为其他情况下的危机领导力。原创性/价值我们研究了在 COVID-19 大流行前约 1-2 年实施的干预措施对大流行期间领导支持行为的长期影响。我们的研究结果有助于领导力、培训和组织干预方面的研究,并对领导者如何在危机期间为员工提供支持具有借鉴意义。
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来源期刊
CiteScore
5.50
自引率
6.20%
发文量
26
期刊介绍: ■Communication and its influence on action ■Developments in leadership styles ■How managers achieve success ■How work design affects job motivation ■Influences on managerial priorities and time allocation ■Managing conflicts ■The decision-making process in Eastern and Western business cultures
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