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The Cross-Level Moderation Effect of Resource-Providing Leadership on the Demands—Work Ability Relationship
Employees in female-dominated sectors are exposed to high workloads, emotional job demands, and role ambiguity, and often have insufficient resources to deal with these demands. This imbalance causes strain, threatening employees’ work ability. The aim of this study was to examine whether resource-p...
Autores principales: | , , , , |
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Formato: | Online Artículo Texto |
Lenguaje: | English |
Publicado: |
MDPI
2021
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Materias: | |
Acceso en línea: | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8431616/ https://www.ncbi.nlm.nih.gov/pubmed/34501678 http://dx.doi.org/10.3390/ijerph18179084 |
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author | Richter, Anne Roczniewska, Marta Loeb, Carina Stempel, Christiane R. Rigotti, Thomas |
author_facet | Richter, Anne Roczniewska, Marta Loeb, Carina Stempel, Christiane R. Rigotti, Thomas |
author_sort | Richter, Anne |
collection | PubMed |
description | Employees in female-dominated sectors are exposed to high workloads, emotional job demands, and role ambiguity, and often have insufficient resources to deal with these demands. This imbalance causes strain, threatening employees’ work ability. The aim of this study was to examine whether resource-providing leadership at the workplace level buffers against the negative repercussions of these job demands on work ability. Employees (N = 2383) from 290 work groups across three countries (Germany, Finland, and Sweden) in female-dominated sectors were asked to complete questionnaires in this study. Employees rated their immediate supervisor’s resource-providing leadership and also self-reported their work ability, role ambiguity, workload, and emotional demands. Multilevel modeling was performed to predict individual work ability with job demands as employee-level predictors, and leadership as a group-level predictor. Work ability was poor when employees reported high workloads, high role ambiguity, and high emotional demands. Resource-providing leadership at the group level had a positive impact on employees’ work ability. We observed a cross-level interaction between emotional demands and resource-providing leadership. We conclude that resource-providing leadership buffers against the repercussions of emotional demands for the work ability of employees in female-dominated sectors; however, it is not influential in dealing with workload or role ambiguity. |
format | Online Article Text |
id | pubmed-8431616 |
institution | National Center for Biotechnology Information |
language | English |
publishDate | 2021 |
publisher | MDPI |
record_format | MEDLINE/PubMed |
spelling | pubmed-84316162021-09-11 The Cross-Level Moderation Effect of Resource-Providing Leadership on the Demands—Work Ability Relationship Richter, Anne Roczniewska, Marta Loeb, Carina Stempel, Christiane R. Rigotti, Thomas Int J Environ Res Public Health Article Employees in female-dominated sectors are exposed to high workloads, emotional job demands, and role ambiguity, and often have insufficient resources to deal with these demands. This imbalance causes strain, threatening employees’ work ability. The aim of this study was to examine whether resource-providing leadership at the workplace level buffers against the negative repercussions of these job demands on work ability. Employees (N = 2383) from 290 work groups across three countries (Germany, Finland, and Sweden) in female-dominated sectors were asked to complete questionnaires in this study. Employees rated their immediate supervisor’s resource-providing leadership and also self-reported their work ability, role ambiguity, workload, and emotional demands. Multilevel modeling was performed to predict individual work ability with job demands as employee-level predictors, and leadership as a group-level predictor. Work ability was poor when employees reported high workloads, high role ambiguity, and high emotional demands. Resource-providing leadership at the group level had a positive impact on employees’ work ability. We observed a cross-level interaction between emotional demands and resource-providing leadership. We conclude that resource-providing leadership buffers against the repercussions of emotional demands for the work ability of employees in female-dominated sectors; however, it is not influential in dealing with workload or role ambiguity. MDPI 2021-08-28 /pmc/articles/PMC8431616/ /pubmed/34501678 http://dx.doi.org/10.3390/ijerph18179084 Text en © 2021 by the authors. https://creativecommons.org/licenses/by/4.0/Licensee MDPI, Basel, Switzerland. This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution (CC BY) license (https://creativecommons.org/licenses/by/4.0/). |
spellingShingle | Article Richter, Anne Roczniewska, Marta Loeb, Carina Stempel, Christiane R. Rigotti, Thomas The Cross-Level Moderation Effect of Resource-Providing Leadership on the Demands—Work Ability Relationship |
title | The Cross-Level Moderation Effect of Resource-Providing Leadership on the Demands—Work Ability Relationship |
title_full | The Cross-Level Moderation Effect of Resource-Providing Leadership on the Demands—Work Ability Relationship |
title_fullStr | The Cross-Level Moderation Effect of Resource-Providing Leadership on the Demands—Work Ability Relationship |
title_full_unstemmed | The Cross-Level Moderation Effect of Resource-Providing Leadership on the Demands—Work Ability Relationship |
title_short | The Cross-Level Moderation Effect of Resource-Providing Leadership on the Demands—Work Ability Relationship |
title_sort | cross-level moderation effect of resource-providing leadership on the demands—work ability relationship |
topic | Article |
url | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8431616/ https://www.ncbi.nlm.nih.gov/pubmed/34501678 http://dx.doi.org/10.3390/ijerph18179084 |
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