Workplace emotions: The role of supervision and leadership.

Bono, Joyce E.; Foldes, Hannah; Vinson, Gregory A.; Muros, John P.

doi:10.1037/0021-9010.92.5.1357

Cited by 431 publications

(365 citation statements)

References 70 publications

(73 reference statements)

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“…They support and extend findings of [82], providing evidence that leaders influence followers' emotions by their acts and behaviors, and not only by the contagion of their own affect. Co mpetent leaders are role models who inspire their followers.…”

Section: Discussionsupporting

confidence: 78%

The Emotion of Admiration Improves Employees’ Goal Orientations and Contextual Performance

Galliani¹,

Vianello²

2012

IJAP

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Admiration is the other-praising emotion elicited by the display of outstanding skills, talents, or achievements.Most leadership theories state that effective leaders are ad mired role models that fo llo wers emu late. Nevertheless, no demonstration has been provided so far about the actual role of ad miration in the leader-follower relationship. This paper shows that leaders who display technical and managerial co mpetences motivate employees by means of the positive emotion of admiration they elicit. Specifically, we hypothesized and demonstrated that admirat ion elicited in employees by their leader's skills increases both their goal orientation to prove and imp rove their own skills and their contextual performance. In a first field experiment on 137 sales representatives we observed an indirect positive relationship between leader's skills and followers' state-goal orientations. Admiration mediated the positive effect o f leader's skills on emp loyees' motivation. In this study, we also observed a direct and detrimental impact of leaders' skills on employees learn ing and proving goal orientations. In a second, cross-sectional, study on 146 full-t ime teachers we observed that admiration -co mpared with happiness and gratitude-is the best predictor of state-learning-goal orientation and organizat ional citizenship behaviors. Implications and limits are d iscussed.

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Section: Discussionsupporting

confidence: 78%

The Emotion of Admiration Improves Employees’ Goal Orientations and Contextual Performance

Galliani¹,

Vianello²

2012

IJAP

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“…In other words, as revealed by our results, the style of leadership influences group efficacy and consequently group performance. The study carried out by Bono, Foldes, Vinson, and Muros (2007) also maintains the importance of leadership style. These authors claim that individuals who perceive a more task-oriented style of leadership experience more positive emotions, including interaction with their colleagues.…”

Section: Discussionmentioning

confidence: 97%

The Role of Task-Oriented Versus Relationship-Oriented Leadership on Normative Contract and Group Performance

Tabernero¹,

Chambal²,

Curral³

et al. 2009

soc behav pers

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In this paper we examine how groups develop normative contracts based on beliefs about the obligations other members of the group must fulfil in order to achieve group goals. The role played by perceived leadership -task-or relationship-oriented -was analyzed in relation to the development of relational normative contract and group performance. The study sample comprised 72 participants (24 groups of 3 members). A member of each team received training to be a group leader (task-or relationship-oriented leader). All groups worked on a simulation program: a complex decision-making managerial task. Group regulatory variables and group processes were evaluated during the simulation. Results showed that task-oriented leaders effected higher group efficacy and positivism among members of the group. In contrast, relationship-oriented leaders effected greater cohesion between the group's members. The final group performance is explained from the perspective of group efficacy and the relational normative contract.

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“…This is further supported by transformational leaders' consideration of employees' individual needs and the use of meaning and optimism to motivate followers (Bass, 1985), which should lead to feelings of aliveness, energy and positive emotions, characteristic of the vitality-component of thriving and well-known outcomes of TFL (e.g., Bono, Foldes, Vinson, & Muros, 2007).…”

Section: The Mediating Role Of Thrivingmentioning

confidence: 99%

Transformational leadership and burnout: The role of thriving and followers’ openness to experience.

Hildenbrand

Sacramento

Binnewies

2018

Journal of Occupational Health Psychology

157

165

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Grounding our research in conservation of resources theory, we set out to shed light on the relationship between transformational leadership (TFL) and employee burnout. Specifically, we considered both thriving at work, a personal resource, and employees' openness to experience (OTE), a key resource, to uncover whether all employees benefit equally from TFL (a contextual resource). In detail, we argued that the negative effect of TFL on employee burnout is mediated by employee thriving at work, and that employees' OTE constitutes a boundary condition of this process. Our moderated mediation model was tested with 2 waves of data from 148 employees from a midsized German manufacturing company. The results supported our hypotheses and revealed that employees' thriving at work mediated the link between TFL and reduced burnout. As predicted, these relationships were moderated by employees' personality in such a way that TFL affected thriving and hence burnout of employees high on OTE, but not of employees low on OTE. Taken together, our findings suggest that TFL serves as a resource that protects employees from burning out, but also highlights the need to consider employees' personality in perceptions of and reactions to leadership.

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Workplace emotions: The role of supervision and leadership.

Cited by 431 publications

References 70 publications

The Emotion of Admiration Improves Employees’ Goal Orientations and Contextual Performance

The Emotion of Admiration Improves Employees’ Goal Orientations and Contextual Performance

The Role of Task-Oriented Versus Relationship-Oriented Leadership on Normative Contract and Group Performance

Transformational leadership and burnout: The role of thriving and followers’ openness to experience.

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