A conservation of resources view of the relationship between transformational leadership and emotional exhaustion: The role of extra effort and psychological detachment

IF 5.6 2区心理学 Q1 PSYCHOLOGY, APPLIED

Work and Stress Pub Date : 2020-10-15 DOI:10.1080/02678373.2020.1832610

Maie Stein, Marlies Schümann, Sylvie Vincent-Höper

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引用次数: 5

Abstract

ABSTRACT In this study, we draw on conservation of resources theory to suggest that transformational leaders’ encouragement of extra effort in followers might reduce or increase followers’ emotional exhaustion depending on their ability to replenish energy reserves. Specifically, we argue that the indirect relationship between transformational leadership (TFL) and followers’ emotional exhaustion via extra effort varies depending on followers’ levels of psychological detachment from work. We tested the hypothesised conditional indirect effect model using three-wave data from 214 employees working in various industries. Regression analyses showed that psychological detachment moderated the indirect relationship between TFL and emotional exhaustion through extra effort such that the indirect relationship was negative with high psychological detachment and positive with low psychological detachment. The findings of this study indicate the importance of recognising that the beneficial effects of TFL in reducing emotional exhaustion may not hold for all followers but are contingent on followers’ levels of psychological detachment. Returning to one of the original premises of the TFL model, i.e. that transformational leaders bring about extra effort from followers, contributes to further understanding that TFL might have a dark side for employee well-being.

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变革型领导与情绪衰竭关系的资源守恒观：额外努力和心理超然的作用

摘要在本研究中，我们利用资源守恒理论提出，变革型领导者鼓励追随者付出额外努力，可能会减少或增加追随者的情绪衰竭，这取决于他们补充能量储备的能力。具体而言，我们认为变革型领导（TFL）与追随者通过额外努力的情绪衰竭之间的间接关系因追随者对工作的心理超然程度而异。我们使用来自214名不同行业员工的三波数据测试了假设的条件间接效应模型。回归分析表明，心理超然通过额外的努力调节了TFL与情绪衰竭之间的间接关系，高心理超然的间接关系为负，低心理超然的则为正。这项研究的结果表明，认识到TFL在减少情绪衰竭方面的有益作用可能并不适用于所有追随者，而是取决于追随者的心理超然水平。回到TFL模式的最初前提之一，即转型领导者带来追随者的额外努力，有助于进一步理解TFL可能对员工福祉有不利影响。

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

Work and Stress PSYCHOLOGY, APPLIED-

CiteScore

11.70

自引率

3.30%

发文量

期刊介绍： Work & Stress is an international, multidisciplinary quarterly presenting high-quality papers concerned with the psychological, social and organizational aspects of occupational health and well-being, and stress and safety management. It is published in association with the European Academy of Occupational Health Psychology. The journal publishes empirical reports, scholarly reviews and theoretical papers. It is directed at occupational health psychologists, work and organizational psychologists, those involved with organizational development, and all concerned with the interplay of work, health and organisations. Research published in Work & Stress relates psychologically salient features of the work environment to their psychological, behavioural and health consequences, focusing on the underlying psychological processes. The journal has become a natural home for research on the work-family interface, social relations at work (including topics such as bullying and conflict at work, leadership and organizational support), workplace interventions and reorganizations, and dimensions and outcomes of worker stress and well-being. Such dimensions and outcomes, both positive and negative, include stress, burnout, sickness absence, work motivation, work engagement and work performance. Of course, submissions addressing other topics in occupational health psychology are also welcomed.