LEADwell - Leadership and Employee Well-being: Causal, Dynamic, and Domain-specific Effects

LEADwell - 领导力和员工福祉：因果、动态和特定领域的影响

• 批准号: 495209588
• 负责人: Professorin Dr. Silja Bellingrath
• 金额: --
• 依托单位: Faculteit Economie en Bedrijfskunde
• 依托单位国家: 德国
• 项目类别: Research Grants
• 资助国家: 德国
• 项目状态: 未结题
• 来源: https://gepris.dfg.de/gepris/projekt/495209588?language=en
• 关键词: LEADwell; Leadership; Employee; Well; being

People spend a good portion of their day at work, hence workplace conditions strongly affect employee well-being. Leaders’ direct behaviors towards employees are among the most researched and accepted causes of employee well-being. Evidence suggests direct supervisors can increase well-being by showing constructive leader behaviors such as being supportive or charismatic and decrease it by being destructive such as being abusive or passive. However, this strictly uni-directional perception of leadership – well-being associations is overly simplistic and does not account for possible two-way influences between leaders and employees. Despite extensive research into the relationship between leadership and employee well-being, we still know fairly little about the causality, dynamics and universality or specificity. Does leadership only influence employee well-being or does employee well-being also change leader behaviors? How do leadership and well-being influence each other over time? Do constructive or destructive leader behaviors matter more for well-being and are psychological and physical domains of well-being affected equally by leadership? The research project LEADwell sets out to determine causality in the link between leadership and well-being. By means of state-of-the-art laboratory experiments, we examine causal effects of leadership on follower well-being as well as of follower well-being on leader behavior. We further depart from the currently static view of the leadership - well-being relationship. Focusing on dynamics allows understanding when and how positive or negative trajectories for leadership and well-being develop. In a longitudinal field study we therefore examine leadership effects on employee well-being and employee well-being effects on leader behavior simultaneously over time. Last, to determine effects for various leadership and well-being domains and thus finally gain an understanding of the domain specificity of effects, we systematically investigate various constructive and destructive leader behaviors, and various psychological and physical well-being indicators, by combining survey data, innovative physiological measurement, and observation-based behavioral coding across all studies. LEADwell advances the leadership and well-being literature by building comprehensive knowledge around causal effects and processes and the dynamic nature of the effects of leadership on well-being and well-being on leadership. Practically, it contributes to the development of evidence-based strategies and interventions such as organizational stress and health management for both employees and supervisors and leader development interventions. It clarifies the role of both leaders and followers in well-being-supportive leadership and offers starting points for interrupting negative dynamics and strengthening positive ones.

人们一天中的大部分时间都在工作，因此工作场所的条件对员工的幸福感有很大影响。领导者对员工的直接行为是员工幸福感最受研究和接受的原因之一。有证据表明，直接主管可以通过表现出建设性的领导行为（如支持或魅力）来增加幸福感，并通过破坏性的行为（如虐待或被动）来减少幸福感。然而，这种对领导力-幸福感关联的严格单向的看法过于简单化，没有考虑到领导者和员工之间可能存在的双向影响。尽管对领导力和员工幸福感之间的关系进行了广泛的研究，但我们对因果关系，动态和普遍性或特殊性仍然知之甚少。领导力只影响员工的幸福感，还是员工的幸福感也会改变领导者的行为？随着时间的推移，领导力和幸福感如何相互影响？建设性或破坏性的领导行为对幸福感更重要吗？领导对幸福感的心理和身体领域的影响是否相同？LEADwell研究项目旨在确定领导力与福祉之间的因果关系。通过最先进的实验室实验，我们研究了领导对下属幸福感的因果关系，以及下属幸福感对领导行为的因果关系。我们进一步偏离了目前关于领导力与幸福感关系的静态观点。关注动态可以了解领导力和幸福感的积极或消极轨迹何时以及如何发展。因此，在一项纵向实地研究中，我们同时研究了领导对员工幸福感的影响以及员工幸福感对领导行为的影响。最后，为了确定各种领导和幸福领域的影响，从而最终获得对影响的领域特异性的理解，我们系统地调查了各种建设性和破坏性的领导行为，以及各种心理和身体健康指标，通过结合调查数据，创新的生理测量，以及所有研究中基于观察的行为编码。LEADwell通过围绕因果效应和过程以及领导力对福祉和福祉对领导力的影响的动态性质建立全面的知识来推进领导力和福祉文献。实际上，它有助于制定基于证据的战略和干预措施，如员工和主管的组织压力和健康管理以及领导者发展干预措施。它阐明了领导者和追随者在支持福祉的领导中的作用，并为中断消极动态和加强积极动态提供了起点。