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首页> 外文期刊>Journal of applied social psychology >When and how health-oriented leadership relates to employee well-being-The role of expectations, self-care, and LMX
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When and how health-oriented leadership relates to employee well-being-The role of expectations, self-care, and LMX

机译：何时以及如何以及如何以及如何以及员工福祉涉及期望，自我护理和LMX的作用

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Despite the increasing interest in leaders' health-promoting behavior, the employees' role in the effectiveness of such behavior and the mechanisms underlying how such leadership behavior affects their well-being have largely been ignored. Drawing on implicit leadership theories, we advance the health-oriented leadership literature by examining employees' ideals, that is, their expectations regarding such leader behavior, as a moderating factor. We propose that higher expectations increase the association between actual health-oriented leader behavior and employee-rated leader-member relationships (LMX) and health-oriented behaviors by employees, which, in turn, positively relate to their well-being (here: exhaustion and work engagement). We tested our theoretical model in three studies, using a cross-sectional design (Study 1, N = 307), a two-wave time-lagged design (Study 2, N = 144) and an experimental design (Study 3, N = 173). We found that the effect of actual health-oriented leader behavior on LMX is contingent on employees' ideal health-oriented leader behavior. Yet, for employees' self-care behavior, the proposed moderation was only significant in Study 1. High expectations strengthened the relationship between actual health-oriented leader behavior with LMX and self-care behavior, which, in turn, were associated with less exhaustion and more work engagement (only LMX), supporting most of our mediation hypotheses. Our results highlight the pivotal role of employees' expectations regarding leaders' health support and help in building practical interventions with regard to leaders' health promotion.
机译：尽管人们对领导者的健康促进行为越来越感兴趣，但员工在这种行为的有效性中的作用，以及这种领导行为如何影响其幸福感的机制，在很大程度上都被忽视了。借助内隐领导理论，我们通过考察员工的理想，即他们对这种领导行为的期望作为调节因素，来推进健康导向的领导文献。我们认为，更高的期望值会增加实际的健康导向领导行为与员工评价的领导-成员关系（LMX）和员工的健康导向行为之间的关联，而这反过来又与他们的幸福感（这里是：疲惫和工作投入）正相关。我们在三项研究中测试了我们的理论模型，使用了横断面设计（研究1，N=307）、双波时滞设计（研究2，N=144）和实验设计（研究3，N=173）。我们发现，实际的健康导向型领导行为对LMX的影响取决于员工理想的健康导向型领导行为。然而，对于员工的自我照顾行为，建议的适度性仅在研究1中显著。高期望值加强了实际的健康导向领导行为与LMX和自我护理行为之间的关系，这反过来又与更少的疲劳和更多的工作投入（仅LMX）相关，支持了我们的大多数调解假设。我们的研究结果强调了员工对领导者健康支持的期望的关键作用，并有助于构建领导者健康促进方面的实际干预措施。

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