Faculty of Business Administration, Memorial University.
DeGroote School of Business, McMaster University.
J Occup Health Psychol. 2015 Oct;20(4):481-490. doi: 10.1037/a0039045. Epub 2015 Apr 6.
This study investigated the potential impact of leadership style on leaders' emotional regulation strategies and burnout. Drawing on the full-range model of leadership and Conservation of Resources (COR) theory, we tested whether transformational, contingent reward, management by exception-active and -passive, or laissez-faire leadership exert direct effects on leaders' reported use of surface acting, deep acting, and genuine emotion. In turn, we hypothesized and tested the indirect effect of leadership on burnout through surface acting. Three waves of data from 205 leaders were analyzed using OLS regression. Transformational leadership predicted deep acting and genuine emotion. Contingent reward predicted both surface and deep acting. Management by exception-active and -passive predicted surface acting, and laissez faire predicted genuine emotion. The indirect effects of management by exception-active and -passive on burnout through surface acting were not significant. Indirect effects of transformational leadership and laissez-faire on burnout through genuine emotion, however, were significant. This study provides empirical evidence for the hypothesized relationships between leadership style, emotion regulation, and burnout, and provides the basis for future research and theory building on this topic.
本研究旨在探讨领导风格对领导者情绪调节策略和倦怠的潜在影响。本研究以领导的全范围模型和资源保存理论为基础，检验了变革型领导、权变奖励、例外管理（积极和消极）或放任型领导是否对领导者报告的表面行为、深度行为和真实情感的使用有直接影响。反过来，我们假设并通过表面行为检验了领导对倦怠的间接影响。我们使用 OLS 回归分析了 205 位领导者的三波数据。变革型领导预测深度行为和真实情感。权变奖励预测了表面行为和深度行为。例外管理（积极和消极）预测了表面行为，放任型领导预测了真实情感。例外管理（积极和消极）通过表面行为对倦怠的间接影响不显著。然而，变革型领导和放任型领导通过真实情感对倦怠的间接影响是显著的。本研究为领导风格、情绪调节和倦怠之间的假设关系提供了经验证据，并为该主题的未来研究和理论构建提供了基础。
