Due to growing demands, there is an increase in depression and burnout causing sickness absence and early retirement. Detecting depression and burnout at an early stage is a crucial task for leaders to allow for early support and prevent...
moreDue to growing demands, there is an increase in depression and burnout causing sickness absence and early retirement. Detecting depression and burnout at an early stage is a crucial task for leaders to allow for early support and prevent more severe illnesses. Within the health-oriented leadership concept, awareness is the ability to recognize followers’ warning signals as a potential health risk. Although it is widely accepted that awareness is a precondition to taking appropriate action, it is yet unclear to what extent leaders recognize the warning signals of followers and which factors facilitate or impede awareness. In an experimental study ( N = 54) and a survey study ( N = 215) we examined antecedents of awareness in followers and leaders: (a) clarity of displayed warning signals in followers, (b) leaders’ stressors, (c) leaders’ autonomy. Even under favorable conditions, only about half of the leaders recognized warning signals as a health risk. Leaders showed lower awareness during times of high stress and low autonomy and when followers displayed less clear warning signals. Autonomy moderated the effect of stress (workload) on awareness, but there was no buffering effect as expected. The findings deepen the theoretical understanding of awareness and suggest that leaders need to know how their awareness may be impeded. We provide practical recommendations for human resource management on how leaders’ awareness can be fostered.
Fuhrungsmotivation bezeichnet die individuelle Praferenz fur die Ubernahme von Fuhrungsverantwortung bzw. das Anstreben entsprechender Positionen (Felfe et al. 2012, FUMO. Hamburger Fuhrungsmotivationsinventar. Hogrefe: Gottingen). Neben...
moreFuhrungsmotivation bezeichnet die individuelle Praferenz fur die Ubernahme von Fuhrungsverantwortung bzw. das Anstreben entsprechender Positionen (Felfe et al. 2012, FUMO. Hamburger Fuhrungsmotivationsinventar. Hogrefe: Gottingen). Neben den erforderlichen Rahmenbedingungen (z. B. Aufstiegschancen) und fachlichen sowie uberfachlichen Kompetenzen auf Seiten der Person ist die Fuhrungsmotivation ein bedeutendes Personlichkeitsmerkmal fur den Aufstieg in eine Fuhrungsposition (Felfe und Gatzka 2013, Fuhrungsmotivation. In W. Sarges (Hrsg.), Managementdiagnostik (S. 308-315). Gottingen: Hogrefe). Wahrend das Interesse an der Bedeutung von Personlichkeitsmerkmalen fur den Fuhrungserfolg in den letzten Jahren insgesamt eher zunimmt, wird die Bedeutung der spezifischen Fuhrungsmotivation in der Fuhrungsforschung noch eher vernachlassigt. Gute Karrierechancen bleiben jedoch ohne die entsprechende Motivation ungenutzt, wahrend mit einer hohen Motivation auch schwierige Rahmenbedingungen uberwunden werden konnen. Dieses Kapitel geht auf die Relevanz der Fuhrungsmotivation fur Fuhrungslaufbahnen ein, gibt einen Uberblick uber den derzeitigen Forschungsstand und weist auf mogliche Interventionsmasnahmen zur Diagnose und Forderung von Fuhrungsmotivation hin.
In Western cultures, high correlations have been found between commitment, turnover and performance. While most studies only consider organizational commitment, this study compares the influence of commitment to the workgroup on relevant...
moreIn Western cultures, high correlations have been found between commitment, turnover and performance. While most studies only consider organizational commitment, this study compares the influence of commitment to the workgroup on relevant outcomes (organizational citizenship behaviour, absenteeism, turnover intention) in different cultural contexts. Data were collected from German and Chinese employees. As expected, results indicate that workgroup commitment is more
Das Konzept des „Sinns“ spielt auch in der Arbeitswelt eine grose Rolle. Wenn berufliches Handeln als schlussig, zusammenhangend und sinnvoll erlebt wird, steigen die Zufriedenheit, der Selbstwert, die Bindung an die Organisation und das...
moreDas Konzept des „Sinns“ spielt auch in der Arbeitswelt eine grose Rolle. Wenn berufliches Handeln als schlussig, zusammenhangend und sinnvoll erlebt wird, steigen die Zufriedenheit, der Selbstwert, die Bindung an die Organisation und das psychische Wohlbefinden Umgekehrt fuhrt ein Fehlen von Sinn zu Unzufriedenheit, organisationalem Zynismus dem Verlust an Bindung bzw. Identifikation mit dem Unternehmen sowie zu einer Gefahrdung des individuellen Wohlbefindens bis hin zu psychischen Erkrankungen. Eine wichtige Rolle bei der Vermittlung und Schaffung von Sinn spielt die direkte Fuhrungskraft. Insbesondere ein transformationaler Fuhrungsstil, der durch Vorbildlichkeit und Glaubwurdigkeit, die Vermittlung einer inspirierenden Vision sowie individuelle Unterstutzung und Forderung gekennzeichnet ist, kann zum Sinnerleben beitragen. Die sinnstiftenden Verhaltensweisen transformationaler Fuhrung steigern zudem das Wohlbefinden und die Gesundheit der Beschaftigten.
Leaders represent a high-demand group in organizations. The effects of leaders’ personal and workplace resources on their health and work–life balance have often slipped under the radar, as most studies are directed outwardly and focus on...
moreLeaders represent a high-demand group in organizations. The effects of leaders’ personal and workplace resources on their health and work–life balance have often slipped under the radar, as most studies are directed outwardly and focus on follower outcomes. With this study, we closed a gap in the research and investigated the positive effects of remote work, autonomy, and leaders’ core-self evaluations (CSE) on two important leader outcomes: health and work–life balance. We hypothesized that the relationship between remote work and the outcomes would be moderated by leaders’ CSE and their autonomy—in such a way that leaders with lower resources benefit more from remote work and achieve better health and work–life balance the more days they spend working from home. A sample of 367 leaders reported their frequency of working from home, their autonomy, and CSE. Their health and work–life balance were assessed five months later. Results showed a moderating effect of CSE on both outcomes...
Zusammenfassung. Die Führungsmotivation vermittelt zwischen Persönlichkeit und Führungserfolgskriterien und kann damit diesen Zusammenhang erklären ( Stiehl, Gatzka, Elprana & Felfe, 2015 ). Erstmals im Kontext der beruflichen...
moreZusammenfassung. Die Führungsmotivation vermittelt zwischen Persönlichkeit und Führungserfolgskriterien und kann damit diesen Zusammenhang erklären ( Stiehl, Gatzka, Elprana & Felfe, 2015 ). Erstmals im Kontext der beruflichen Eignungsdiagnostik wurde mit N = 296 Berufstätigen der Mediationseffekt der Facetten der Führungsmotivation auf die Beziehung zwischen Persönlichkeit und Führungspotenzial untersucht. Das affektive Führungsmotiv erwies sich als wichtigster Mediator, während das kalkulative Führungsmotiv lediglich in der Personalauswahl eine wichtige, jedoch negative Rolle spielte. Darauf aufbauend wurde in einer zweiten Studie mit N = 140 Berufstätigen untersucht, inwiefern intrinsisch motivierte Führungskräfte auch langfristig erfolgreich sind und welche Motivkonstellationen dabei eine Rolle spielen. Eine hohe affektive Führungsmotivation wurde von den Mitarbeiter_innen nur positiv bewertet, wenn die Führungskraft wenig nach Macht strebte. Der positive Zusammenhang zwischen a...
There is a growing interest in understanding how follower reactions toward abusive leadership are shaped by followers' perceptions and attributions. Our studies add to the understanding of the process happening between different...
moreThere is a growing interest in understanding how follower reactions toward abusive leadership are shaped by followers' perceptions and attributions. Our studies add to the understanding of the process happening between different levels of leaders' abusive behavior (from constructive leadership as control, laissez-faire, mild to strong abusive) and follower reactions. Specifically, we focus on the role of perception of abusive supervision as a mediator and attribution as a moderator of the relationship between leader abusive behavior and follower reactions. Follower reactions are defined in terms of exit, voice, loyalty, and neglect. Two studies using a two point experimental design and vignettes and a cross-sectional field study were conducted. Perception partly mediates the relationship between leader behavior and reactions (Study 1 and 2). Different attributions (intention, control) moderate the relationship between the perception of abusive supervision and reactions in St...
Zahlreiche Studien zeigen die Bedeutung von Fuhrungskraften fur die Zufriedenheit, Leistung und Gesundheit der Mitarbeiter. Dieser Beitrag befasst sich mit der Frage, welche Kenntnisse und Fahigkeiten vor allem zukunftig fur eine...
moreZahlreiche Studien zeigen die Bedeutung von Fuhrungskraften fur die Zufriedenheit, Leistung und Gesundheit der Mitarbeiter. Dieser Beitrag befasst sich mit der Frage, welche Kenntnisse und Fahigkeiten vor allem zukunftig fur eine erfolgreiche Fuhrung erforderlich sind und uber welche Kompetenzen Fuhrungskrafte verfugen sollten. Zur Abschatzung zukunftiger Anforderungen und Bedarfe orientieren wir uns an aktuellen Trends und Entwicklungen. Hierzu zahlen 1) der demografische Wandel, 2) der Anstieg psychischer Gesundheitsrisiken, 3) die permanenten Veranderungsprozesse und nicht zuletzt 4) eine zunehmende Globalisierung. Wir zeigen auf, mit welchen neueren Konzepten und Modellen der Fuhrung diesen Veranderungen begegnet werden kann und wie die Herausforderungen durch ressourcenstarkende Fuhrung erfolgreich bewaltigt werden konnen.
In Western cultures, high correlations have been found between commitment, turnover and performance. While most studies only consider organizational commitment, this study compares the influence of commitment to the workgroup on relevant...
moreIn Western cultures, high correlations have been found between commitment, turnover and performance. While most studies only consider organizational commitment, this study compares the influence of commitment to the workgroup on relevant outcomes (organizational citizenship behaviour, absenteeism, turnover intention) in different cultural contexts. Data were collected from German and Chinese employees. As expected, results indicate that workgroup commitment is more
Leadership plays an important role in employee well-being. In light of a growing research interest in leaders’ resources as determinants of healthy leadership, it is not yet clear how leaders’ behavior regarding their own health...
moreLeadership plays an important role in employee well-being. In light of a growing research interest in leaders’ resources as determinants of healthy leadership, it is not yet clear how leaders’ behavior regarding their own health (self-care) may trickle down to employees. Drawing on Conservation of Resources Theory and the model of Health-Oriented Leadership, this study tests two mechanisms through which employees may benefit from self-caring leaders: (a) through staff care, that is, concern for their employees’ health (improved leadership hypothesis); and (b) through a direct relationship between leaders’ and employees’ self-care (role-modeling hypothesis). In turn, both staff care and employee self-care would relate positively to employee health. Multilevel path models based on a sample of N = 46 supervisors and 437 employees revealed that leader self-care was positively related to leader-rated staff care at Level 2, which was positively related to employee-rated staff care at Leve...
Based on previous research on leadership and follower health, three questions need to be answered or clarified. These questions refer to what health-specific leadership behavior is, whether motivational and cognitive aspects provide...
moreBased on previous research on leadership and follower health, three questions need to be answered or clarified. These questions refer to what health-specific leadership behavior is, whether motivational and cognitive aspects provide information beyond such behavior, and what role followers play in the leadership-health link. We introduce a new concept and measure of Health-oriented Leadership (HoL). This concept combines leaders' health-specific orientation towards followers (StaffCare; i.e., health behavior, health awareness, and value of health) and followers' health-specific attributes toward themselves (SelfCare). We present tests of construct and criterion validity from two field studies. The findings of Study 1 (N = 535) provide evidence for the construct validity of the HoL instrument. Study 2 (N = 383) examined the impact of StaffCare and SelfCare on follower health. As hypothesized, StaffCare as health-specific leadership is related to followers' state of health...
Interteam conflict is part of everyday organizational life. Combining evidence from an experimental and a survey study, this paper puts forward and tests two interrelated propositions: (1) employee...
This study examines the relationship between self-perceived emotional intelligence (EI) measured by the Emotional Intelligence Scale (EIS) [1] and other personality measures including the five-factor-model. The EI construct has lately...
moreThis study examines the relationship between self-perceived emotional intelligence (EI) measured by the Emotional Intelligence Scale (EIS) [1] and other personality measures including the five-factor-model. The EI construct has lately been re-defined as the ability to think intelligently about emotions and to use them to enhance intelligent thinking [2]. Two studies provide support that self-reported EI is mainly associated with personality traits (extraversion, agreeableness, conscientiousness, self-perceived creativity), life satisfaction and thinking styles with only a low relation to verbal intelligence. Furthermore, persons higher in the EI dimension “emotional efficacy” produced more creative performances than persons low in this domain. These findings suggest that self-reported EI cannot be considered as a rational form of intelligence so that it does qualify to fit into the framework of personality traits.
Prof. Dr. Jörg Felfe und Jörg Wombacher denken unter dem Titel "Mitarbeiterbindung" aus wirtschaftspsychologischer Sicht über das „psychologische Band“ des organisationalen Commitments zwischen Mitarbeitern und Unternehmen nach....
moreProf. Dr. Jörg Felfe und Jörg Wombacher denken unter dem Titel "Mitarbeiterbindung" aus wirtschaftspsychologischer Sicht über das „psychologische Band“ des organisationalen Commitments zwischen Mitarbeitern und Unternehmen nach. Sie arbeiten unterschiedliche Bindungsqualitäten, -typen und -ziele auf, zeigen aber auch, wie richtiges Bindungsmanagement funktioniert. Dieser Beitrag lässt einen tiefen Blick in den Methodenkoffer der Psychologie zu, gibt aber auch konkrete Anwendungstipps.
Zusammenfassung. Beurteilungen des eigenen Verhaltens sind in der Regel in selbstwertdienlicher Richtung verzerrt. Ihre Aussagekraft wird daher häufig in Frage gestellt. In einer Studie zur Einschätzung des Führungsverhaltens durch die...
moreZusammenfassung. Beurteilungen des eigenen Verhaltens sind in der Regel in selbstwertdienlicher Richtung verzerrt. Ihre Aussagekraft wird daher häufig in Frage gestellt. In einer Studie zur Einschätzung des Führungsverhaltens durch die Mitarbeiter mit dem Multifactor Leadership Questionnaire 5X wird der Nutzen der zusätzlichen Durchführung von Selbsteinschätzungen durch die Führungskräfte untersucht. Es wird gezeigt, dass sich die selbstwertdienliche Urteilstendenz in Form von systematischen Differenzen zwischen Selbst- und Fremdeinschätzungen des Führungsverhaltens bestätigt. Es wird geprüft, ob diese Differenzen als zusätzliche Indikatoren für die Führungsqualität genutzt und interpretiert werden können. Die Ergebnisse zeigen deutliche Zusammenhänge der Differenzen zu unterschiedlichen Erfolgskriterien wie Zusätzliche Anstrengungsbereitschaft, Arbeitszufriedenheit, Effektivität und Kommunikationsqualität. Weiterhin zeigt sich, dass Führungskräfte, deren eigene Verhaltenseinschätzu...
. The study investigated the relations of the five-factor model of personality with a faceted, a hierarchical, and a shortened measurement model for fluid and crystallized intelligence. The faceted model for fluid and crystallized...
more. The study investigated the relations of the five-factor model of personality with a faceted, a hierarchical, and a shortened measurement model for fluid and crystallized intelligence. The faceted model for fluid and crystallized intelligence contained a content facet comprising a verbal, a numerical, and a figural factor. The hierarchical model contained primary factors for verbal, numerical, and figural fluid intelligence and for verbal, numerical, and figural crystallized intelligence as well as second-order factors for fluid and crystallized intelligence. The shortened model contained a fluid-intelligence factor based on only figural reasoning tasks, and a crystallized-intelligence factor based on only verbal knowledge tasks. A total of 789 German participants ranging from 16 to 21 years of age completed the NEO Five Factors Inventory and the Intelligence Structure Test 2000 R. Substantial correlations of fluid intelligence with openness to experience were only found for the faceted model. No correlations of fluid and crystallized intelligence with personality factors occurred for the remaining measurement models.
This study examines how military leaders can contribute to building a sense of community among navy crews and how this, in turn, may affect unit potency as an important prerequisite of unit performance. Given the crew’s structural and...
moreThis study examines how military leaders can contribute to building a sense of community among navy crews and how this, in turn, may affect unit potency as an important prerequisite of unit performance. Given the crew’s structural and functional differentiation into various subunits and nested groups, the idea of there being multiple senses of community operating dynamically onboard will be addressed. A survey of 272 members of two German Navy frigates reveals that subgroup leaders can strengthen the sense of community among their subordinates by behaving respectfully toward them and taking a personal interest in their needs. This, in turn, is likely to increase subgroup members' belief that the crew as a whole can perform successfully, provided the subgroup is part of the formal, intended structure of the ship.
PurposeDrawing upon the job-demands resources and the job demands-control-support model, the authors examined the buffering effect of health-oriented leadership (HoL) in terms of staff care on the relationship between job demands and...
morePurposeDrawing upon the job-demands resources and the job demands-control-support model, the authors examined the buffering effect of health-oriented leadership (HoL) in terms of staff care on the relationship between job demands and employee health and job satisfaction.Design/methodology/approachCross-sectional data from two studies (N1 = 314 and N2 = 260) were analyzed using moderation analyses.FindingsStudy 1 showed that staff care mitigates the effect of job demands on strain and health complaints. Study 2 found that staff care also buffered the effect of job demands on general health and job satisfaction.Practical implicationsParticularly under high job demands, staff care is an important resource for employees' health and satisfaction. Organizations should promote leaders' staff care.Originality/valueFindings provide further evidence for the beneficial role of leaders in terms of HoL.