José C. Andrés, David Aguado, Antonio L. García-Izquierdo
The use of LinkedIn as a tool in the recruitment and selection process has become routine in human resource management. However, a major drawback of such an approach is the lack of systematic and rigorous inferences on the psychological characteristics of the candidates. Calls have been made by scholars for further research on the psychometric guarantee of LinkedIn as a tool in the selection process. This study adopts signalling theory as a framework for exploring how LinkedIn profile information signals a candidate’s soft skills. Using a sample of 169 ITC professionals, through a cross-sectional design, soft skills were measured by means of a self-report questionnaire and LinkedIn profiles were assessed using rubrics for measuring the LinkedIn Big Four. Our findings demonstrate that LinkedIn Big Four Breadth of Professional Experience and Social Capital are valid signals of leadership, communication, problem solving, entrepreneurial and commercial thinking, planning and organization, and teamwork. We discuss the practical and theoretical implications of our results.
{"title":"Big Four LinkedIn Dimensions: Signals of Soft Skills?","authors":"José C. Andrés, David Aguado, Antonio L. García-Izquierdo","doi":"10.5093/jwop2023a9","DOIUrl":"https://doi.org/10.5093/jwop2023a9","url":null,"abstract":"The use of LinkedIn as a tool in the recruitment and selection process has become routine in human resource management. However, a major drawback of such an approach is the lack of systematic and rigorous inferences on the psychological characteristics of the candidates. Calls have been made by scholars for further research on the psychometric guarantee of LinkedIn as a tool in the selection process. This study adopts signalling theory as a framework for exploring how LinkedIn profile information signals a candidate’s soft skills. Using a sample of 169 ITC professionals, through a cross-sectional design, soft skills were measured by means of a self-report questionnaire and LinkedIn profiles were assessed using rubrics for measuring the LinkedIn Big Four. Our findings demonstrate that LinkedIn Big Four Breadth of Professional Experience and Social Capital are valid signals of leadership, communication, problem solving, entrepreneurial and commercial thinking, planning and organization, and teamwork. We discuss the practical and theoretical implications of our results.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"12 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136136263","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Recent outbreaks of food related illness have brought greater attention to protecting food from contamination. Psychological approaches to behaviors during food processing can contribute to workers’ efforts to keep food safe and avoiding contamination. This study examines the effectiveness of the theory of planned behavior (TPB) in predicting self-reported food safety behaviors of turkey-processing workers. Consistent with the TPB, this study suggests that attitude toward the behavior, subjective norm, perceived behavioral control
{"title":"Applying the Theory of Planned Behavior to Understand Workers’ Production of Safe Food","authors":"Gary S. Nickell, Verlin B. Hinsz","doi":"10.5093/jwop2023a10","DOIUrl":"https://doi.org/10.5093/jwop2023a10","url":null,"abstract":"Recent outbreaks of food related illness have brought greater attention to protecting food from contamination. Psychological approaches to behaviors during food processing can contribute to workers’ efforts to keep food safe and avoiding contamination. This study examines the effectiveness of the theory of planned behavior (TPB) in predicting self-reported food safety behaviors of turkey-processing workers. Consistent with the TPB, this study suggests that attitude toward the behavior, subjective norm, perceived behavioral control","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44970660","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The scientific literature has shown interest in identifying psychological strengths that predict mental health and job search behaviors in the unemployed population. Emotional intelligence (EI) and resilience are key psychological resources, although there is a lack of understanding of underlying mechanisms involved during unemployment. In this study we aimed to examine whether resilient coping serves as a mediator between EI and depressive symptoms, happiness, and job search behaviors in unemployed. To prove whether resilient coping mediates this link, we recruited 401 unemployed through LinkedIn and asked them to complete self-report questionnaires. Correlational results showed significant relationships in the expected way. The results of the mediation analyses showed that resilient coping mediated the link between EI and job search behaviors, happiness, and depressive symptoms. The findings suggest that career counseling units should incorporate EI and resilience modules into their employability programs to promote the mental health and employability of the unemployed.
{"title":"Emotional Intelligence, Mental Health, and Job Search Behaviors during Unemployment: The Mediating Role of Resilient Coping","authors":"Jorge Gómez-Hombrados, Natalio Extremera","doi":"10.5093/jwop2023a12","DOIUrl":"https://doi.org/10.5093/jwop2023a12","url":null,"abstract":"The scientific literature has shown interest in identifying psychological strengths that predict mental health and job search behaviors in the unemployed population. Emotional intelligence (EI) and resilience are key psychological resources, although there is a lack of understanding of underlying mechanisms involved during unemployment. In this study we aimed to examine whether resilient coping serves as a mediator between EI and depressive symptoms, happiness, and job search behaviors in unemployed. To prove whether resilient coping mediates this link, we recruited 401 unemployed through LinkedIn and asked them to complete self-report questionnaires. Correlational results showed significant relationships in the expected way. The results of the mediation analyses showed that resilient coping mediated the link between EI and job search behaviors, happiness, and depressive symptoms. The findings suggest that career counseling units should incorporate EI and resilience modules into their employability programs to promote the mental health and employability of the unemployed.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"58 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136136264","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Validez Predictiva e Igualdad de Trato de la “Oposición” como Método de Selección para Inspectores de Hacienda y Técnicos de Hacienda del Estado","authors":"Jesús F. Salgado","doi":"10.5093/jwop2023a13","DOIUrl":"https://doi.org/10.5093/jwop2023a13","url":null,"abstract":"","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"1 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42247355","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Nicola Cangialosi, Carlo Odoardi, Marco Peña-Jimenez, Mirko Antino
This study examines the relationship between employees’ social tie diversity (ties heterogeneity based on organizational functions), innovative work behavior, informal field-based learning, and reciprocity (bidirectional ties proportion). A sample of 182 workers from an Italian clothing manufacturing company was analyzed. The findings reveal that social tie diversity positively influences innovative work behavior, and their relationship is mediated by informal field-based learning. Additionally, reciprocity strengthens the indirect link between social tie diversity and innovative work behavior. This research contributes to the network and innovation literature by corroborating the role of social tie diversity in promoting innovative work behaviors, highlighting the importance of informal field-based learning, and emphasizing the impact of reciprocity. By doing so, this study offers insights into processes and conditions under which social tie diversity has the greatest impact on employee innovation, providing practical implications for fostering innovative work behaviors in organizations.
{"title":"Diversity of Social Ties and Employee Innovation: The Importance of Informal Learning and Reciprocity","authors":"Nicola Cangialosi, Carlo Odoardi, Marco Peña-Jimenez, Mirko Antino","doi":"10.5093/jwop2023a8","DOIUrl":"https://doi.org/10.5093/jwop2023a8","url":null,"abstract":"This study examines the relationship between employees’ social tie diversity (ties heterogeneity based on organizational functions), innovative work behavior, informal field-based learning, and reciprocity (bidirectional ties proportion). A sample of 182 workers from an Italian clothing manufacturing company was analyzed. The findings reveal that social tie diversity positively influences innovative work behavior, and their relationship is mediated by informal field-based learning. Additionally, reciprocity strengthens the indirect link between social tie diversity and innovative work behavior. This research contributes to the network and innovation literature by corroborating the role of social tie diversity in promoting innovative work behaviors, highlighting the importance of informal field-based learning, and emphasizing the impact of reciprocity. By doing so, this study offers insights into processes and conditions under which social tie diversity has the greatest impact on employee innovation, providing practical implications for fostering innovative work behaviors in organizations.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"216 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136136262","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Heavy Work Investment (HWI) is a construct that comprises both workaholism and work engagement. We tested a path analysis model on 364 Italian workers, with servant leadership as a predictor of HWI and HWI as a predictor of Organizational Citizenship Behaviors (OCB) and Counterproductive Work Behaviors (CWB). We also performed ANOVAs and MANOVAs. Among the main findings, servant leadership is a positive predictor of both workaholism and work engagement. Work engagement is a positive predictor of OCB and a negative predictor of CWB. Conversely, workaholism, is a positive predictor of CWB, but it does not predict OCB. Hence, we encourage implementing soft-skills interventions aimed at making leaders aware of the different worker types in their organization to develop tailored measures to foster work engagement rather than workaholism. Also, we recommend controlling for work engagement when analyzing workaholism, given the different findings that arose when controlling or not controlling for work engagement.
{"title":"Heavy Work Investment, Workaholism, Servant Leadership, and Organizational Outcomes: A Study among Italian Workers","authors":"Yura Loscalzo, Aharon Tziner, Or Shkoler","doi":"10.5093/jwop2023a7","DOIUrl":"https://doi.org/10.5093/jwop2023a7","url":null,"abstract":"Heavy Work Investment (HWI) is a construct that comprises both workaholism and work engagement. We tested a path analysis model on 364 Italian workers, with servant leadership as a predictor of HWI and HWI as a predictor of Organizational Citizenship Behaviors (OCB) and Counterproductive Work Behaviors (CWB). We also performed ANOVAs and MANOVAs. Among the main findings, servant leadership is a positive predictor of both workaholism and work engagement. Work engagement is a positive predictor of OCB and a negative predictor of CWB. Conversely, workaholism, is a positive predictor of CWB, but it does not predict OCB. Hence, we encourage implementing soft-skills interventions aimed at making leaders aware of the different worker types in their organization to develop tailored measures to foster work engagement rather than workaholism. Also, we recommend controlling for work engagement when analyzing workaholism, given the different findings that arose when controlling or not controlling for work engagement.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"41 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135771282","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pablo Ruiz-Palomino, Pablo Zoghbi-Manrique-de-Lara, Graça Miranda Silva
This paper analyzes the role of temporary/permanent employment in the way employees respond to person-organization fit (P-O Fit) with organizational citizenship behaviors (OCBs), and whether mindfulness redraws this relationship. Compared to permanent employees, temporary employees may have fewer future prospects in their organization, thus leading them to engage less in this type of behavior, the potential returns of which are typically unspecified in time and are likely beyond their temporary reach. However, the self-regulatory, present-moment awareness and non-judgmental acceptance functions of mindfulness could reverse this relationship. Structural equation modeling using data from 280 employees of 10 Spanish hotels revealed that temporary (permanent) employees reacted to P-O Fit with lower (higher) OCBs, unless they were mindful, in which case their OCBs increased (decreased). The findings show that employment status and mindfulness redraw the P-O Fit - OCB relationship and that mindfulness makes temporary (permanent) employees respond to P-O Fit with increased (decreased) OCBs.
{"title":"How Temporary/Permanent Employment Status and Mindfulness Redraw Employee Organizational Citizenship Responses to Person-Organization Fit","authors":"Pablo Ruiz-Palomino, Pablo Zoghbi-Manrique-de-Lara, Graça Miranda Silva","doi":"10.5093/jwop2023a3","DOIUrl":"https://doi.org/10.5093/jwop2023a3","url":null,"abstract":"This paper analyzes the role of temporary/permanent employment in the way employees respond to person-organization fit (P-O Fit) with organizational citizenship behaviors (OCBs), and whether mindfulness redraws this relationship. Compared to permanent employees, temporary employees may have fewer future prospects in their organization, thus leading them to engage less in this type of behavior, the potential returns of which are typically unspecified in time and are likely beyond their temporary reach. However, the self-regulatory, present-moment awareness and non-judgmental acceptance functions of mindfulness could reverse this relationship. Structural equation modeling using data from 280 employees of 10 Spanish hotels revealed that temporary (permanent) employees reacted to P-O Fit with lower (higher) OCBs, unless they were mindful, in which case their OCBs increased (decreased). The findings show that employment status and mindfulness redraw the P-O Fit - OCB relationship and that mindfulness makes temporary (permanent) employees respond to P-O Fit with increased (decreased) OCBs.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"2 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134987194","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Emilio Mira y López (1896-1964) was the great international figure of Spanish applied psychology in the first half of the 20th century. His work “The selection of drivers for the Bus General Company” (1922) was a key contribution to the development of personnel selection and the evaluation of professional skills in Spain. Another relevant work, but scarcely cited, has been “Initiation of school children in social life. Necessity of establishing vocational guidance schools or institutes. Means for their creation and development”, to which this article is dedicated. Mira’s work consists of three parts (a) the social preparation of the child at school, (b) the need to establish vocational guidance schools or institutes, and (c) the means for its creation and development. Mira makes a distinction between guidance and selection tasks and discusses various practical aspects such as the minimum working hours of such centers, the structure of the guidance process, and the guidance functions of the center. Finally, the article summarizes Mira’s theoretical and practical contribution.
Emilio Mira y López(1896-1964)是20世纪上半叶西班牙应用心理学领域的重要国际人物。他的著作《公共汽车公司司机的选择》(1922)对西班牙人事选择和专业技能评估的发展做出了重要贡献。另一项相关的工作，但很少被引用，是“学生在社会生活中的启蒙”。设立职业指导学校或学院的必要性。它们的创造和发展的手段”，这是本文所致力于的。Mira的工作包括三个部分(a)儿童在学校的社会准备，(b)建立职业指导学校或研究所的需要，以及(c)其创建和发展的手段。Mira区分了指导和选择任务，并讨论了指导中心的最低工作时间、指导过程的结构、指导中心的功能等各种实际问题。最后，文章总结了米拉的理论和实践贡献。
{"title":"A Pioneer Project of a School Psychotechnic Center (1920)","authors":"Helio Carpintero","doi":"10.5093/jwop2023a4","DOIUrl":"https://doi.org/10.5093/jwop2023a4","url":null,"abstract":"Emilio Mira y López (1896-1964) was the great international figure of Spanish applied psychology in the first half of the 20th century. His work “The selection of drivers for the Bus General Company” (1922) was a key contribution to the development of personnel selection and the evaluation of professional skills in Spain. Another relevant work, but scarcely cited, has been “Initiation of school children in social life. Necessity of establishing vocational guidance schools or institutes. Means for their creation and development”, to which this article is dedicated. Mira’s work consists of three parts (a) the social preparation of the child at school, (b) the need to establish vocational guidance schools or institutes, and (c) the means for its creation and development. Mira makes a distinction between guidance and selection tasks and discusses various practical aspects such as the minimum working hours of such centers, the structure of the guidance process, and the guidance functions of the center. Finally, the article summarizes Mira’s theoretical and practical contribution.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"9 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134987193","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Daphna Shwartz-Asher, Mirit Grabarski, Aharon Tziner, Or Shkoler
The growing trend towards individual career management requires understanding the driving forces of career changes. In the current study we explore how personal resources, namely hope, optimism, self-efficacy, and social support are associated with the motivational construct of career empowerment, which in turn predicts employees’ behavioral (OCB, performance appraisal) and attitudinal (job engagement, life satisfaction) outcomes. We conducted a quantitative study in which 251 full- and part-time employees completed paper-and-pencil surveys measuring internal and external resources, and career empowerment. Our results indicate that the research variables are significantly and positively correlated with one another. Mediation analyses with competing models indicate that career empowerment is a partial mediator between personal resources and various outcomes. Theoretical and practical implications are discussed.
{"title":"Career Don’t Stop Believing: Career Empowerment as a Mediator between Hope and Organizational Outcomes","authors":"Daphna Shwartz-Asher, Mirit Grabarski, Aharon Tziner, Or Shkoler","doi":"10.5093/jwop2023a1","DOIUrl":"https://doi.org/10.5093/jwop2023a1","url":null,"abstract":"The growing trend towards individual career management requires understanding the driving forces of career changes. In the current study we explore how personal resources, namely hope, optimism, self-efficacy, and social support are associated with the motivational construct of career empowerment, which in turn predicts employees’ behavioral (OCB, performance appraisal) and attitudinal (job engagement, life satisfaction) outcomes. We conducted a quantitative study in which 251 full- and part-time employees completed paper-and-pencil surveys measuring internal and external resources, and career empowerment. Our results indicate that the research variables are significantly and positively correlated with one another. Mediation analyses with competing models indicate that career empowerment is a partial mediator between personal resources and various outcomes. Theoretical and practical implications are discussed.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"77 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135067838","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Tobias Hauth, José M. Peiró, Juan M. Mesa, Aida Soriano
Purpose: Employee sickness absence increased steadily in recent years posing an important challenge for organizations and research. The present study addresses this need by analysing the causal link of transformational leadership and sickness absence, while also taking into consideration the context of leadership by studying the moderation effect of a leader’s perceived organizational support (POS) in that association. Design/Method: 57 middle managers of two Spanish companies were randomly assigned to either the control (n = 22) or intervention (n = 35) condition. Multigroup linear regression in MPlus was carried out to compare the effect of transformational leadership on follower sick leave during a 6 months pre and post-test period for both groups, while also taking into account the moderation effect of a leader’s POS. Findings: The analysis confirmed the association between transformational leadership and sick leave days due to short-term spells, moderated by the leader’s levels of POS. Moreover, this relationship was stronger within the intervention as compared to the control group. Conclusion: The present research provides causal evidence for the link between transformational leadership and sickness absence, and offers an evidence-based and actionable leadership training method for organizations seeking to reduce employee sick leave.
{"title":"Self-perceived Transformational Leadership Decreases Employee Sick Leave, but Context Matters","authors":"Tobias Hauth, José M. Peiró, Juan M. Mesa, Aida Soriano","doi":"10.5093/jwop2023a5","DOIUrl":"https://doi.org/10.5093/jwop2023a5","url":null,"abstract":"Purpose: Employee sickness absence increased steadily in recent years posing an important challenge for organizations and research. The present study addresses this need by analysing the causal link of transformational leadership and sickness absence, while also taking into consideration the context of leadership by studying the moderation effect of a leader’s perceived organizational support (POS) in that association. Design/Method: 57 middle managers of two Spanish companies were randomly assigned to either the control (n = 22) or intervention (n = 35) condition. Multigroup linear regression in MPlus was carried out to compare the effect of transformational leadership on follower sick leave during a 6 months pre and post-test period for both groups, while also taking into account the moderation effect of a leader’s POS. Findings: The analysis confirmed the association between transformational leadership and sick leave days due to short-term spells, moderated by the leader’s levels of POS. Moreover, this relationship was stronger within the intervention as compared to the control group. Conclusion: The present research provides causal evidence for the link between transformational leadership and sickness absence, and offers an evidence-based and actionable leadership training method for organizations seeking to reduce employee sick leave.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"7 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136186025","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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