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Because of the overlap between the social roles of women and followers, we predicted that people would show a bias, that is, favor female followers over male followers. To support this hypothesis, we conducted two studies: An explicit test of the bias using a scenario design and an implicit association test (IAT)‐based study. Both studies show that the role of an ideal follower is more strongly associated with the female gender role, which seems to be caused partly by a more communal connotation of the follower role. This effect might contribute to the underrepresentation of women in leadership positions as they are perceived to be an ideal fit for followership positions; but it may also push men away from being followers and into leadership positions.

In this article, we aim at theoretical specification and integration of mechanisms proposed within the Social Identity Approach to Health and Well‐being. We differentiate group‐level and individual‐level effects of shared social identity by distinguishing three different aspects: individual identification, group identification, and individually perceived group identification. We discuss specific group‐level mechanisms (i.e., mutual social support and collective self‐efficacy) and individual level‐mechanisms (i.e., attribution and appraisal processes regarding stressors and resources) for each of the three aspects. A core conclusion is that the positive effects of shared social identity on health and well‐being crucially depend on its close relationship with social support, and that although social support is an interindividual phenomenon, it is intraindividual mechanisms—attribution and appraisal—that shape the psychological partnership between social identity and social support. Therefore, we put special emphasis on cross‐level interactions between group‐ and individual‐level mechanisms, which have been widely neglected in earlier research.

Health in the workplace is an important issue. In addition to the burden placed on the individual, lower employee well-being negatively impacts work behavior and performance (Sonnentag, 2015), and incurs large costs (Cooper & Dewe, 2008). It is, therefore, not surprising that workplace health promotion has been a subject for more than 40 years in a wide range of disciplines (Rojatz et al., 2017) and that workplace health promotion interventions are seen as an important means to increase health and prevent ill-being at work (Proper & van Oostrom, 2019). Even though the interest in and implementation of worksite health promotion has increased in recent

Whether integrating work into home benefits or harms an employee's family role is a critical issue that has met with mixed findings in the extant literature. Work-home integration can be manifested in different ways. Unfortunately, prior research has tended to use global assessments of integration that may mask relationships between different types of integration and work-family outcomes. In 2 studies, the present research takes a step toward a more fine-grained analysis by focusing on the work-family consequences of affective rumination and problem-solving pondering, both of which represent psychological integration of work into home. In Study 1, using a between-person design with a 6-week time lag (N Time1 ϭ 519, N Time2 ϭ 231), affective rumination was positively related to work-family conflict and negatively to work-family enrichment, whereas problem-solving pondering was unrelated to workfamily conflict and positively related to work-family enrichment. In Study 2, a within-person daily diary study over 1 workweek (N ϭ 103), affectively ruminating more than usual was related to more work-family conflict than usual and to less enrichment than usual. Moreover, average affective rumination over 1 workweek was negatively related to average work-family enrichment. Problem-solving pondering was unrelated to work-family conflict and enrichment within persons, but was positively related to work-family enrichment between persons. Neither study supported the hypothesis that trait self-control would buffer the negative consequences of affective rumination. Overall, these results emphasize the importance of investigating the consequences of specific types of integrating work into home rather than overall tendencies of doing so.

There is strong and consistent evidence that identification with social groups is an important predictor of (ill‐)health‐related outcomes. However, the mediating mechanisms of the social identification–health link remain unclear. We present results from two studies, which aimed to test how perceived social support and collective self‐efficacy mediate the effect of social identification on emotional exhaustion, chronic stress, and depressive symptoms. Study 1 (N = 180) employed a longitudinal two‐wave design, whereas Study 2 (N = 100) used a field‐experimental design with a manipulation of participants’ social identity. Both studies consistently show that social identification was positively related to perceived social support, which, in turn, was positively associated with collective self‐efficacy. Collective self‐efficacy, finally, was negatively related to ill‐health outcomes.

Purpose Research on implicit followership theories – that is, individually held assumptions about how followers are and how they should be – is still in its infancy. The few existing approaches differ in what they define as the object of these theories. The authors consider the lack of two aspects in the existing literature: first, the authors consider it important to not only focus on effective but also on ideal followers – which allows investigating follower characteristics that go beyond just performance; and second, the authors demonstrate the importance of the study of characteristics which leaders explicitly see as undesirable for followers (i.e. counter-ideal follower prototypes). The purpose of this paper is to fill these gaps and to extend the literature by introducing the concept of implicit followership theories as assumptions of ideal followers. Design/methodology/approach The authors first present three studies conducted to develop a scale to measure ideal and counter-ideal follower prototypes, respectively. In a fourth study, the authors apply this scale and compare it to existing measures of implicit followership theories regarding their value for predicting leaders’ follower ratings. Findings Results show that the newly developed measure is reliable and valid, and comprises a useful tool for future research. Practical implications The scale can be used for leadership development programs. Originality/value The study is among the few that provide theory and evidence for the relevance of implicit followership theories and is the first to consider the ideal follower in this regard.

Self-compassion has been theorized to have three components, each with a positive pole and a negative pole: self-kindness versus self-judgment, common humanity versus isolation, and mindfulness versus over-identification. Neff (Self Identity 2:85-101, 2003a) proposes that they mutually influence each other, however, this proposition has not been tested yet. We conducted a pilot study to see if improvements from training one component spilled over to the other two-and whether these trainings had an impact on wellbeing. 80 participants completed 8 weeks of self-compassionate writing exercises to enhance either self-kindness, common humanity, or mindfulness. Trait self-compassion was assessed using the six-factor model of the self-compassion scale. To address issues of alpha-error-inflation, the false discovery rate was fixed at 5%, and critical p values were adjusted accordingly. Participants in the mindfulness condition reported increased total self-compassion (p = .009), which was accompanied by increased self-kindness (p = .027) and lower isolation (p = .045). Participants in the common humanity condition reported improved total self-compassion (p = .018), lower over-identification (p = .045), and higher life-satisfaction (p = .049). The training in self-kindness failed to improve self-kindness or any other factor. These findings provide initial evidence that the components of self-compassion mutually enhance each other. They also emphasize the importance of mindfulness within the conceptualization of self-compassion.