scholarly journals How Does Paternalistic Leadership Affect Employees’ Work Engagement? The Mediating Roles of Workaholism and Trust-in-Leader

2021 ◽  
Vol 11 (3) ◽  
pp. 179-196
Author(s):  
Ömer Erdem Koçak ◽  
Burcu Aydın Küçük
Keyword(s):  
Leadership Style ◽  
Work Engagement ◽  
Well Being ◽  
Employee Motivation ◽  
Adverse Outcomes ◽  
Social Connection ◽  
Paternalistic Leadership ◽  
Cross Sectional ◽  
Employee Work Engagement ◽  
Trust In Leader

In this study, we contend that paternalist leadership can be an effective way of managing people and can pave the way for employee motivation and well-being, despite several previous studies linking it to adverse outcomes. In addition, we propose two possible underlying mechanisms (i.e., workaholism, trust in leadership) linking a leader’s paternalistic style to employee work engagement. By doing so, we aim to understand whether paternalist leaders positively influence their subordinates through a social connection path (trust in leader) or task-focusing path (workaholism). We conducted a field survey and collected cross-sectional data using online surveys from 413 participants working in various industries in Istanbul to test the hypotheses. The results indicate a positive relationship to exist between paternalistic leadership and employee work engagement. Therefore, we put forth that the paternalistic leadership style can be beneficial through the task-focusing and social connection paths, contrary to the beliefs commonly shared in Western countries.

scholarly journals Factors beyond Workplace Matter: The Effect of Family Support and Religious Attendance on Sustaining Well-Being of High-Technology Employees

Healthcare ◽  
2021 ◽  
Vol 9 (5) ◽  
pp. 602
Author(s):  
Ing-Chung Huang ◽  
Pey-Lan Du ◽  
Long-Sheng Lin ◽  
Tsai-Fei Lin ◽  
Shu-Chun Kuo
Keyword(s):  
Family Support ◽  
Work Engagement ◽  
Spillover Effect ◽  
High Technology ◽  
Well Being ◽  
Moderating Effect ◽  
Religious Attendance ◽  
Subjective Well Being ◽  
Cross Sectional ◽  
Support Work

Background: Apart from the workplace, drawing support from family and religion is critical to maintaining the well-being of high-technology employees. Relying on the job demands-resources model and the positive affective spillover effect, the aim of this study was to investigate the mediated relationship of family support, work engagement and subjective well-being, and the moderating effect of religious attendance on the mediated relationship. Methods: A cross-sectional research design was adopted. Mediation and moderated mediation were tested using the PROCESS macro v3.5 for the SPSS supplement. Purposive sampling was used for the distribution of questionnaires to high-technology employees in Taiwan. Results: Results from the data of 603 high-technology employees indicated that family support, work engagement, and subjective well-being exhibited a significant mediated relationship, and the mediated relationship was stronger among individuals with religious attendance experience. Conclusions: This study emphasizes the driving effect of family support on high-technology employee well-being and the moderating effect of religious attendance as a situational strength. We recommend closely attending to employee well-being because doing so is conducive to both the personal quality of life of employees and the sustainable development of organizations.

scholarly journals Doctors’ perception of support and the processes involved in complaints investigations and how these relate to welfare and defensive practice: a cross-sectional survey of the UK physicians

BMJ Open ◽  
2017 ◽  
Vol 7 (11) ◽  
pp. e017856 ◽  
Author(s):  
Tom Bourne ◽  
Bavo De Cock ◽  
Laure Wynants ◽  
Mike Peters ◽  
Chantal Van Audenhove ◽  
...  
Keyword(s):  
Online Survey ◽  
Well Being ◽  
Adverse Outcomes ◽  
Perceived Support ◽  
Survey Study ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Final Sample ◽  
Perception Of Support ◽  
The Uk

ObjectiveHow adverse outcomes and complaints are managed may significantly impact on physician well-being and practice. We aimed to investigate how depression, anxiety and defensive medical practice are associated with doctors actual and perceived support, behaviour of colleagues and process issues regarding how complaints investigations are carried out.DesignA survey study. Respondents were classified into three groups: no complaint, recent/current complaint (within 6 months) or past complaint. Each group completed specific surveys.SettingBritish Medical Association (BMA) members were invited to complete an online survey.Participants95 636 members of the BMA were asked to participate. 7926 (8.3%) completed the survey, of whom 1780 (22.5%) had no complaint, 3889 (49.1%) had a past complaint and 2257 (28.5%) had a recent/current complaint. We excluded those with no complaints leaving 6144 in the final sample.Primary outcomes measuresWe measured anxiety and depression using the Generalised Anxiety Disorder Scale 7 and Physical Health Questionnaire 9. Defensive practice was assessed using a new measure for avoidance and hedging.ResultsMost felt supported by colleagues (61%), only 31% felt supported by management. Not following process (56%), protracted timescales (78%), vexatious complaints (49%), feeling bullied (39%) or victimised for whistleblowing (20%), and using complaints to undermine (31%) were reported. Perceived support by management (relative risk (RR) depression: 0.77, 95% CI 0.71 to 0.83; RR anxiety: 0.80, 95% CI 0.74 to 0.87), speaking to colleagues (RR depression: 0.64, 95% CI 0.48 to 0.84 and RR anxiety: 0.69, 95% CI 0.51 to 0.94, respectively), fair/accurate documentation (RR depression: 0.80, 95% CI 0.75 to 0.86; RR anxiety: 0.81, 95% CI 0.75 to 0.87), and being informed about rights (RR depression 0.96 (0.89 to 1.03) and anxiety 0.94 (0.87 to 1.02), correlated positively with well-being and reduced defensive practice. Doctors worried most about professional humiliation following a complaint investigation (80%).ConclusionPoor process, prolonged timescales and vexatious use of complaints systems are associated with decreased psychological welfare and increased defensive practice. In contrast, perceived support from colleagues and management is associated with a reduction in these effects.

scholarly journals COMORBIDITY OF DEPRESSION AND ANXIETY AMONG STUDENTS AT THE KENYA MEDICAL TRAINING COLLEGES IN KENYA

2020 ◽  
Vol 7 (8) ◽  
pp. 360-370
Author(s):  
Jared Menecha ◽  
Susan Muriungi
Keyword(s):  
College Students ◽  
Medical Training ◽  
Severe Depression ◽  
Well Being ◽  
Demographic Characteristics ◽  
Adverse Outcomes ◽  
Middle Level ◽  
Depression And Anxiety ◽  
Cross Sectional ◽  
Co Morbidity

Objectives: To determine comorbidity of depression and anxiety among students at the Kenya Medical Training College, Kenya Methodology: This was a cross-sectional descriptive study design. Study participants were basic diploma students in a middle level college in Kenya. Data was collected using a researcher designed self-administered questionnaire for socio-demographic characteristics, the Beck Depression Inventory (BDI) for severity of depression and the Beck Anxiety Inventory (BAI) for the severity of anxiety in all the students in the seven largest KMTC campuses. All the participants gave informed consent. Results: 18.4% and 20.2% of group A and B respectively had moderate depression while 48.5% and 45.8% respectively had severe depression. The equivalents for anxiety in groups A and B were 24.4% and 23.6% for moderate anxiety and 32.1% and 31.5% for severe anxiety. There was a higher rate of depression and anxiety in thesecond year; with a statistically significant association between depression and anxiety and the year of study in the two groups (p<0.0001 each respectively). All the other social demographic characteristics had no statistically significant association with depression or anxiety in the two groups. There was a higher prevalence of depression and anxiety co-morbidity in both groups which was statistically significant (p<0.0001). Conclusion: Depression and anxiety were highly prevalent and significantly co-existent among the KMTC students. These mental conditions seemed to vary with the level of study training among college students. Therefore, the psychological well-being of college students need to be carefully addressed. There is need to closely monitor anxiety and depression to eliminate the risk factors and consequently prevent the development of adverse outcomes.

scholarly journals Workaholism, Work Engagement and Child Well-Being: A Test of the Spillover-Crossover Model

2020 ◽  
Vol 17 (17) ◽  
pp. 6213 ◽  
Author(s):  
Akihito Shimazu ◽  
Arnold B. Bakker ◽  
Evangelia Demerouti ◽  
Takeo Fujiwara ◽  
Noboru Iwata ◽  
...  
Keyword(s):  
Work Engagement ◽  
Behavioral Problems ◽  
Family Conflict ◽  
Structural Equation ◽  
Well Being ◽  
Work Attitudes ◽  
Emotional And Behavioral Problems ◽  
Equation Modeling ◽  
Cross Sectional Survey ◽  
Cross Sectional

This study examines how working parents’ work attitudes (i.e., workaholism and work engagement) are associated with their child’s psychological well-being. Based on the Spillover-Crossover model (SCM), we hypothesize that (a) work-to-family spillover (i.e., work-to-family conflict and facilitation) and (b) employee happiness will sequentially mediate the relationship between parents’ work attitudes and their child’s emotional and behavioral problems. A cross-sectional survey was conducted among Japanese dual-earner couples with pre-school child(ren). On the basis of valid data from 208 families, the hypothesized model was tested using structural equation modeling. For both fathers and mothers simultaneously, workaholism was positively related to work-to-family conflict, which, in turn, was negatively related to happiness. In contrast, work engagement was positively related to work-to-family facilitation, which, in turn, was positively related to happiness. Fathers’ and mothers’ happiness, in turn, were negatively related to their child’s emotional and behavioral problems. Results suggest that parents’ workaholism and work engagement are related to their child’s emotional and behavioral problems in opposite ways, whereby parents’ spillover and happiness mediate this relationship. These findings support the SCM and suggest that decreasing workaholism and improving work engagement may not only improve employees’ happiness, but also decrease their child’s emotional and behavioral problems.

scholarly journals How Organizational Culture Affects Employee(s) Work Engagement in the Insurance Industries in Ghana: An Ambidextrous Approach [AAA]

2018 ◽  
Vol 9 (4) ◽  
pp. 22
Author(s):  
Aphu Elvis Selase ◽  
Xinhai Lu ◽  
Ekor Sophia Enyonam Abla
Keyword(s):  
Organizational Culture ◽  
Work Engagement ◽  
Survey Design ◽  
Insurance Companies ◽  
Cross Sectional Survey ◽  
Statistical Tools ◽  
Cross Sectional ◽  
Pearson Product Moment Correlation ◽  
And Gender ◽  
Employee Work Engagement

The study assessed how organizational culture affects employee work engagement in the insurance industries in Ghana. A cross sectional survey design was used to purposively sample one hundred and sixty-one (161) employees from two leading insurance companies ambidextrously. The Pearson Product Moment Correlation and Independent t-test were the statistical tools used to test the three hypotheses of the study. The results of the study revealed that, there is a positive significant relationship between organizational culture and employee work engagement. Again it was established that managers are more likely to be engaged on their job than non-managers and gender has no significant influence on engagement levels. The study therefore concluded that, to increase employee work engagement, organizations must adopt a favorable culture. Therefore we recommend that organizations should maintain and sustain favorable culture in order to increase the level of employees work engagement.

Leader-member exchange and employee resilience: the mediating role of regulatory focus

2019 ◽  
Vol 42 (9) ◽  
pp. 1062-1075
Author(s):  
Shiva Kakkar
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
Regulatory Focus ◽  
Survey Design ◽  
Employee Motivation ◽  
Vital Role ◽  
Equation Modeling ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type

Purpose This study aims to investigate whether leader–subordinate exchange (LMX) quality influences subordinate resilience. Drawing upon Higgins’ (1998) regulatory focus theory, it is hypothesized that high LMX leaders induce a positive appraisal of situations which primes promotion regulatory focus in subordinates which in turn increases employee motivation and resilience. Design/methodology/approach The study uses a cross-sectional survey design. Responses were collected from 139 employees of three information technology and enabled services organizations in India. Data were analyzed using PLS-based structure equation modeling package ADANCO. Findings LMX was found to be positively related to employee resilience. Promotion regulatory focus mediated the relationship between LMX and employee resilience. Practical implications The study demonstrates that leader interaction and behaviors can promote resilience in employees. Organizations need to see how supervisors can be trained to “frame” challenges and adversity in a manner that motivates employees and promotes resilience. Originality/value Previous studies have found different types of leadership styles to be associated with subordinate resilience. This suggests that there are certain factors across various leadership styles that influence resilience. The study uses LMX theory to suggest that it is not leadership style but underlying dimensions such as trust, reciprocity and clarity that play a vital role in cultivating employee resilience.

scholarly journals Depressed, not depressed or unsure: Prevalence and the relation to well-being across sectors in South Africa

2012 ◽  
Vol 38 (1) ◽  
Author(s):  
Christa Welthagen ◽  
Crizelle Els
Keyword(s):  
South African ◽  
Work Engagement ◽  
Well Being ◽  
Cross Sectional ◽  
Work Related ◽  
Prevalence Of Depression ◽  
Managerial Implications ◽  
Value Add ◽  
Proactive Measures ◽  
The Relationship

Orientation: Work engagement, burnout and stress-related ill health levels of individuals, suffering from depression, who are unsure whether or not they suffer from depression, or who do not suffer from depression, have not been investigated in South Africa.Research purpose: The main objectives of this study were to investigate the prevalence of depression amongst employees in South African organisations and the relationship of depression with specific well-being constructs.Motivation for the study: Organisations should know about the prevalence of depression and the effects this could have on specific well-being constructs.Research design, approach and method: A cross-sectional design was followed. The availability sample (n = 15 664) included participants from diverse demographics. The South African Employee Health and Wellness Survey was followed to measure constructs.Main findings: The results showed that 18.3% of the population currently receive treatment for depression, 16.7% are unsure whether or not they suffer from depression and 65% do not suffer from depression. Depression significantly affects the levels of work engagement, burnout and the occurrence of stress-related ill health symptoms.Practical/managerial implications: This study makes organisations aware of the relationship between depression and employee work-related well-being. Proactive measures to promote the work-related well-being of employees, and to support employees suffering from depression, should be considered.Contribution/value-add: This study provides insight into the prevalence of depression and well-being differences that exist between individuals, suffering from depression, who are unsure whether or not they suffer from depression, and who do not suffer from depression. 

Enhancing Employee Self-Care

2018 ◽  
Vol 25 (3) ◽  
pp. 96-106 ◽  
Author(s):  
David Horstmann
Keyword(s):  
Leadership Style ◽  
Structural Equation ◽  
Leadership Behavior ◽  
Self Care ◽  
Well Being ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Personal Initiative ◽  
Employee Burnout ◽  
Study Results

Abstract. The present study investigates the relationship between health-specific leadership and employee burnout. Health-specific leadership is a domain-specific leadership style that is characterized by the focus of leaders on employee well-being and their intentional support of employee health. Following the theory, I argue that managers influence employee burnout not only directly but also indirectly by encouraging employees to take care of their own health. Further, I extend the scope of previous research and argue that managers’ personal initiative acts as a moderator for health-specific leadership; as indicated by previous research, proactivity is crucial for effective leadership behavior. A cross-sectional questionnaire study (n = 525) was conducted. Health-specific leadership, managers’ personal initiative, employee self-care, and employee burnout symptoms have been measured. A moderated mediation was tested using structural equation modeling. The findings confirm a positive relationship between health-specific leadership and employee burnout. As expected, this relationship is partially mediated by employee self-care. Managers’ personal initiative shows an interaction effect on employee self-care but not on burnout symptoms. The study results verify the concept of health-specific leadership and highlight the importance of proactive leadership behavior as a facilitator for health-specific leadership. Finally, implications for leadership research and practice are provided.

Workplace factors related to the well-being of employees in nursing: A mixed-methods study

2021 ◽  
Vol 26 (1) ◽  
pp. 100-116
Author(s):  
Mateja Lorber ◽  
Sonja Treven ◽  
Damijan Mumel
Keyword(s):  
Leadership Style ◽  
Well Being ◽  
Multivariate Regression Analysis ◽  
Cross Sectional Study ◽  
Workplace Stress ◽  
Structured Interviews ◽  
Cross Sectional ◽  
Knowledge And Skills ◽  
Personal Qualities ◽  
Workplace Factors

The aim was to identified workplace factors related to the well-being of employees in nursing. A cross-sectional study was conducted in nine from twelve Slovenian hospitals. Descriptive statistics and multivariate regression analysis were used. According to a qualitative study, semi-structured interviews were used. The content analysis gave six main categories: Leadership style; Leaders' personal qualities; Leaders' knowledge and skills; Stress; Patients; Organization; that is important for employees' well-being in nursing. It was revealed that 93 % of employees' well-being in nursing could be predicted with leadership style, leaders' knowledge and skills, leaders' personal qualities, frequency of workplace stress, stress management working experiences, and education level. The study confirmed the importance of leaders' skills and knowledge, leaders' personal qualities, and leadership styles for higher employees' well-being in nursing.

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