The mediating role of demand and control in the relationship between leadership behaviour and employee distress: A cross-sectional study

Lornudd, Caroline; Tafvelin, Susanne; Schwarz, Ulrica von Thiele; Bergman, David

doi:10.1016/j.ijnurstu.2014.08.003

Cited by 19 publications

(21 citation statements)

References 59 publications

(72 reference statements)

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“…Close attention should also be paid to the specific psychosocial factors studied when assessing the preventive role of leadership. In particular, Lornudd et al [ 10 ] empirically supported the mediating role of demands and control in the relationship between leadership and employees’ well-being, which is at odds with the results of our study. This difference may be explained by the fact that Lornudd et al used demands and control as separate factors in their regression analyses, which is a conceptualization different from the one used in the present study.…”

Section: Discussioncontrasting

confidence: 99%

“…The role of transformational leadership has been previously documented in this regard [ 9 ]. Lornudd et al [ 10 ] extended the results to alternative leadership models (i.e., production-, employee- and change-oriented leadership) and Karanika-Murray et al [ 33 ] found a mediating role of leader-member exchange (LMX) factors. These results support the idea that more than one leadership theory may be of interest for understanding employees’ affective well-being.…”

Section: Discussionmentioning

confidence: 99%

“…Research on the mediating role of the work environment has clearly shown that perceptions of having a meaningful job [ 8 , 9 ], role clarity, and opportunities for development [ 9 ], mediate the relationship between transformational leadership and employees’ wellbeing. More recently, Lornudd et al [ 10 ] noted that previous research mainly focused on transformational leadership and little is known about the role of alternative leadership models. They consequently focused on production-, employee- and change-oriented leadership [ 11 ] and studied the mediating role of demand and control in determining five distress outcomes (i.e., disengagement, exhaustion, depression, sleep disturbance, and self-rated ill health).…”

Section: Introductionmentioning

confidence: 99%

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Stress-Preventive Management Competencies, Psychosocial Work Environments, and Affective Well-Being: A Multilevel, Multisource Investigation

Toderi

Balducci

2018

IJERPH

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The Management Competencies for Preventing and Reducing Stress at Work framework represents one of the few tailored models of leadership for work stress prevention purposes, but it has never been empirically evaluated. The aim of this study was to investigate whether supervisors’ stress-preventive management competencies, as measured by the Stress Management Competencies Indicator Tool (SMCIT), are related to employees’ affective well-being through psychosocial work environmental factors. To this end, multilevel structural equation modelling (MSEM) was developed and tested, including data provided by both supervisors and employees. Supervisors (n = 84) self-assessed their stress-preventive management competencies (i.e., being respectful and responsible, managing and communicating existing and future work, reasoning and managing difficult situations, and managing the individual within the team) with a previously validated reduced version of the SMCIT. The supervised employees (n = 584) rated job content (e.g., job demands) and work context (e.g., role clarity) psychosocial factors and their job-related affective well-being. Supervisors’ job-related affective well-being was also included in the tested model. The results revealed that the stress-preventive competencies factor was related to employees’ affective well-being through the psychosocial work environment only when the latter was operationalized by means of contextual work factors. Supervisors’ affective well-being was related to their stress-preventive competencies, but it was not related to employees’ affective well-being. We discuss the implications of the results obtained.

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Section: Discussioncontrasting

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Stress-Preventive Management Competencies, Psychosocial Work Environments, and Affective Well-Being: A Multilevel, Multisource Investigation

Toderi

Balducci

2018

IJERPH

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“…With regards to psychological demands and workplace violence, no signi cant associations were found with either managerial leadership or sickness absence over time. These ndings are not in line with two cross-sectional studies on nurses that did nd signi cant associations between the closest managers' leadership and decision authority (23,38) and psychological demands (23) (to be noted Malloy and…”

Section: Discussioncontrasting

confidence: 73%

“…A few studies have examined and found support for the theory that job demands (21)(22)(23) and job resources (23)(24)(25) have a mediating role in the association between leadership and mental ill health or psychological well-being. However, conclusions regarding the temporal order of the associations could not be drawn because most of these studies were based on cross-sectional data (or at most two time points).…”

Section: The Mediating Role Of Psychosocial Work Stressors In the Assmentioning

confidence: 99%

The Role of Managerial Leadership in Sickness Absence in Health and Social Care: Antecedent or Moderator in the Association between Psychosocial working Conditions and Register-based Sickness Absence? A Longitudinal Study based on a Swedish Cohort.

Stengård¹,

Peristera²,

Johansson³

et al. 2020

Preprint

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Background: The prevalence of sickness absence is particularly high among employees in health and social care, where psychosocial work stressors are pertinent. Managerial leadership is known to affect sickness absence rates, but the role leadership plays in relation to sickness absence is not fully understood; that is, whether poor leadership i) is associated with sickness absence directly, ii) is associated with sickness absence indirectly through the establishment of poor psychosocial working conditions, or iii) whether good leadership rather has a buffering role in the association between work stressors and sickness absence.Methods: Four biennial waves from the Swedish Longitudinal Occupational Survey of Health (SLOSH, 2010–2016, N=2333) were used. Autoregressive cross-lagged analyses within a multilevel structural equation modelling (MSEM) framework were conducted to test hypotheses i)–iii), targeting managerial leadership, register-based sickness absence and psychosocial work stressors (high psychological demands, poor decision authority and exposure to workplace violence).Results: A direct association was found between poor leadership and sickness absence two years later, but no associations were found between leadership and the psychosocial work stressors. Finally, only in cases of poor leadership was there a statistically significant association between workplace violence and sickness absence.Conclusions: Poor managerial leadership may increase the risk of sickness absence among health and social care workers in two ways: first, directly and, second, by increasing the link between workplace violence and sickness absence.

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A Multilevel Approach to Understanding Job Demands and Resources in Healthcare

Richter

Roczniewska

Hasson

et al. 2021

Aligning Perspectives on Health, Safety and Well-Being

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The mediating role of demand and control in the relationship between leadership behaviour and employee distress: A cross-sectional study

Cited by 19 publications

References 59 publications

Stress-Preventive Management Competencies, Psychosocial Work Environments, and Affective Well-Being: A Multilevel, Multisource Investigation

Stress-Preventive Management Competencies, Psychosocial Work Environments, and Affective Well-Being: A Multilevel, Multisource Investigation

The Role of Managerial Leadership in Sickness Absence in Health and Social Care: Antecedent or Moderator in the Association between Psychosocial working Conditions and Register-based Sickness Absence? A Longitudinal Study based on a Swedish Cohort.

A Multilevel Approach to Understanding Job Demands and Resources in Healthcare

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