scholarly journals Good, Bad, and Ugly Leadership Patterns: Implications for Followers’ Work-Related and Context-Free Outcomes

2021 ◽  
pp. 014920632110503
Author(s):  
Amanda J. Hancock ◽  
Ian R. Gellatly ◽  
Megan. M. Walsh ◽  
Kara A. Arnold ◽  
Catherine E. Connelly
Keyword(s):  
Physical Health ◽  
Organizational Support ◽  
Abusive Supervision ◽  
Well Being ◽  
Active Management ◽  
Integrative Approach ◽  
Psychological Well Being ◽  
Analytical Strategy ◽  
Work Related ◽  
Context Free

This research responds to calls for a more integrative approach to leadership theory by identifying subpopulations of followers who share a common set of perceptions with respect to their leader's behaviors. Six commonly researched styles were investigated: abusive supervision, transformational leadership (TFL), contingent reward (CR), passive and active management-by-exception (MBE-P and MBE-A, respectively), and laissez faire/avoidant (LF/A). Study hypotheses were tested with data from four independent samples of working adults, three from followers ( N = 855) and a validation sample of leaders ( N = 505). Using latent profile analysis, three pattern cohorts emerged across all four samples. One subpopulation of followers exhibited a constructive pattern with higher scores on TFL and CR relative to other styles. Two cohorts exhibited destructive patterns, one where the passive styles of MBE-A, MBE- P and LF/A were high relative to the other styles (passive) and one where the passive styles co-occurred with abusive supervision (passive-abusive). Drawing on conservation of resources theory, we confirmed differential associations with work-related (i.e., burnout, vigor, perceived organizational support and affective organizational commitment) and context-free (i.e., physical health and psychological well-being) outcomes. The passive-abusive pattern was devastating for physical health, yet passiveness without abuse was damaging for psychological well-being. Interestingly, we find a clear demarcation between passiveness as “benign neglect” and passiveness as an intentional and deliberate form of leadership aimed at disrupting or undermining followers—hence, the two faces of passiveness: “bad” and “ugly.” We discuss the novel insights offered by a pattern (person)-oriented analytical strategy and the broader theoretical and practical implications for leadership research.

Work-related psychological well-being

2018 ◽  
Author(s):  
Alexander Oboznov ◽  
Yulia Bessonova
Keyword(s):  
Well Being ◽  
Psychological Well Being ◽  
Work Related

PT Trim Fat Burn Reviews v1

2022 ◽  
Author(s):  
pttrimfatburn not provided
Keyword(s):  
Physical Health ◽  
Positive Relationship ◽  
Well Being ◽  
The Body ◽  
Psychological Well Being ◽  
Daily Routines

Creating a healthier lifestyle for the body and mind requires considering what we eat and drink and our daily routines and habits. Psychological well-being and physical health go hand in hand when you have a positive relationship with food.

Psychological Well-Being and Physical Health: Associations, Mechanisms, and Future Directions

2017 ◽  
Vol 10 (1) ◽  
pp. 18-29 ◽  
Author(s):  
Rosalba Hernandez ◽  
Sarah M. Bassett ◽  
Seth W. Boughton ◽  
Stephanie A. Schuette ◽  
Eva W. Shiu ◽  
...  
Keyword(s):  
Public Health ◽  
Life Satisfaction ◽  
Physical Health ◽  
Paradigm Shift ◽  
Disease Incidence ◽  
Well Being ◽  
Life Meaning ◽  
Future Directions ◽  
Psychological Well Being

A paradigm shift in public health and medicine has broadened the field from a singular focus on the ill effects of negative states and psychopathology to an expanded view that examines protective psychological assets that may promote improved physical health and longevity. We summarize recent evidence of the link between psychological well-being (including positive affect, optimism, life meaning and purpose, and life satisfaction) and physical health, with particular attention to outcomes of mortality and chronic disease incidence and progression. Within this evolving discipline there remain controversies and lessons to be learned. We discuss measurement-related challenges, concerns about the quality of the evidence, and other shortcomings in the field, along with a brief discussion of hypothesized biobehavioral mechanisms involved. Finally, we suggest next steps to move the field forward.

Longitudinal trajectories of perceived organizational support: a growth mixture analysis

2020 ◽  
Vol 35 (6) ◽  
pp. 481-495
Author(s):  
Gaëtane Caesens ◽  
Alexandre J.S. Morin ◽  
Florence Stinglhamber
Keyword(s):  
Organizational Support ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Well Being ◽  
Content Type ◽  
Work Related ◽  
Longitudinal Trajectories ◽  
Growth Mixture ◽  
Desirable Outcome ◽  
Over Time

PurposeThis research aims to identify trajectories of employees' perceptions of organizational support (POS) over the course of an eight-month period and to document associations between these longitudinal trajectories and several outcomes related to employees' well-being (i.e. job satisfaction), attitudes (i.e. turnover intentions, affective commitment) and behaviors (i.e. voice behaviors).Design/methodology/approachPOS ratings provided each four months by a sample of 747 employees were analyzed using person-centered growth mixture analyses.FindingsResults revealed that longitudinal heterogeneity in POS trajectories was best captured by the identification of four distinct profiles of employees. Two of these profiles followed stable high (67.2%) and low (27.3%) POS trajectories, whereas the remaining profiles were characterized by increasing (2.2%) or decreasing (3.3%) POS trajectories. Our results showed that, by the end of the follow-up period, the most desirable outcome levels were associated, in order, with the increasing, high, low and decreasing trajectories.Practical implicationsThis research has important implications by showing that perceptions of organizational support fluctuate over time for some employees and help better predicting valuable work-related outcomes.Originality/valueThese findings shed a new perspective on organizational support theory by adopting a dynamic perspective, and revealing that changes over time in POS are more potent predictors of valuable work-related outcomes than stable POS levels.

scholarly journals 42 Training Forgiveness – A Novel Approach to Reducing Physician Burnout

CNS Spectrums ◽  
2019 ◽  
Vol 24 (1) ◽  
pp. 198-199 ◽  
Author(s):  
Lidia Firulescu ◽  
Ross W. May ◽  
Frank D. Fincham ◽  
Emelina A. Arocha ◽  
Marcos A. Sanchez-Gonzalez
Keyword(s):  
Mental Health ◽  
Physical Health ◽  
Well Being ◽  
Anxiety And Depression ◽  
P Value ◽  
Depression And Anxiety ◽  
Physician Burnout ◽  
Study Objective ◽  
Work Related ◽  
Mental And Physical Health

AbstractStudy ObjectivePsychological risk factors that lead to impaired work performance, negatively impacting mental and physical health, have emerged as a concern across clinical settings. Although depression and anxiety are linked to poor physician mental health, physician burnout characterized by work related stress due to chronic exhaustion from clinical work, cynicism toward meaning of the medical profession, and feelings of inadequacy toward work related accomplishments, may be an even stronger indicator of well-being. Literature suggests that work satisfaction among physicians is rapidly deteriorating owing to high rates of burn out and poor mental health. Although the relationship between work burnout (WB) and negative affectivity has been well documented, the association with positive affect, such as trait forgiveness (TF) has been overlooked. On that note, research shows that lifetime stress severity and lower levels of forgiveness predict worse mental and physical health. Since TF has been linked strongly with healthy workplace relationships, positive occupational outcomes and general well-being, its association with WB remains to be investigated. Therefore, the aim of the present study was to explore the link between TF and WB among physicians. We hypothesized that TF would be associated with reduced levels of burnout.MethodA total of 62 (F=23) medical residents at a Teaching Hospital consented for the study. Residents were administered surveys on WB (Maslach BurnoutInventory), workplace bullying, personal bullying (PB), interpersonal rejection sensitivity (IRS), perceived stress scale (PSS), TF, anxiety, and depression, all of which were anonymously submitted via electronically. Hierarchical multiple regression (HMR) models were used to determine the associations between WB, work environment social factors and TF. A p-value of <0.05 was considered significant.ResultsThe mean age 33.1±SD 4.2 years. HMR analysis using WB as main outcome contained 6 predictors: Model 1 contained depression and anxiety, Model 2 added PB, Model 3 added IRS and PSS, Model 4 added TF. Anxiety and TF were the only significant predictors (p= >0.05) accounting for 10.4% and 17.5% of the variance in WB scores, respectively.ConclusionsThe novel finding of the present study is that TF was associated with low levels of burnout. Additionally, WB was found to be linked to anxiety and depression which is in line with previous research. These data suggest that TF could be a potential resolution to the deleterious influence of burnout. Further exploration is needed in order to understand the psychology of forgiveness as a potential adjuvant and/or therapeutic intervention for physicians’ burnout. These results suggest that strategies including forgiveness training aimed at decreasing WB while increasing job satisfaction among physicians warrant further exploration.Funding Acknowledgements: no funding

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