Are leaders' well-being, behaviours and style associated with the affective well-being of their employees? A systematic review of three decades of research
Are leaders' well-being, behaviours and style associated with the affective well-being of their employees? A systematic review of three decades of research
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DOI：
10.1080/02678373.2010.495262
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发表时间：
2010-01-01
期刊：
影响因子：
6.1
通讯作者：
Guzman, Jaime
中科院分区：
文献类型：
--
作者：
Skakon, Janne;Nielsen, Karina;Guzman, Jaime
本研究是对已发表的关于领导者和领导风格对员工压力和情感幸福感影响的实证研究的概述。对近30年的实证研究进行了计算机检索和系统回顾。49篇论文符合纳入标准，其中包括对报告实证研究的论文的要求，并在1980年至2009年期间在英语同行评审期刊上发表。这些研究大部分是横向研究（43/49篇论文），探讨领导者的压力（4篇论文）、领导者的行为（例如支持、关怀和赋权）（30篇论文）和特定的领导风格（20篇论文）对员工压力和情感幸福的影响。讨论了三个研究问题。研究发现，领导压力和情感幸福感与员工压力和情感幸福感相关。领导者行为、领导者与员工之间的关系以及特定的领导风格都与员工的压力和情感幸福感相关。建议未来的研究包括更多的定性数据，使用标准化的问卷调查，并检查连接领导者与员工压力的过程。这可能导致有效的干预。
This study is an overview of published empirical research on the impact of leaders and leadership styles on employee stress and affective well-being. A computerized search and systematic review of nearly 30 years of empirical research was conducted. Forty-nine papers fulfilled the inclusion criteria, which include the requirements for papers to report empirical studies and to be published during the period 1980 to 2009 in English-language peer-reviewed journals. The studies were mostly cross-sectional (43/49 papers) and examined the impact of leaders' stress (4 papers), leaders' behaviours (e.g. support, consideration and empowerment) (30 papers) and specific leadership styles (20 papers) on employees' stress and affective well-being. Three research questions were addressed. The review found some support for leader stress and affective well-being being associated with employee stress and affective well-being. Leader behaviours, the relationship between leaders and their employees and specific leadership styles were all associated with employee stress and affective well-being. It is recommended that future studies include more qualitative data, use standardize questionnaires and examine the processes linking leaders with employee stress. This may lead to effective interventions.