Leaders’ intensified job demands: Their multi-level associations with leader-follower relationships and follower well-being

IF 5.6 2区心理学 Q1 PSYCHOLOGY, APPLIED

Work and Stress Pub Date : 2022-05-30 DOI:10.1080/02678373.2022.2080776

Mari Herttalampi, B. Wiese, T. Feldt

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引用次数: 3

Abstract

ABSTRACT To study the ever-increasing pace of work practices, we investigated leader experiences of intensified job demands (IJDs) and their effects on followers. Based on the challenge-hindrance approach, different kinds of job demands may produce either negative or positive work-related outcomes. Using this perspective, we investigated the leaders IJDs against their followers’ satisfaction with them as leaders, follower evaluations of the leader-member exchange (LMX) relationship quality, and their personal well-being (burnout and work engagement). Of the four IJDs, (1) work intensification and (2) career-related planning demands were conceptualised as negative hindrances for leaders, whereas (3) job-related planning/decision-making and (4) knowledge/skill-related learning demands were conceptualised as positive challenges. The data included 236 leaders and 990 followers, analysed with multilevel modelling. Leader feelings of increasing pressure to autonomously plan their job associated positively with followers’ satisfaction. These job planning demands also associated with lower burnout and higher work engagement among followers. Contrary to expectation, leaders’ career planning demands were positively associated with follower engagement. Our findings contribute to leadership literature by providing novel evidence of the role of IJDs in leadership, not only as strenuous work demands, but also as positive challenges that can be beneficial for leader-follower relationships and follower well-being.

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领导者强化的工作需求：与领导者-追随者关系和追随者幸福感的多层次关联

摘要为了研究不断增长的工作实践节奏，我们调查了领导者对强化工作需求的体验及其对追随者的影响。基于挑战-阻碍方法，不同类型的工作需求可能会产生消极或积极的工作结果。利用这一视角，我们调查了领导者IJD及其追随者对他们作为领导者的满意度、追随者对领导者-成员交换（LMX）关系质量的评价以及他们的个人幸福感（倦怠和工作投入）。在四个IJD中，（1）工作强化和（2）与职业相关的规划需求被概念化为领导者的负面障碍，而（3）与工作相关的规划/决策和（4）与知识/技能相关的学习需求被概念化成积极挑战。这些数据包括236名领导者和990名追随者，采用多层次模型进行分析。领导者对自主规划工作的压力越来越大的感觉与追随者的满意度呈正相关。这些工作规划需求也与追随者中较低的倦怠感和较高的工作参与度有关。与预期相反，领导者的职业规划需求与追随者参与度呈正相关。我们的研究结果为领导文献提供了新的证据，证明了IJD在领导中的作用，不仅是繁重的工作需求，也是有益于领导-追随者关系和追随者幸福感的积极挑战。

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.