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Good boss, bad boss, workers' mental health and productivity: Evidence from Japan

机译：好老板，坏老板，工人的心理健康和生产力：来自日本的证据

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摘要

It is widely believed that the relationship between a supervisor and his/her employees greatly affects employees’ well-being and/or productivity. However, only a few papers in the economics literature analyze how supervisors influence employees’ well-being and enhance productivity. This paper uses longitudinal data of employees with information about their immediate bosses’ ability, management skills, and characteristics (such as competency, communication skills, and personality traits) to investigate the influence of supervisors on employees. The main findings are as follows. First, even after controlling for individual-specific fixed effects and other job characteristics, such as those proposed in the job strain model, we find that supervisors’ good communication with staff and competency in managerial tasks significantly improve employees’ mental health. Second, we find that good communication between the boss and his/her staff enhances the latter’s productivity and lowers presenteeism. Third, supervisors’ bad communication and low competency increase the probability of quitting. Fourth, good communication partially depends on boss–staff compatibility, which is governed in part by their combined personality traits.
机译：人们普遍认为，主管与员工之间的关系会极大地影响员工的幸福感和/或生产力。但是，经济学文献中只有几篇文章分析了主管如何影响员工的福祉并提高生产率。本文使用员工的纵向数据以及有关其直接上司的能力，管理技能和特征（例如能力，沟通技巧和人格特质）的信息来调查主管对员工的影响。主要发现如下。首先，即使在控制了个人特定的固定影响和其他工作特征（如工作压力模型中提出的那些特征）之后，我们仍然发现，主管与员工的良好沟通和管理任务的能力可以显着改善员工的心理健康。其次，我们发现老板与他/她的员工之间的良好沟通可以提高后者的生产率，并降低出勤率。第三，主管沟通不良和能力低下增加了辞职的可能性。第四，良好的沟通部分取决于老板与员工的兼容性，这在一定程度上取决于他们的综合人格特质。

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