Mediators of transformational leadership and the work-family relationship

Abstract

Structured AbstractPurpose: The purpose of the study is to examine the ways in which leaders influence follower's work-life management. Specifically, we propose that personal (positive affect), social (managerial support for work-family balance), and job (autonomy) resources mediate the relationships between transformational leadership and work-family conflict and enrichment.Design/methodology/approach: The sample included 411 managers in 37 hotel properties across the United States. Findings:The relationship between TL and WFC was mediated by autonomy, positive affect and managerial support for work-family balance, whereas the relationship between TL and WFE was mediated by managerial support for work-family balance and positive affect. Research limitations/implications:This study constructs a foundation for future integration of leadership and work and family literatures. It also provides preliminary support for workfamily enrichment theory (Greenhaus and Powell, 2006) as well as the value of examining leadership through resource-based perspective. Practical implications:Interventions designed to enhance leadership may be effective not only in the workplace, but also for reducing work-family conflict and promoting enrichment. Originality/value:This study is the first to directly examine the effect of transformational leadership and both work-family conflict and enrichment. Further, it specifies mediating variables that underlie these relationships.

The development and validation of a scale measuring teacher autonomous behaviour

“…An interesting question remains: How can one facilitate teacher autonomous behaviour? Transformational leadership has been found to be an important condition for autonomy of employees in other professional occupations (Hetland et al, 2011;Hammond et al, 2015). Therefore, we tested the extent that transformational leadership facilitates all four dimensions of teacher autonomous behaviour.…”

“…Finally, it was investigated whether transformational leadership is an important condition to facilitate teacher autonomous behaviour. Previous studies found a significant relationship between these concepts in other professional occupations (Hetland et al ., ; Hammond et al ., ).…”

Conflito Trabalho-Família, Políticas De Apoio À Família E Gênero: Um Panorama Do Atual Cenário De Estudos/Work-Family Conflict, Family and Gender Support Policy: A Panorama of the Current Scenario of Studies

“…Por esse motivo, a eficácia das políticas depende de um ambiente organizacional que apoie tais práticas (FIKSENBAUM, 2014). Como destacado por Hill et al (2008), deve haver uma relação de confiança entre empregador e empregado, além de uma cultura de apoio no trabalho.…”

“…O apoio gerencial também é um mediador significativo para o conflito trabalho-família (HAMMOND et al, 2015). A disponibilidade desses para ouvir e aconselhar os trabalhadores em problemas relacionados à dificuldade de equilibrar trabalho e família é fundamental para reduzir conflitos (FIKSENBAUM, 2014;AFRIANTY;BURGESS;ISSA, 2015), porque podem proporcionar a sensação de que a organização cuida e se preocupa com o bem-estar de seus empregados (MANSOUR; TREMBLAY, 2016), resultando em maior comprometimento afetivo (JANASZ et al, 2013).…”

“…As opções de trabalho flexíveis ao mesmo tempo em que estão associadas a sentimentos de liberdade por parte dos funcionários, também se relacionam com uma forma de amparo para a efetivação de demandas familiares (ANDRADE, 2011). Mais que trabalhar em casa ou ter horários flexíveis, a flexibilidade envolve uma relação de confiabilidade entre empregador e empregado, uma cultura de apoio no ambiente de trabalho e um sentimento de monitorização do trabalho e suas condições (HILL et al, 2008).…”