年轻领导者的福祉:从终身的角度来看,需求和资源
Hanna Irehill1, Robert Lundmark1, Susanne Tafvelin1
1Department of Psychology, Umeå University, Umeå, Sweden.
Frontiers in psychology
|May 30, 2023
概括
年轻的领导者比年长的领导者更容易感到倦怠和精力不足,面临更高的要求和更少的支持. 组织必须提供更好的角色明确性和支持,以改善年轻领导者的福祉和留守.
科学领域:
- 组织心理学 组织心理学
- 领导力研究 领导力研究
- 职业健康 职业健康 职业健康
背景情况:
- 工作需求-资源 (JD-R) 模型是理解员工幸福感的一个关键框架.
- 领导角色带来独特的挑战,在不同的职业生涯阶段可能有所不同.
- 在JD-R模型框架内,关于年轻领导者的具体经验的研究有限.
研究的目的:
- 调查年轻领导者的工作环境和福祉.
- 检查JD-R模型对领导角色的应用中的特定年龄差异.
- 确定导致年轻领导人疲劳和活力的因素.
主要方法:
- 进行了一项两波调查研究.
- 来自瑞典私营部门的1,033名领导人参加了会议.
- 分析了数据,以比较年轻和年长的领导者对工作需求和资源的经验.
主要成果:
- 年轻的领导者报告说,与老年领导者相比,燃烧率更高,活力更低.
- 年轻领导者认为情绪上的要求更高,组织上的支持更少.
- 年轻的领导者更频繁地经历了角色模两可和冲突.
结论:
- 年龄是JD-R模型应用于领导力的重要因素.
- 组织需要为年轻领导者提供量身定制的支持和角色澄清.
- 解决年龄特定的需求可以提高年轻领导者的福祉,留守和整体效率.
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