Affiliations: Mannheim Institute of Public Health, Social and Preventive Medicine, Medical Faculty Mannheim, Heidelberg University, Mannheim, Germany | Departments of Medicine, Epidemiology and Biostatistics, Case Western Reserve University, Cleveland, OH, USA | Department of Health Promotion and Behavior, University of Georgia, Athens, GA, USA
Note: [] Corresponding author: Burkhard Schmidt, Mannheim Institute of Public Health, Social and Preventive Medicine,
Medical Faculty Mannheim, Heidelberg University, Ludolf-Krehl-Str. 7-11, D-68167 Mannheim, Germany. Tel.: +49 621
383 6987; Fax: +49 621 383 9920; E-mail: burkhard.schmidt@medma.uni-heidelberg.de
Abstract: BACKGROUND: Leadership behavior may both serve as a supportive
resource or as a source of psychological distress in the workplace. OBJECTIVE: Transformational leadership (TL), a behavior of superiors that
fosters motivation, empowerment and a sense of teamness, has been associated
with employee well-being, but the mechanisms that underlie these effects are
unclear. We therefore explored the relationship between TL and stress by
examining potential mediating roles for established organizational and personal resources. METHODS: We used cross-sectional data on TL, psychosocial
resources and employee strain from a company wide survey. Linear regression and
structural equation modeling assessed potential mediation following the method
outlined by Baron and Kenny. RESULTS: In a convenience sample consisting
of mostly white-collar employees (n=320, 42.6% male), we observed a
relationship between TL and employees' perceived work-related stress that was
fully mediated by protective psychosocial resources (ß =−0.33, p<
0.01). Additionally, we found that TL positively affected these resources
(ß=0.61; p< 0.01) and that absence of resources led to more
psychological strain (ß=−0.54, p<0.01). CONCLUSIONS: Transformational leadership seems to be associated with lower stress among
employees and a perception of more available psychosocial resources. These
findings indicate that TL might serve as a valuable focus for tailored
interventions to improve employee health.
