What about the leader? Crossover of emotional exhaustion and work engagement from followers to leaders.

Abstract

Although a growing body of research links leadership behavior to follower health, comparatively little is known about the health effects of being in the lead. This longitudinal study of 315 team members and 67 leaders examined the crossover of emotional exhaustion and work engagement from followers to leaders. Leader emotional self-efficacy was tested as a moderator in the crossover process. Multiple regression analyses revealed that followers' work engagement was positively related to leaders' work engagement eight months later, controlling for followers' tenure with the leader, leader gender, autonomy, workload, and work engagement at Time 1. Leaders' emotional self-efficacy did not moderate the crossover of work engagement. Followers' emotional exhaustion was not directly related to leaders' emotional exhaustion over time. We did find a significant interaction effect for follower emotional exhaustion and leader emotional self-efficacy. This study is the first to show that crossover of emotional exhaustion and work engagement can unfold over time from team members to leaders. Main theoretical implications lie in the finding that-in line with job demands-resources theory-followers' psychological states can pose a demand or resource for leaders, and influence their well-being. For practitioners, our results offer valuable insights regarding the design of organizational health interventions as well as leadership development measures. (PsycINFO Database Record

Work, stress, and relationships: The crossover process model

“…This five-step crossover process has been described elsewhere (Muller & Brough, 2017), and this article provides the first assessment of research findings to support this model. It is anticipated that assessments of this model with workplace dyads could elicit similar positive dyadic experiences focused on work performance and job satisfaction outcomes, as suggested by the emerging crossover research conducted with work colleagues (e.g., Wirtz et al, 2017). For dyads in a personal relationship, these outcomes predominantly focus on relationship satisfaction and commitment, even when the initiating stressor was a negative (rather than a positive) experience (Research Question 2).…”

“…Evidence has demonstrated that concepts including incivility (Ferguson, 2012), work harassment (Dionisi & Barling, 2015), emotional exhaustion (Wirtz, Rigotti, Otto, & Loeb, 2017), resilience (Chen, Westman, & Hobfoll, 2015), and burnout and work engagement (Westman & Chen, 2017) can also be transmitted via an interpersonal crossover process. Evidence has demonstrated that concepts including incivility (Ferguson, 2012), work harassment (Dionisi & Barling, 2015), emotional exhaustion (Wirtz, Rigotti, Otto, & Loeb, 2017), resilience (Chen, Westman, & Hobfoll, 2015), and burnout and work engagement (Westman & Chen, 2017) can also be transmitted via an interpersonal crossover process.…”

“…Recent crossover research has expanded the focus beyond stress transmission to examine the transference of a wider range of both positive and negative emotions between spouses and/or colleagues. Evidence has demonstrated that concepts including incivility (Ferguson, 2012), work harassment (Dionisi & Barling, 2015), emotional exhaustion (Wirtz, Rigotti, Otto, & Loeb, 2017), resilience (Chen, Westman, & Hobfoll, 2015), and burnout and work engagement (Westman & Chen, 2017) can also be transmitted via an interpersonal crossover process. The recent emphasis on the transfer of resources is particularly pertinent.…”

Effects of workload on teachers' functioning: A moderated mediation model including sleeping problems and overcommitment

“…First, we aimed to gain a better understanding of the consequences associated with teachers' workload. Previous research conducted in various occupational settings found workload to positively relate to emotional exhaustion and presenteeism, and to negatively relate to job satisfaction and performance (e.g., Wirtz, Rigotti, Otto, & Loeb, ). We sought to examine whether these effects applied to a specific sample of teachers.…”

“…Past research has found workload to positively relate to emotional exhaustion and presenteeism, and negatively to job satisfaction and performance (e.g., Wirtz et al, ). Indeed, hindrance stressors (e.g., excessive workload), because they constrain and interfere with workers' self‐realization (Cavanaugh, Boswell, Roehling, & Boudreau, ) and do not allow for their psychological needs to be satisfied (Albrecht, ), are associated to more maladaptive functioning and less adaptive functioning.…”