Authentic and laissez-faire leadership as drivers of employees well-being: the moderating role of resilience and self-efficacy

IF 2.4 4区管理学 Q3 MANAGEMENT

Baltic Journal of Management Pub Date : 2024-09-05 DOI:10.1108/bjm-04-2024-0186

M. Ángeles López-Cabarcos, Analía López-Carballeira, Carlos Ferro-Soto

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引用次数: 0

Abstract

Purpose

Public police professionals must deal with complex and disruptive social, political and organizational environments. This fact highlights the key role that leadership can play in effectively managing their work, while also ensuring their well-being. The aim of this research is to analyze the influence of laissez-faire versus authentic leadership on the work engagement of police professionals, considering the mediating role of emotional exhaustion and the moderating role of resilience and self-efficacy.

Design/methodology/approach

Structural equation modeling and hierarchical multiple regression analysis were used in a sample of 184 public police professionals.

Findings

The results show that emotional exhaustion partially mediates the relationship between authentic leadership and work engagement, and fully mediates the relationship between laissez-faire leadership and work engagement. Moreover, resilience moderates the relationships between authentic leadership, emotional exhaustion and work engagement; and self-efficacy moderates the relationships between laissez-faire leadership and emotional exhaustion and between laissez-faire leadership and work engagement.

Originality/value

This study highlights that constructive leadership is an important driver of positive experiences at work; it is necessary to change from passive to constructive leadership; and it is important for the combination of psychological resources and positive leadership to improve police professionals’ well-being.

查看原文本刊更多论文

真正的领导力和自由放任的领导力是员工幸福感的驱动因素：复原力和自我效能的调节作用

目的公共警务专业人员必须应对复杂且具有破坏性的社会、政治和组织环境。这一事实凸显了领导力在有效管理他们的工作，同时确保他们的福祉方面所能发挥的关键作用。本研究的目的是分析放任型领导与真实型领导对警务专业人员工作投入的影响，同时考虑到情绪衰竭的中介作用以及复原力和自我效能的调节作用。研究结果表明，情绪衰竭部分中介了真实型领导与工作投入之间的关系，而完全中介了放任型领导与工作投入之间的关系。此外，复原力调节了真实领导力、情绪衰竭和工作投入之间的关系；自我效能调节了自由放任领导力与情绪衰竭之间的关系，以及自由放任领导力与工作投入之间的关系。

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

Baltic Journal of Management MANAGEMENT-

CiteScore

5.40

自引率

9.70%

发文量

期刊介绍： The Baltic region has experienced rapid political and economic change over recent years. The challenges to managers and management researchers operating within the area are often different to those experienced in other parts of the world. The Baltic Journal of Management contributes to an understanding of different management cultures and provides readers with a fresh look at emerging management practices and research in the countries of the Baltic region and beyond.