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Occupational self-efficacy and work engagement as moderators in the stressor-detachment model 职业自我效能感和工作投入在压力源-脱离模型中的调节作用
IF 6.1 2区 心理学 Q1 Psychology Pub Date : 2020-03-31 DOI: 10.1080/02678373.2020.1743790
Elisa Clauss, A. Hoppe, Vivian Schachler, Deirdre O’Shea
ABSTRACT Psychological detachment from work is crucial for employees to replenish resources and maintain well-being. In this study, we tested the stressor detachment model (Sonnentag & Fritz, 2015. Recovery from job stress: The stressor-detachment model as an integrative framework. Journal of Organizational Behavior, 36(S1), S72–S103. https://doi.org/10.1002/job.1924) by examining the mediation of psychological detachment between workload and emotional exhaustion. Furthermore, we investigated work engagement and occupational self-efficacy as moderators in the stressor-detachment model Our study comprised a 3-wave lagged design with 257 participants with flexible working hours. The results show that psychological detachment mediated the workload-exhaustion relationship and that work engagement buffered the negative effect of workload on psychological detachment. We found no moderated mediation for occupational self-efficacy; however, occupational self-efficacy significantly predicted psychological detachment. Our findings suggest that research should conceive a broader stressor-detachment model that considers different paths (i.e. moderators, mediators, and predictors). Moreover, organisations should support engagement and resource replenishment to ensure detachment from work.
摘要:脱离工作的心理对于员工补充资源和保持健康至关重要。在这项研究中,我们测试了压力源分离模型(Sonnentag&Fritz,2015。从工作压力中恢复:压力源分离模型作为一个综合框架。组织行为杂志,36(S1),S72–S103。https://doi.org/10.1002/job.1924)通过考察工作量和情绪衰竭之间的心理脱离的中介作用。此外,我们在压力源分离模型中调查了作为调节因素的工作投入和职业自我效能感。我们的研究包括一个3波滞后设计,257名参与者具有灵活的工作时间。结果表明,心理超脱介导了工作量耗竭关系,工作投入缓冲了工作量对心理超脱的负面影响。我们没有发现职业自我效能的调节中介;然而,职业自我效能感对心理脱离有显著的预测作用。我们的研究结果表明,研究应该构思一个更广泛的压力源分离模型,考虑不同的路径(即调节因子、中介因子和预测因子)。此外,组织应支持参与和资源补充,以确保脱离工作。
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引用次数: 21
Living to work: The role of occupational calling in response to challenge and hindrance stressors 为工作而活:职业召唤在应对挑战和阻碍压力中的作用
IF 6.1 2区 心理学 Q1 Psychology Pub Date : 2020-03-20 DOI: 10.1080/02678373.2020.1743791
Chloe A Wilson, T. Britt
ABSTRACT The present study examined how occupational calling affects the relationships between challenge and hindrance stressors, work motivation, and mental health symptoms. Individuals experience the presence of calling as a result of a transcendent summons (i.e. feeling called to a particular line of work), being engaged in purposeful work, or having a prosocial orientation to work as giving back to others. Employees with a higher calling orientation were expected to experience enhanced reactions to both challenge and hindrance stressors. A prospective design was utilised, as the three subscales of calling and challenge and hindrance stressors were assessed at Time 1 and engagement and mental health symptoms were assessed three months later at Time 2. Results indicated that the relationships between hindrance stressors and mental health symptoms were magnified when participants reported higher levels of all three subscales of occupational calling, whereas calling did not influence the relationship between challenge stressors and the outcomes. The present study builds on recent research showing that although calling is related to numerous positive outcomes, negative effects may also occur. The results of the present study hold potential for interventions to minimize the negative outcomes that can result from possessing an occupational calling.
摘要本研究旨在探讨职业召唤如何影响挑战和障碍压力源、工作动机和心理健康症状之间的关系。个人会因为一种超验的召唤而体验到召唤的存在(即感觉被召唤到某一特定的工作领域),从事有目的的工作,或者有一种回馈他人的亲社会倾向。具有较高召唤取向的员工对挑战和阻碍压力源的反应都更强。采用前瞻性设计,在时间1评估召唤、挑战和障碍压力源三个分量表,三个月后在时间2评估敬业度和心理健康症状。结果表明,当被试报告职业召唤的三个分量表均较高时,障碍压力源与心理健康症状之间的关系被放大,而职业召唤不影响挑战压力源与结果之间的关系。目前的研究建立在最近的研究基础上,这些研究表明,尽管打电话与许多积极的结果有关,但也可能产生消极的影响。本研究的结果具有干预的潜力,以尽量减少因拥有职业召唤而导致的负面结果。
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引用次数: 15
The impact of workaholism on day-level workload and emotional exhaustion, and on longer-term job performance 工作狂对日常工作量和情绪衰竭以及长期工作表现的影响
IF 6.1 2区 心理学 Q1 Psychology Pub Date : 2020-03-09 DOI: 10.1080/02678373.2020.1735569
C. Balducci, G. Alessandri, S. Zaniboni, L. Avanzi, Laura Borgogni, F. Fraccaroli
ABSTRACT By drawing on effort-recovery theory, we conducted two studies to explore the short-term process through which workaholism may affect health and to assess the implications of such a process for job performance. In Study 1 we hypothesised that workaholic tendencies would affect daily workload and that daily workload would mediate the relationship between workaholic tendencies and daily emotional exhaustion. Data were provided by 102 workers consisting mostly of entrepreneurs, managers and self-employed individuals, who were followed for ten consecutive working days. Multilevel structural equation modelling, controlling for the general level of workload, neuroticism and conscientiousness, supported the hypotheses. Building on the results of Study 1, in Study 2 we hypothesised that workaholism would lead in the long run to a decline in job performance. Study 2 considered 519 employees of a large organisation and focused on their supervisors’ performance ratings in two successive years. Workaholism was used to predict change in work performance. Work engagement was included in the model as a concurrent predictor of work performance. Contrary to what was hypothesised, workaholism did not affect performance; only work engagement did so, and in a positive way. The implications of the obtained results for further research on workaholism are discussed.
摘要:我们利用努力-恢复理论,开展了两项研究,探讨工作狂可能影响健康的短期过程,并评估这种过程对工作绩效的影响。在研究1中,我们假设工作狂倾向会影响日常工作量,而日常工作量会中介工作狂倾向与日常情绪耗竭之间的关系。数据由102名工人提供,其中大部分是企业家、经理和个体经营者,他们被连续跟踪了10个工作日。多层结构方程模型,控制了工作量,神经质和责任心的一般水平,支持假设。基于研究1的结果,在研究2中,我们假设从长远来看,工作狂会导致工作表现的下降。研究2考虑了一家大型组织的519名员工,并连续两年关注他们主管的绩效评级。工作狂被用来预测工作表现的变化。工作投入被包括在模型中,作为工作绩效的并发预测因子。与假设相反,工作狂并不影响工作表现;只有工作投入能做到这一点,而且是以一种积极的方式。本研究结果对进一步的工作狂研究具有重要意义。
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引用次数: 48
Leaders as role models: Effects of leader presenteeism on employee presenteeism and sick leave 领导者作为榜样:领导者在场主义对员工在场主义和病假的影响
IF 6.1 2区 心理学 Q1 Psychology Pub Date : 2020-02-24 DOI: 10.1080/02678373.2020.1728420
C. Dietz, H. Zacher, Tabea Scheel, Kathleen Otto, T. Rigotti
ABSTRACT There is a broad consensus that associations exist between leadership behaviour and employee health. However, much less is known about potential mediating processes underlying links between specific leader behaviours, for instance presenteeism (i.e. working while being ill), and indicators of employee health, such as sick leave. Integrating theories of social information processing, social learning, and the allostatic load hypothesis, we propose that employee presenteeism mediates the positive association between leader presenteeism and employee sick leave. This hypothesis was tested with a multilevel mediation model using three-wave longitudinal data from 74 leaders and their 412 team members across a time period of 22 months. As hypothesised, leader presenteeism had a positive effect on employee presenteeism which, in turn, had a positive effect on employee sick leave, controlling for baseline measures of employee presenteeism and sick leave, as well as employee general health status, shared workload and job autonomy, and demographic characteristics. Additionally, leader presenteeism had a positive indirect effect on employee sick leave through employee presenteeism. These results contribute to the occupational health psychology literature by suggesting that leader health-related behaviour can have consequences for employee health-related behaviour and employee health.
领导行为与员工健康之间存在关联,这是一个广泛的共识。然而,对于特定领导行为(例如出勤(即带病工作))和员工健康指标(例如病假)之间潜在的中介过程,人们知之甚少。综合社会信息加工理论、社会学习理论和适应负荷假说,我们提出员工出勤在领导出勤与员工病假之间具有中介作用。我们利用74位领导及其412名团队成员22个月的三波纵向数据,采用多层次中介模型对该假设进行了检验。正如假设的那样,领导出勤对员工出勤有积极影响,反过来,对员工病假有积极影响,控制员工出勤和病假的基线措施,以及员工的一般健康状况,分担工作量和工作自主权,以及人口统计学特征。此外,领导出勤通过员工出勤对员工病假有正向的间接影响。这些结果有助于职业健康心理学文献,表明领导者与健康相关的行为可以对员工与健康相关的行为和员工健康产生影响。
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引用次数: 49
What about me? The impact of employee change agents’ person-role fit on their job satisfaction during organisational change 那我呢?组织变革过程中员工变革推动者的人-角色契合度对工作满意度的影响
IF 6.1 2区 心理学 Q1 Psychology Pub Date : 2020-02-24 DOI: 10.1080/02678373.2020.1730481
K. Nielsen, J. Dawson, H. Hasson, U. V. T. Schwarz
ABSTRACT Organisational changes do not always achieve their intended outcomes and have been found to have negative consequences on employee wellbeing. It has been argued that this is because change processes need to support employees adopting the change. In the present study, we study an organisational change aimed to improve employee capacity to provide eHealth services. To support the change, employees were appointed change agents and trained in running seminars to facilitate the change. Using Person-Job fit as our theoretical framework, we proposed that change agents who perceived they possess the necessary competencies to deal with the change agent role (Person-Role fit) would feel more efficacious in this role and be more satisfied with their jobs post-change. We suggested that role-specific self-efficacy mediated the relationship between person-role fit and job satisfaction and that the most dissatisfied pre-change would perceive the greatest improvements in job satisfaction. Using a paired t-test, repeated measures analyses and mixed methods mediation testing, we found that change agents (N = 110) reported increased job satisfaction post-change. Change agents who were dissatisfied with their jobs pre-change, but perceived a good fit to the change agent role, reported the greatest improvements in job satisfaction. No significant results were found for self-efficacy.
摘要:组织变革并不总是能达到预期结果,而且会对员工的健康产生负面影响。有人认为,这是因为变革过程需要支持员工采用变革。在本研究中,我们研究了一项旨在提高员工提供电子健康服务能力的组织变革。为了支持变革,员工被任命为变革代理人,并接受了举办研讨会以促进变革的培训。以人-职匹配作为我们的理论框架,我们提出,那些认为自己拥有应对变革推动者角色所需能力的变革推动者(人-职-职匹配)在这个角色中会感觉更有效,并对变革后的工作更满意。我们认为,角色特异性自我效能感介导了个人角色适合度和工作满意度之间的关系,而最不满意的变革前会感知到工作满意度的最大改善。使用配对t检验、重复测量分析和混合方法中介检验,我们发现变化主体(N = 110)报告了工作满意度的提高。变革推动者在变革前对自己的工作不满意,但认为自己很适合担任变革推动者的角色,他们的工作满意度提高幅度最大。自我效能没有发现显著的结果。
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引用次数: 11
Validation of the QJIM: A measure of qualitative job insecurity QJIM的验证:定性工作不安全感的衡量标准
IF 6.1 2区 心理学 Q1 Psychology Pub Date : 2020-02-14 DOI: 10.1080/02678373.2020.1719553
Iris Blotenberg, A. Richter
ABSTRACT Organisations are subject to ongoing changes. These changes offer opportunities but they can also increase the uncertainty about the future of jobs. Although there is a large body of literature on job insecurity, most studies focus on the worry of losing the job while another important stressor, namely the worry of losing valued job features, received less attention. The key contribution of this validation study is the development and psychometric analysis of the Qualitative Job Insecurity Measure (QJIM) that tries to account for the shortcomings of existing qualitative job insecurity scales. It is a quick but still comprehensive measurement of a highly prevalent but understudied phenomenon that directly influences organisational and employee well-being. The psychometric results show the confirmation of the scale’s one-dimensional structure via EFA and CFA, good reliability estimates and the demonstration of the scale's predictive validity regarding job satisfaction and disinclination to work. From a research perspective, QJIM can be used to gain insights into how and when changes negatively affect employees and to identify preventive or corrective measures. From an organisational perspective, QJIM is useful to recognise job features that employees value, to carefully plan changes and to actively increase employee well-being.
组织受到不断变化的影响。这些变化提供了机会,但也增加了未来就业的不确定性。尽管有大量关于工作不安全感的文献,但大多数研究都集中在对失去工作的担忧上,而另一个重要的压力源,即对失去有价值的工作特征的担忧,却很少受到关注。本验证研究的关键贡献是定性工作不安全感量表(QJIM)的发展和心理测量分析,该量表试图解释现有定性工作不安全感量表的缺陷。这是一种快速但仍然全面的测量方法,测量了一种非常普遍但研究不足的现象,这种现象直接影响到组织和员工的幸福感。心理测量结果表明,通过EFA和CFA,量表的一维结构得到了证实,信度估计良好,对工作满意度和不愿工作的预测效度得到了证明。从研究的角度来看,QJIM可以用来深入了解变化如何以及何时对员工产生负面影响,并确定预防或纠正措施。从组织的角度来看,QJIM有助于识别员工重视的工作特征,仔细规划变化并积极提高员工的幸福感。
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引用次数: 11
Workplace bullying as predicted by non-prototypicality, group identification and norms: a self-categorisation perspective 非典型性、群体认同和规范预测的职场欺凌:自我分类视角
IF 6.1 2区 心理学 Q1 Psychology Pub Date : 2020-01-27 DOI: 10.1080/02678373.2020.1719554
Mats Glambek, S. Einarsen, G. Notelaers
ABSTRACT Research and theory on deviance in work groups suggest that non-prototypical members risk devaluation and mistreatment by their peers. Drawing on the self-categorisation theory, we propose and test a contextual model to explain workplace bullying from a target perspective, using non-prototypicality as a predictor and social identification and anti-bullying norms at the work group level as two- and three-way cross-level moderators. Multilevel modelling and a sample of employees from the university sector in the Low Lands (n = 572) was employed. In line with our first hypothesis, we found that risk of exposure to workplace bullying is particularly high for non-prototypical work group members. We also hypothesised that work group social identification would facilitate bullying of non-prototypical members, while anti-bullying norms would buffer it. Results showed, however, that both conditions acted as buffering moderators on the main association. Lastly, the combination of the two also entailed a cross-level three-way interaction effect, showing that non-prototypicality is associated with bullying only in work groups characterised by low levels on both moderators. These novel and partly unexpected results demonstrate the relevance and significance of group level explanations for workplace bullying, holding significant implications for scholars and practitioners.
关于工作群体越轨行为的研究和理论表明,非典型成员有被同龄人贬低和虐待的风险。基于自我分类理论,我们提出并测试了一个情境模型,以非原型性为预测因素,以工作组层面的社会认同和反欺凌规范为两个和三个跨层面的调节因素,从目标角度解释职场欺凌。多层次建模和低地大学部门员工样本(n = 572)。根据我们的第一个假设,我们发现非典型工作组成员暴露在工作场所欺凌的风险特别高。我们还假设,工作组的社会认同会促进非典型成员的欺凌,而反欺凌规范会缓冲这种情况。然而,结果表明,这两种条件都是主要关联的缓冲调节因素。最后,两者的结合也带来了跨层面的三方互动效应,表明只有在两个主持人都处于低水平的工作组中,非原型性才与欺凌有关。这些新颖且部分出乎意料的结果证明了群体层面对职场欺凌的解释的相关性和重要性,对学者和从业者具有重要意义。
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引用次数: 16
Addressing mental health and organisational performance in tandem: A challenge and an opportunity for bringing together what belongs together 同时应对心理健康和组织绩效:将本应团结在一起的东西结合在一起的挑战和机会
IF 6.1 2区 心理学 Q1 Psychology Pub Date : 2020-01-02 DOI: 10.1080/02678373.2020.1719555
Christine Ipsen, M. Karanika-Murray, Giulia Nardelli
Mental health is the “foundation of wellbeing and effective functioning for both the individual and the community” [read: team or organisation] (WHO, 2005) and is central to human behaviour across all domains, including the workplace. Organisational performance is a compound concept that reflects the function and outputs of an organisation, from its profitability and productivity to its competitive advantage. By definition, an organisation’s output depends on how effectively it functions, including how effectively its people, or human capital, functions (Neely, 2005). This means that mental health and organisational performance are inherently interconnected (Peccei & Van de Voorde, 2016). There is a widespread understanding that “good health is good for business” and that health and wellbeing play a role in both individual performance and broader organisational performance, and vice versa (Guest, 2018; Pfeffer, 2019). We see persuasive calls for research and theory into how wellbeing aligns with organisational performance and for integrating both concerns into human resources management (HRM) practices. However, organisations and managers still tend to think of mental health and organisational performance as disconnected (Van De Voorde, Paauwe, & Van Veldhoven, 2012). While businesses and governments treat organisational performance as an established priority, they give lower priority to mental health and address it in an ad hoc manner (Hasle, Seim, & Refslund, 2019; Jensen, 2000). Overall, theory recognises mental health and organisational performance goals as connected, but practice disjoints them, and businesses and governments tend to prioritise organisational performance at the expense of mental health. This editorial aims to articulate the increasingly relevant issue of the interconnection between mental health and organisational performance, to discuss the possible forces behind it, and to incentivise the reader to explore potential solutions to it. The core proposition of our editorial is that organisations have the power and responsibility to enable inherently healthy workplaces by supporting mental health and organisational performance in tandem, instead of in a disjointed manner. Why mental health and organisational performance are often considered separately. As such, presenteeism includes both the employees’ reaction of going to work sick instead of staying at home to recover and the managers’ actions to balance employees’ mental or physical health with their performance (work tasks, deadlines, demands, et cetera). Regrettably, when mental health is in focus, the tendency is for “band-aid,” individual-focused wellness solutions (exercise, diet, et cetera) rather than for fundamental changes in work conditions such as job design or organisational-level interventions (Lamontagne, Keegel, Louie, Ostry, & Landsbergis, 2007). For example, sickness presenteeism has been recently described as an individual act that aims to balance the limit
心理健康是“个人和社区幸福和有效运作的基础”[阅读:团队或组织](世卫组织,2005年),是包括工作场所在内的所有领域人类行为的核心。组织绩效是一个复合概念,反映了一个组织的功能和产出,从盈利能力和生产力到竞争优势。根据定义,组织的产出取决于其运作的有效性,包括其人员或人力资本运作的有效性(Neely, 2005)。这意味着心理健康和组织绩效内在地相互关联(Peccei & Van de Voorde, 2016)。人们普遍认为,“良好的健康对企业有利”,健康和福祉在个人绩效和更广泛的组织绩效中都发挥着作用,反之亦然(Guest, 2018;菲,2019)。我们看到有说服力的呼吁,要求对幸福感与组织绩效之间的关系进行研究和建立理论,并将这两个问题整合到人力资源管理(HRM)实践中。然而,组织和管理者仍然倾向于认为心理健康和组织绩效是不相关的(Van De Voorde, Paauwe, & Van Veldhoven, 2012)。虽然企业和政府将组织绩效视为既定的优先事项,但他们对心理健康的重视程度较低,并以一种临时的方式解决心理健康问题(Hasle, Seim, & Refslund, 2019;詹森,2000)。总的来说,理论承认心理健康和组织绩效目标是有联系的,但实践将它们分开了,企业和政府倾向于以牺牲心理健康为代价优先考虑组织绩效。这篇社论的目的是阐明心理健康和组织绩效之间的相互联系这一日益相关的问题,讨论其背后可能的力量,并激励读者探索潜在的解决方案。我们社论的核心主张是,组织有权力和责任通过支持心理健康和组织绩效相结合,而不是以一种脱节的方式,来实现内在健康的工作场所。为什么心理健康和组织绩效经常被分开考虑。因此,出勤主义既包括员工带病上班而不是在家休养的反应,也包括管理者平衡员工精神或身体健康与绩效(工作任务、截止日期、需求等)的行动。遗憾的是,当关注心理健康时,倾向于“创可贴”,以个人为中心的健康解决方案(锻炼,饮食等),而不是工作条件的根本改变,如工作设计或组织层面的干预(Lamontagne, Keegel, Louie, Ostry, & Landsbergis, 2007)。例如,病假出勤最近被描述为一种个人行为,旨在平衡健康状况的局限性与员工的绩效要求,以满足员工对工作和健康的责任,将个人关注和组织目标结合在一起(Karanika-Murray & Biron, 2019)。这导致缺乏实际的洞察力和人力资源-职业健康对话,一个削弱
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引用次数: 24
Job satisfaction and mental health of temporary agency workers in Europe: a systematic review and research agenda 欧洲临时工的工作满意度与心理健康:系统回顾与研究议程
IF 6.1 2区 心理学 Q1 Psychology Pub Date : 2020-01-02 DOI: 10.1080/02678373.2019.1567619
L. Hünefeld, Susanne Gerstenberg, J. Hüffmeier
ABSTRACT The current systematic literature review aimed to analyse the associations between temporary agency work (TAW), job satisfaction, and mental health in Europe, as well as to outline a future research agenda. Twenty-eight scientific articles were identified by searching different data bases (i.e. PSYNDEX, PsycINFO, PubMed, and Web of Science) for the time span from January 2000 to December 2016. Our review reveals first that TAW is not consistently negatively related to job satisfaction. However, job insecurity and working conditions are important mediators in the relation of TAW and lowered job satisfaction. Second, TAW is not consistently related to all investigated types of mental health impairments. However, when focusing on specific outcomes and comparing temporary agency workers to permanent employees, we still find consistent evidence regarding higher levels of depression and fatigue among temporary agency workers. Inconsistent associations between TAW, job satisfaction and mental health can partly be attributed to unfavourable methodological aspects of the included primary studies. To address these aspects, future research should consider applying a standard measurement of TAW, including a minimum of meaningful confounding variables, improving the operationalisation of outcome variables and the study design.
摘要当前的系统文献综述旨在分析欧洲临时代理工作(TAW)、工作满意度和心理健康之间的关系,并概述未来的研究议程。在2000年1月至2016年12月的时间跨度内,通过搜索不同的数据库(即PSYNDEX、PsycINFO、PubMed和Web of Science),确定了28篇科学文章。我们的综述首先表明,TAW与工作满意度并不总是呈负相关。然而,工作不安全感和工作条件是TAW和工作满意度下降关系的重要中介因素。其次,TAW与所有调查类型的心理健康障碍并不一致。然而,当我们关注具体结果并将临时机构员工与长期员工进行比较时,我们仍然发现一致的证据表明,临时机构员工的抑郁和疲劳程度更高。TAW、工作满意度和心理健康之间的不一致关联可以部分归因于纳入的初级研究的不利方法方面。为了解决这些方面的问题,未来的研究应该考虑应用TAW的标准测量,包括最少的有意义的混杂变量,改善结果变量的操作性和研究设计。
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引用次数: 55
Leadership behaviour and leader self-reported well-being: A review, integration and meta-analytic examination 领导行为与领导者自我报告的幸福感:综述、整合和元分析检验
IF 6.1 2区 心理学 Q1 Psychology Pub Date : 2020-01-02 DOI: 10.1080/02678373.2019.1617369
Antonia J. Kaluza, Diana Boer, Claudia Buengeler, R. van Dick
ABSTRACT While the link between leadership and follower well-being is well established, less is known about the relation between leaders’ leadership behaviour and their own well-being. Particularly, a systematic integration of existing studies is missing. Based on an integrated framework summarising major theories on the leader well-being–leadership link, we quantitatively synthesised findings on the relations between different leadership behaviours and leader well-being indicators. The meta-analytical results (95 effect sizes; N = 12,617) confirmed significant relationships of constructive and destructive leadership with leader well-being in the expected directions. Relative weight analyses on the constructive leadership behaviours showed that change-oriented and relational-oriented leadership (e.g. transformational, participative) accounted for more variance in leader well-being than task-oriented leadership (e.g. transactional). Regarding destructive leadership, active destructive leadership (e.g. abusive supervision) showed stronger negative associations with leader well-being than passive leadership (e.g. laissez-faire). Based on our integrated framework, we proposed and found support for divergent patterns of associations for different forms of well-being (positive vs. negative, short-term vs. long-term, job-related vs. general). Our study demonstrates a considerable linkage between leader well-being and leadership, supporting the adoption of leadership development programmes and organisational health interventions for leaders given their impact on employees, teams and organisations.
摘要虽然领导能力和追随者幸福感之间的联系已经建立起来,但人们对领导者的领导行为与自身幸福感之间关系的了解却很少。特别是,缺乏对现有研究的系统整合。基于一个综合框架,总结了领导者幸福感与领导联系的主要理论,我们定量地综合了不同领导行为与领导者幸福感指标之间关系的研究结果。荟萃分析结果(95个效应大小;N = 12617)证实了建设性和破坏性领导与领导者在预期方向上的幸福感之间的重要关系。对建设性领导行为的相对权重分析表明,与任务型领导(如事务型)相比,变革型和关系型领导(例如变革型、参与型)在领导幸福感方面的差异更大。关于破坏性领导,主动破坏性领导(如滥用监督)比被动领导(如自由放任)与领导者幸福感的负相关更强。基于我们的综合框架,我们提出并发现了对不同形式幸福感(积极与消极、短期与长期、与工作相关与一般)的不同关联模式的支持。我们的研究表明,领导者的幸福感与领导力之间存在着相当大的联系,鉴于领导者对员工、团队和组织的影响,我们支持他们采用领导力发展计划和组织健康干预措施。
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引用次数: 94
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Work and Stress
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