The relationship between transformational leadership and follower sickness absence: the role of presenteeism

Nielsen, Karina; Daniels, Kevin

doi:10.1080/02678373.2016.1170736

Cited by 61 publications

(71 citation statements)

References 62 publications

(72 reference statements)

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“…Therefore, introducing POS in the model may reveal a 'well-being trade-off', whereby more engagement in work occurs at the expense of additional stress and exhaustion. This phenomenon has been documented within the paid staff literature (Inceoglu, Thomas, Chu, Plans, & Gerbasi, 2018;Nielsen & Daniels, 2016). The nature of the relationship between POS, PSS and mental well-being however, remains complex and further research is needed in this area.…”

Section: Discussionmentioning

confidence: 83%

Caring for the mental health of humanitarian volunteers in traumatic contexts: the importance of organisational support

Aldamman

Tamrakar

Dinesen³

et al. 2019

European Journal of Psychotraumatology

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Background: Humanitarian workers operate in traumatic contexts, putting them at an increased risk of adverse mental health outcomes. The quality of the support they receive from their organization, their supervisor, and team members are proposed as determinants of mental illness and well-being, via the stress-appraisal process. Objective: Grounded in organizational support theory, we sought to understand the relationship between organizational factors, including perceived organizational support, supervisor support, and team support, and indicators of both adverse mental health and mental well-being among humanitarian volunteers. This relationship is hypothesized to be mediated by the perceived psychological stress. Methods: A sample of 409 humanitarian volunteers from the Sudanese Red Crescent Society completed an online, anonymous, survey comprised of the Perceived Supervision, Perceived Organizational Support, Team Support, and Perceived Psychological Stress scales, as well as the Generalized Anxiety Disorder and Patient Health Questionnaire scales, (GAD-7 and PHQ-8), and the Warwick-Edinburgh Mental Well-being Scale. Study objectives were tested using structural equation modelling (SEM) procedures. Results: Perceived helplessness (PH) and perceived self-efficacy (PSE), as measures of psychological stress, were both found to fully mediate the relationship between perceived organizational support and mental health outcomes. Perceived organizational support was associated with PSE and inversely with PH. PH was associated with adverse mental health and inversely related to mental well-being. PSE was only associated with mental well-being. Perceived supervision was negatively associated with PSE. Conclusions: Perceived organizational support is a key determinant of the mental health of humanitarian volunteers, with greater perceived support associated with lower distress symptomology and greater mental well-being. Humanitarian agencies should take actions to improve their internal organization support systems to mitigate the stress associated with working in traumatic contexts. Specifically, more attention should be paid to the organizational support of the volunteers as front-line workers in humanitarian settings. Cuidando la salud mental de los voluntarios humanitarios en contextos traumáticos: La importancia del apoyo organizacional Antecedentes: Los trabajadores humanitarios operan en contextos traumáticos, lo que los pone en un mayor riesgo de resultados adversos para la salud mental. La calidad del apoyo que reciben de su organización, su supervisor, y los miembros del equipo han sido propuestos como determinantes importantes de las enfermedades mentales y el bienestar, a través del proceso de evaluación del estrés. Objetivo: Basados en la teoría del apoyo organizacional, buscamos comprender la relación entre los factores organizacionales, incluyendo el apoyo organizacional percibido, el apoyo del supervisor, y el apoyo del equipo, y los indicadores de salud mental adversa y bienestar mental entre los volunta...

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Section: Discussionmentioning

confidence: 83%

Caring for the mental health of humanitarian volunteers in traumatic contexts: the importance of organisational support

Aldamman

Tamrakar

Dinesen³

et al. 2019

European Journal of Psychotraumatology

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“…Dealing with uncertainty, high levels of demand, 'always-on' cultures, complex situations and interrelationships, constant change, paradox and ambiguity is part of most leaders/managers' everyday working lives (Baron & Cayer, 2011;Petrie, 2014). It is increasingly recognised that these factors result in stress, stress-related health problems, sickness absence and presenteeism (Nielsen & Daniels, 2016), which in turn affect the performance of the leaders/managers themselves and also, due to their behaviour and approach, are suggested to affect the wellbeing and performance of those that work for them (Chaskalson, 2011). In this context, applying mindfulness and meditation interventions in leadership and management development makes sense as, by improving leader and manager participants' own wellbeing, it aims to not only provide benefit to the participants, but also knock-on positive effects for those that these people lead and manage.…”

Section: Why Should Mindfulness and Meditation Interventions Be Applimentioning

confidence: 99%

“…Given the significant challenges facing leaders in managing both their own health and wellbeing and that of their direct reports (e.g. Nielsen & Daniels, 2016), it is not surprising that organisations are looking for new ways to support those in leadership and management positions with both these areas. While existing wellbeing interventions, including management development, have been shown to achieve change in the desired direction (Donaldson-Feilder, Lewis & Yarker, 2009), there is potential to take this a step further by applying the learning from other areas of psychology to the workplace, and particularly to finding ways of supporting leadership/management development for wellbeing.…”

Section: Background and Introductionmentioning

confidence: 99%

What outcomes have mindfulness and meditation interventions for managers and leaders achieved? A systematic review

Donaldson‐Feilder

Lewis

Yarker

2018

European Journal of Work and Organizational Psychology

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No systematic review had previously been conducted examining the benefits mindfulness or meditation interventions for leaders and managers. However, the literature suggested that such interventions would have a positive impact on leaders' own wellbeing, their leadership capability, their 'post-conventional' leadership capacity, and their direct reports. The purpose of this study was therefore to systematically review research on mindfulness or meditation interventions for managers and leaders. Our review identified 19 studies that met the inclusion criteria. Findings indicate some encouraging signs that mindfulness and meditation interventions may improve aspects of leaders'/managers' wellbeing and resilience, and leadership capability, possibly including their 'post-conventional' leadership, but research results are very variable in quality and strength, and there was no evidence on benefits for participants' direct reports. The studies reviewed explored a diversity of interventions, but provided little insight into which mindfulness and meditation interventions for managers and leaders are most effective, in what context they are best applied, or for whom they are most suitable. While the sub-set of studies that measured mindfulness found that the interventions used did increase participants' mindfulness, there was no exploration of whether improved mindfulness was the mechanism by which other positive outcomes were achieved.

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“…These studies may be classified into two groups: (a) those based on the European Working Conditions Survey (EWCS), where the question used is “over the past 12 months did you work when you were sick?,” the answer being dichotomous (no/yes) . Some studies exclusively analyze this question, while others additionally take a second question into account, namely “if yes, how many working days?” The versions of the Korean Working Conditions Survey also use a dichotomous question similar to that of the EWCS, although with slightly different formulations depending on survey version; (b) those studies which use exactly the same question used by Aronsson, “has it happened over the previous 12 months that you have gone to work despite feeling that you really should have taken sick leave due to your state of health?,” as well as some other studies which use minor modifications of this question or other similar ones where the formulation explicitly investigates “how many times…” or “how many days…”…”

Section: Resultsmentioning

confidence: 99%

Sickness presenteeism: Are we sure about what we are studying? A research based on a literature review and an empirical illustration

Navarro

Salas‐Nicás

Llorens

et al. 2019

American J Industrial Med

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Background: There has been an increasing interest in studying sickness presenteeism (SP). An ever-increasing amount of scientific literature is published using this term, yet there appears to be considerable heterogeneity in how it is assessed, which could result in substantial differences in the definition and interpretation of the phenomenon really being studied. We aim to discuss what really is being studied, depending on how the phenomenon is operationalized, measured, and analyzed.Methods: A study based on a literature review and an empirical illustration using data of the third Spanish Psychosocial Risks Survey (2016). Results:Differences are observed based on the population in which SP is measured, the cut-off points used to define a worker as presenteeist, the reasons for an SP episode and even an analysis of the phenomenon treated as a count or as a dichotomous.Conclusions: Without being completely exclusive, it seems that restricting the population of analysis to only those workers who consider that they should not have gone to work due to their health, and/or establishing low cut-off points to define someone as presenteeist, would more clearly delimit the study of SP to the exercise of a right to sick leave. In contrast, working with the entire population or using high cut-off points appears to relate the study of SP more with health status and less with the exercise of rights. On the other hand, taking the reasons for SP into account would probably help to improve interpretation of the phenomenon.Since the 1980s, the economic impact of the loss of productivity among presenteeist workers, that is those who report for work despite being ill, has been a topic of interest in disciplines such as social sciences or management. 1,2 It has been observed, for example, that in certain circumstances the cost associated with performance-based work loss could exceed the costs of absenteeism and medical treatment combined. 3 A second approach focuses on the act of attending work while ill and its effects on worker's health. 1,4 In this approach, presenteeism is defined as the fact of working despite being ill 5 and it should be considered an important issue due to its association with several health problems. [6][7][8][9][10][11] In recent meta-analytic research, McGregor et al 12 explore the effect of these two operationalizations of presenteeism on previous Am J Ind Med. 2019;62:580-589. wileyonlinelibrary.com/journal/ajim 580 |

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The relationship between transformational leadership and follower sickness absence: the role of presenteeism

Cited by 61 publications

References 62 publications

Caring for the mental health of humanitarian volunteers in traumatic contexts: the importance of organisational support

Caring for the mental health of humanitarian volunteers in traumatic contexts: the importance of organisational support

What outcomes have mindfulness and meditation interventions for managers and leaders achieved? A systematic review

Sickness presenteeism: Are we sure about what we are studying? A research based on a literature review and an empirical illustration

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