Health-Focused Leadership – Prevention and Intervention as Enablers of Work Ability and Performance

Boehm, Stephan A.; Baumgaertner, Miriam Karin

doi:10.5465/ambpp.2014.15623abstract

Cited by 3 publications

(2 citation statements)

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“…Following Rudolph, Murphy & Zacher [25], healthy leadership can be defined as the "health-specific influence of leaders on employee health and wellbeing", whereby-as it is the case within the healthy leadership literature-health and well-being are understood to encompass physical, mental, and social well-being and not just the absence of disease [83]. Similar constructs are health-specific [84], healthfocused [85], health-oriented [86], and health-promoting leadership [87,88] (for an overview of the different concepts, please see the review by Reference [25]). The objectives of a healthy leadership are to build trust, manage problems, and reduce the work-related pressure employees face [89]; healthy leaders are, furthermore, concerned with protecting, enhancing, and restoring the health of their employees [24].…”

Section: Healthy Leadershipmentioning

confidence: 99%

Healthy Leadership and Workplace Health Promotion as a Pre-Requisite for Organizational Health

Koinig

Diehl

2021

IJERPH

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(1) Background: Increasing stress levels at the workplace constitute a concerning organizational trend, challenging not only employees but also organizations alike, as it is in most instances associated with increasing workloads. In consequence, employees have started to demand that organizations begin to accept responsibility for their health and well-being. The present contribution seeks to investigate, to which extent individuals are able to deal with stress and whether their employers and respective supervisors (leaders) accept responsibility for their health, for instance, by leading by example. In addition, the existence and support generated by the organization in form of Workplace Health Promotion (WPHP) is inquired. (2) Methods: Semi-structured qualitative interviews with 40 (full and part-time) employees from two European countries were conducted. (3) Results: The study with employees from Austria and Germany (n = 40) confirmed that employees have started to recognize the potential of the workplace as an environment, where individual health can be enhanced. Yet, the results showed that only a few companies have already put some WPHP measures into practice. Likewise, the implementation of healthy leadership is rather limited to date. (4) Conclusions: At present, companies are still more likely to delegate responsibility for employee health and well-being to their staff, having not fully realized the potential of healthy leadership and organizational health promotion. There is great potential to increase WPHP measures on the employer side, through both healthy leadership and supporting WPHP measures.

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Section: Healthy Leadershipmentioning

confidence: 99%

Healthy Leadership and Workplace Health Promotion as a Pre-Requisite for Organizational Health

Koinig

Diehl

2021

IJERPH

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“…Specifically, while aspects such as leadermember exchange, involvement of top management and transformational leadership may apply for all dimensions of diversity, disability inclusive leadership differs in that it requires a health-focused dimension to it. Such leaders need to demonstrate prevention and intervention focused behaviours (Boehm and Baumgaertner, 2014).…”

Section: Towards a Confluencementioning

confidence: 99%

Towards a confluence: disability inclusion and organizational change

Suresh

Dyaram

2020

JIBR

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Purpose Despite increased attention towards workplace disability in global and local development agenda, mainstream inclusion of persons with disability continues to be a challenge for most organizations. This paper aims to explore how organizations can be facilitated for adapting to the need and responsibility for change, towards evolving into disability inclusive workplaces. Design/methodology/approach This paper uses an inter-domain approach by linking organization change and development models to Indian indigenous disability management literature. Findings This review indicates that in comparison with the other dimensions of diversity, disability brings unique challenges that need a differentiated management approach. Further, it finds a strong base for organizations to approach disability management as a strategic and transformative change initiative, aligning with some of the proven change and organization development (OD) interventions. Research limitations/implications This paper draws implications for disability management and highlights the need for a practice perspective towards disability management and OD. Originality/value This paper provides an integrated view of critical factors influencing workplace disability management and OD.

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The Role of Leadership Behaviour for the Workplace Inclusion and Job Retention of Employees with Psychological Disabilities

Boehm

Baumgärtner

Brzykcy

2020

The Palgrave Handbook of Disability at Work

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Health-Focused Leadership – Prevention and Intervention as Enablers of Work Ability and Performance

Cited by 3 publications

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Healthy Leadership and Workplace Health Promotion as a Pre-Requisite for Organizational Health

Healthy Leadership and Workplace Health Promotion as a Pre-Requisite for Organizational Health

Towards a confluence: disability inclusion and organizational change

The Role of Leadership Behaviour for the Workplace Inclusion and Job Retention of Employees with Psychological Disabilities

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