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Virtuous leadership: a source of employee well-being and trust

机译：善良的领导：员工福祉和信任的来源

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Purpose - The purpose of this paper is to examine how a supervisor's virtuous leadership as perceived by subordinates influences subordinates' work-related well-being and to examine the mediating role of trust in the leader and the moderating roles of individual leader virtues and various characteristics of subordinates and organizations. Design/methodology/approach - An online survey was conducted through Prolific among a selfselected sample of 1,237 employees who worked with an immediate supervisor across various industries in primarily the UK and the USA. Structural equation modeling was used to test the hypotheses. Findings - The empirical results indicate that an immediate supervisor's virtuous leadership as evaluated by the subordinate positively influences all three considered dimensions of work-related well-being - job satisfaction, work-related affect and work engagement - for a wide variety of employees in different industries and countries. A subordinate's greater trust in the supervisor fully mediates this positive influence for job satisfaction and work engagement and partially for work-related affect All five individual core leader virtues - prudence, temperance, justice, courage and humanity - positively influence work-related well-being. Practical implications - The findings underscore that promoting virtuous leadership is a promising pathway for improved employee well-being, which may ultimately benefit individual and organizational performance. Originality/value - Despite an age-old interest in leader virtues, the lack of consensus on the defining elements of virtuous leadership has limited the understanding of its consequences. Building on recent advances in the conceptualization and measurement of virtuous leadership and leader character, this paper addresses this void by exploring how virtuous leadership relates to employees' well-being and trust.
机译：目的 - 本文的目的是审查监督员如何根据下属所感知的良性领导，影响下属的与工作有关的福祉，并审查信任对领导者的调解作用以及个别领导美德和各种特征的调节角色下属和组织。设计/方法/方法 - 在1,237名雇员的一名员工中通过多产进行了在线调查，这些员工在主要在英国和美国在各个行业的立即主管工作。结构方程建模用于测试假设。结果 - 经验结果表明，由下属评估的立即监督员的良性领导地位积极影响所有三个被认为的工作相关福祉 - 工作满意度，工作相关的影响和工作参与 - 各种各样的员工行业和国家。该下属对监事的更大信任充分地调解了工作满意度和工作参与的积极影响，部分地用于与工作有关的影响所有五个个人核心领导者的美德 - 谨慎，节制，正义，勇气和人文 - 积极影响与工作有关的福祉。实际意义 - 强调促进良性领导的调查结果是改善员工福祉的有前途的途径，这可能最终使个人和组织绩效受益。原创性/价值 - 尽管对领导美德的历史悠久，但缺乏对良性领导层的决定性要素缺乏共识，这限制了对其后果的理解。建立近期领导和领导人角色概念化和测量的最新进展，本文通过探索良好的领导涉及员工的福祉和信任，解决这种无效。

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