Perry Sara Jansen, Johnson Lars U, Witt L A, McDonald Daniel P
Hankamer School of Business Department of Management, Baylor University, Waco, Texas, USA.
Department of Psychology, Wayne State University, Detroit, Michigan, USA.
Mil Psychol. 2021 Aug 20;33(5):341-355. doi: 10.1080/08995605.2021.1962182. eCollection 2021.
We apply the Job Demands-Resources model to explicate how two contextual factors (nondiscriminatory leadership behavior and cohesion) may equip subordinates to benefit from the leadership style of goal-focused leadership (GFL), a predominant leadership style in the military context. We predict that only when GFL is delivered in conjunction with nondiscriminatory leadership behaviors in a cohesive workgroup (which, we theorize, combine to create a resource-rich environment), subordinates may experience the lowest levels of exhaustion. We tested our hypothesis in two independent samples of uniformed United States Department of Defense personnel deployed in non-combat zones, and results are fully supportive. We add to recent efforts to expand the nomological network of GFL, pinpointing situational factors that may equip subordinates to experience lower (rather than higher) exhaustion when working with a goal-focused leader. In doing so, we also contribute to theory on diversity and stress, and we suggest practical applications for leadership across a range of hierarchical contexts, including the military and other large organizations. In all, our work may help inform the proper balance of leadership and workgroup factors, which determine the optimal context in which individuals can be equipped to benefit from GFL.
我们运用工作要求-资源模型来阐释两个情境因素（非歧视性领导行为和凝聚力）如何使下属从目标导向型领导（GFL）这种军事背景下的主要领导风格中受益。我们预测，只有当GFL与非歧视性领导行为在一个具有凝聚力的工作团队中结合时（我们理论上认为，二者结合会创造一个资源丰富的环境），下属才可能体验到最低程度的疲惫。我们在美国国防部部署在非战区的两个独立的穿制服人员样本中检验了我们的假设，结果完全支持我们的假设。我们为最近扩展GFL理论网络的努力做出了贡献，指出了一些情境因素，这些因素可能使下属在与目标导向型领导共事时体验到较低（而非较高）程度的疲惫。在此过程中，我们也为多样性与压力理论做出了贡献，并提出了在包括军队和其他大型组织在内的一系列层级背景下的领导力实际应用建议。总之，我们的研究可能有助于明确领导因素和工作团队因素的恰当平衡，而这种平衡决定了个体能够从GFL中受益的最佳情境。
