Are leaders' well-being, behaviours and style associated with the affective well-being of their employees? A systematic review of three decades of research

Abstract

This study is an overview of published empirical research on the impact of leaders and leadership styles on employee stress and affective well-being. A computerized search and systematic review of nearly 30 years of empirical research was conducted. Forty-nine papers fulfilled the inclusion criteria, which include the requirements for papers to report empirical studies and to be published during the period 1980 to 2009 in English-language peer-reviewed journals. The studies were mostly cross-sectional (43/49 papers) and examined the impact of leaders' stress (4 papers), leaders' behaviours (e.g. support, consideration and empowerment) (30 papers) and specific leadership styles (20 papers) on employees' stress and affective well-being. Three research questions were addressed. The review found some support for leader stress and affective well-being being associated with employee stress and affective well-being. Leader behaviours, the relationship between leaders and their employees and specific leadership styles were all associated with employee stress and affective well-being. It is recommended that future studies include more qualitative data, use standardize questionnaires and examine the processes linking leaders with employee stress. This may lead to effective interventions

Supervisor Autonomy and Considerate Leadership Style are Associated with Supervisors’ Likelihood to Accommodate Back Injured Workers

“…Workers have identified the importance of a considerate, respectful supervisor when trying to RTW [13,17,22,23]. A considerate leadership style has been linked to job satisfaction, low stress, and low burnout [22,24].…”

“…A considerate leadership style has been linked to job satisfaction, low stress, and low burnout [22,24]. For instance, Aas et al, interviewed employees on long-term sickness leave and their immediate supervisors to determine the leadership characteristics that are most valued in the early RTW process for absent employees [15].…”

“…Workers identified supervisor support in the form of modified work duties, demonstration of empathy, and consideration as important aspects of a positive RTW outcome. Workers have also identified a lack of support and respect as detrimental aspects to the RTW process [22,23].…”

“…Supervisors have also identified a considerate leadership style as a crucial part of the accommodation of workers following a workplace injury [22,23]. A 2010 systematic review found 12 papers reporting that a considerate leadership style was positively related to job satisfaction, reduced stress and burnout, and affective well being [24].…”

Returning Employees Back to Work: Developing a Measure for Supervisors to Support Return to Work (SSRW)

“…Evidence suggests that line managers have an influence on employees' stress and health outcomes [4,5]. They can have both a negative and positive effect on employee productivity, health and well-being [see 5 for a review].…”