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首页> 美国卫生研究院文献>International Journal of Environmental Research and Public Health >Health-Oriented Self- and Employee Leadership in Virtual Teams: A Qualitative Study with Virtual Leaders
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Health-Oriented Self- and Employee Leadership in Virtual Teams: A Qualitative Study with Virtual Leaders

机译：虚拟团队中健康的自我和员工领导层：与虚拟领导人的定性研究

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摘要

Virtual teamwork as a new way of working is becoming increasingly prevalent in a growingly globalized and digitalized working environment. Due to the associated raise in health-related stress factors at the workplace and the central role of leaders in workplace health promotion, the aim of this study is to obtain initial findings on the use of health-oriented self- and employee leadership in virtual teams from the perspective of virtual leaders. Semi-structured telephone interviews were conducted with 13 virtual leaders by using the problem-centered interview method. The collected data were deductively and inductively evaluated and interpreted using the qualitative content analysis according to Mayring. The results show that virtual leaders ascribed great value of health and showed great awareness in health-oriented self- and employee leadership. Physical activity and boundary management were particularly mentioned as health-oriented self-leadership behaviors. The majority of leaders described communication, building trust, support in boundary management and implementation of personal meetings as health-oriented employee leadership behaviors. In addition to social, technical, and personal factors, primarily organizational factors were mentioned as factors of influence in this context. For a more comprehensive understanding of health-oriented leadership, the inclusion of virtual team members in further research studies is necessary.
机译：虚拟团队作为一种新的工作方式，在一个成长的全球化和数字化的工作环境中越来越普遍。由于在工作场所与健康相关的压力因素中的相关提高以及领导人在工作场所健康促进方面的核心作用，本研究的目的是获得关于在虚拟团队中使用卫生自我和员工领导的使用的初步调查结果从虚拟领导人的角度来看。通过使用以问题为中心的面试方法，使用13个虚拟领导者进行半结构化电话访谈。使用定性内容分析，减少收集的数据和感应性地评估和解释，根据MiSrow。结果表明，虚拟领导人归因于健康的巨大价值，并对卫生为导向的自我和员工领导的认识表现出巨大意识。尤其提到身体活动和边界管理作为面向健康的自我领导行为。大多数领导人描述了沟通，建立信托，在边界管理方面的支持和个人会议的实施中作为健康导向的员工领导行为。除社会，技术和个人因素外，主要提到组织因素作为这种背景下的影响因素。为了更全面地了解健康导向的领导力，必须在进一步研究研究中包含虚拟团队成员。

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