Transformational Leadership and Employee Well‐Being: The Mediating Role of Trust in the Leader and Self‐Efficacy

Abstract

Although transformational leadership (TL) is considered a kind of positive leadership, which can elevate followers in the long term, the mechanism of how TL influences employee well-being remains a relatively untouched area. Based on survey data collected from 745 employees from the People's Republic of China (Beijing, n = 297; Hong Kong, n = 448), results revealed that employees' trust in the leader and self-efficacy partially mediated the influence of TL on job satisfaction, and fully mediated the influence of TL on perceived work stress and stress symptoms. Implications of these findings for research and practice are discussed.Bien que le leadership transformationnnel (TL) soit considéré comme une sorte de leadership positif qui peut faire progresser les suiveurs sur le long terme, le mécanisme par lequel TL contribue à leur bien être reste relativement inexploré. Les résultats basés sur des données collectées auprès d'un échantillon de 745 employés de la République Populaire de Chine (Beijin, n = 297; Hong Kong, n = 448), montrent que la confiance des suiveurs dans le leader et l'autoefficacité sont en partie dus à l'influence du TL sur la satisfaction au travail et sont entièrement dus à l'influence du TL sur le stress perçu au travail et les

Transformational leadership and depressive symptoms among employees: mediating factors

“…Cross-sectional research has found that employee self-efficacy and team efficacy both serve as links between transformational leadership and employees' psychological well-being ). In another study, an employee's self-efficacy and trust in the leader fully mediated the relation between transformational leadership and perceived work stress and stress symptoms, and partially mediated the link between transformational leadership and job satisfaction (Liu et al, 2010). Nevertheless, a relationship between transformational leadership and employee self-efficacy has not been found in all studies (e.g., Felfe and Schyns, 2002).…”

“…First, self-efficacy and meaningfulness of work are known to mediate the relationship between transformational leadership and employee well-being (e.g., Arnold et al, 2007;Liu et al, 2010;Nielsen et al, 2008) but have not earlier been studied as mediators in relation to depressive symptoms. Second, even though research has identified several mediators in the relationship between transformational leadership and employee well-being, we are so far unaware of the unique effects of these identified mediators.…”

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