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The Cross-Level Moderation Effect of Resource-Providing Leadership on the Demands-Work Ability Relationship
Anne Richter1, Marta Roczniewska1,2, Carina Loeb3
1Medical Management Center, Department of Learning, Informatics, Management and Ethics, Karolinska Institutet, 171 77 Stockholm, Sweden.
International Journal of Environmental Research and Public Health
|September 10, 2021
Summary
Resource-providing leadership can protect employees in female-dominated fields from emotional demands, but not from high workloads or role ambiguity. This leadership style supports employee work ability despite job strain.
Area of Science:
- Occupational Health Psychology
- Organizational Behavior
- Sociology of Work
Background:
- Female-dominated sectors often feature high job demands, including emotional labor and role ambiguity.
- These demands can lead to employee strain and diminished work ability.
- Existing research highlights the need to understand protective factors against job strain in these sectors.
Purpose of the Study:
- To investigate the buffering effect of resource-providing leadership on the relationship between job demands and work ability.
- To examine this relationship in female-dominated sectors across multiple countries.
Main Methods:
- A multilevel modeling approach was used with data from 2383 employees across 290 work groups in Germany, Finland, and Sweden.
- Employee-level data included self-reported work ability, role ambiguity, workload, and emotional demands.
- Group-level data focused on immediate supervisor's resource-providing leadership.
Main Results:
- High workloads, role ambiguity, and emotional demands were associated with poorer work ability.
- Resource-providing leadership at the group level positively influenced employee work ability.
- A significant cross-level interaction indicated that resource-providing leadership buffered the negative impact of emotional demands on work ability.
Conclusions:
- Resource-providing leadership is a key factor in supporting employee work ability in female-dominated sectors, particularly concerning emotional demands.
- While beneficial for emotional demands, this leadership style did not mitigate the effects of high workload or role ambiguity.
- Interventions promoting resource-providing leadership may enhance employee well-being and sustained work ability in these occupational settings.
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