Burkhard Schmidt1, Adrian Loerbroks1, Raphael Herr1, David Litaker2, Mark Wilson3, Michael Kastner1, Joachim Fischer1. 1. Mannheim Institute of Public Health, Social and Preventive Medicine, Medical Faculty Mannheim, Heidelberg University, Mannheim, Germany. 2. Mannheim Institute of Public Health, Social and Preventive Medicine, Medical Faculty Mannheim, Heidelberg University, Mannheim, Germany Departments of Medicine, Epidemiology and Biostatistics, Case Western Reserve University, Cleveland, OH, USA. 3. Department of Health Promotion and Behavior, University of Georgia, Athens, GA, USA.
Abstract
BACKGROUND: Leadership behavior may both serve as a supportive resource or as a source of psychological distress in the workplace. OBJECTIVE: Transformational leadership (TL), a behavior of superiors that fosters motivation, empowerment and a sense of teamness, has been associated with employee well-being, but the mechanisms that underlie these effects are unclear. We therefore explored the relationship between TL and stress by examining potential mediating roles for established organizational and personal resources. METHODS: We used cross-sectional data on TL, psychosocial resources and employee strain from a company wide survey. Linear regression and structural equation modeling assessed potential mediation following the method outlined by Baron and Kenny. RESULTS: In a convenience sample consisting of mostly white-collar employees (n=320, 42.6% male), we observed a relationship between TL and employees' perceived work-related stress that was fully mediated by protective psychosocial resources (ß =-0.33, p< 0.01). Additionally, we found that TL positively affected these resources (ß=0.61; p< 0.01) and that absence of resources led to more psychological strain (ß=-0.54, p<0.01). CONCLUSIONS: Transformational leadership seems to be associated with lower stress among employees and a perception of more available psychosocial resources. These findings indicate that TL might serve as a valuable focus for tailored interventions to improve employee health.
BACKGROUND: Leadership behavior may both serve as a supportive resource or as a source of psychological distress in the workplace. OBJECTIVE: Transformational leadership (TL), a behavior of superiors that fosters motivation, empowerment and a sense of teamness, has been associated with employee well-being, but the mechanisms that underlie these effects are unclear. We therefore explored the relationship between TL and stress by examining potential mediating roles for established organizational and personal resources. METHODS: We used cross-sectional data on TL, psychosocial resources and employee strain from a company wide survey. Linear regression and structural equation modeling assessed potential mediation following the method outlined by Baron and Kenny. RESULTS: In a convenience sample consisting of mostly white-collar employees (n=320, 42.6% male), we observed a relationship between TL and employees' perceived work-related stress that was fully mediated by protective psychosocial resources (ß =-0.33, p< 0.01). Additionally, we found that TL positively affected these resources (ß=0.61; p< 0.01) and that absence of resources led to more psychological strain (ß=-0.54, p<0.01). CONCLUSIONS: Transformational leadership seems to be associated with lower stress among employees and a perception of more available psychosocial resources. These findings indicate that TL might serve as a valuable focus for tailored interventions to improve employee health.
Authors: Burkhard Schmidt; Raphael M Herr; Marc N Jarczok; Jens Baumert; Karoline Lukaschek; Rebecca T Emeny; Karl-Heinz Ladwig Journal: Int Arch Occup Environ Health Date: 2018-04-23 Impact factor: 3.015
Authors: Friederike Teetzen; Paul-Christian Bürkner; Sabine Gregersen; Sylvie Vincent-Höper Journal: Int J Environ Res Public Health Date: 2022-03-07 Impact factor: 3.390