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

人们一天中的大部分时间都花在工作上，因此工作环境对员工的幸福感有很大的影响。领导者对员工的直接行为是最受研究和接受的员工幸福感原因之一。有证据表明，直接主管可以通过表现出建设性的领导行为（如支持或有魅力）来增加幸福感，并通过表现出破坏性的行为（如虐待或被动）来降低幸福感。然而，这种对领导力与幸福感联系的严格单向感知过于简单化，并没有考虑到领导者和员工之间可能的双向影响。尽管对领导力与员工幸福感之间的关系进行了广泛的研究，但我们对其因果关系、动态关系以及普遍性或特殊性知之甚少。领导力是只影响员工幸福感，还是员工幸福感也会改变领导者的行为？随着时间的推移，领导力和幸福感是如何相互影响的？建设性或破坏性的领导行为对幸福感的影响更大吗？领导力对幸福感的心理和生理领域的影响是平等的吗？LEADwell研究项目旨在确定领导力与幸福感之间的因果关系。通过实验室实验，我们考察了领导对下属幸福感的因果关系，以及下属幸福感对领导者行为的因果关系。我们进一步脱离目前的静态观点的领导-幸福的关系。关注动态可以让我们理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，我们同时考察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，为了确定对不同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，我们通过结合调查数据、创新的生理测量和基于观察的行为编码，系统地研究了各种建设性和破坏性的领导行为，以及各种心理和身体幸福指标。LEADwell通过建立关于因果效应和过程的全面知识，以及领导力对幸福感和幸福感对领导力影响的动态性质，推动了领导力和幸福感文献的发展。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幸福支持型领导中的作用，并为中断消极动力和加强积极动力提供了起点。

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.