Unveiling the interplay between leadership behavior and leader well-being: a person-centered approach

IF 3.1 4区 管理学 Q2 MANAGEMENT
Anja Wittmers, Kai N. Klasmeier, Birgit Thomson, Günter W. Maier
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引用次数: 0

Abstract

Purpose

Drawing on COR theory and based on a person-centered approach, this study aims to explore profiles of both leadership behavior (transformational leadership, abusive supervision) and well-being indicators (cognitive irritation, emotional exhaustion). Additionally, we consider whether certain resource-draining (work intensification) and resource-creating factors (leader autonomy, psychological contract fulfillment) from the leaders' work context are related to profile membership.

Design/methodology/approach

The profiles are built using LPA on data from 153 leaders and their 1,077 followers. The relationship between profile membership and correlates from the leaders' work context is examined using multinomial logistic regression analyses.

Findings

LPA results in an interpretable four-profile solution with the profiles named (1) Good health – constructive leading, (2) Average health – inconsistent leading, (3) Impaired health – constructive leading and (4) Impaired health – destructive leading. The two groups with the highest sample share – Profiles 1 and 3 – both show highly constructive leadership behavior but differ significantly in their well-being indicators. The regression analyses show that work intensification and psychological contract fulfillment are significantly related to profile membership.

Originality/value

The person-centered approach provides a more nuanced view of the leadership behavior – leader well-being relationship, which can address inconsistencies in previous research. In terms of practical relevance, the person-centered approach allows for the identification of risk groups among leaders for whom organizations can provide additional resources and health-promoting interventions.

揭示领导行为与领导者福祉之间的相互作用:以人为本的方法
目的本研究以COR理论和以人为本的方法为基础,旨在探索领导行为(变革型领导、滥用监督)和幸福指标(认知刺激、情绪衰竭)的特征。此外,我们还考虑了领导者工作环境中的某些资源消耗性因素(工作强度)和资源创造性因素(领导者自主性、心理契约履行情况)是否与特征成员资格相关。研究结果LPA得出了一个可解释的四种档案解决方案,档案名称分别为:(1)健康状况良好--建设性领导;(2)健康状况一般--不一致领导;(3)健康状况受损--建设性领导;(4)健康状况受损--破坏性领导。样本比例最高的两组--"特征 1 "和 "特征 3"--都表现出高度建设性的领导行为,但在幸福指数方面却有显著差异。回归分析表明,工作强度和心理契约的履行与特征成员有显著关系。原创性/价值以人为本的方法为领导行为与领导者幸福感之间的关系提供了一个更加细致入微的视角,可以解决以往研究中的不一致问题。就实际意义而言,以人为本的方法可以识别领导者中的风险群体,组织可以为这些群体提供额外的资源和促进健康的干预措施。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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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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