We hear often about leadership having an impact on employees. Many blogs and articles online talk about it without properly citing data to back it up. Well, I located a research-based article that offered support for the positive impact of leadership on employee well-being. Because this blog covers employee well-being, meaningful work, and leadership, I felt this topic was captured well in this research article by Arnold, Turner, Barling, Kelloway, & McKee (2007).
The researchers conducted two studies, one involving employees of a long-term care facility and the other study involving funeral directors and dental hygienists.
In Study #1, the researchers sent surveys to 319 employees of a long-term care facility in a midsized Canadian city measuring transformational leadership, meaningful work, and psychological well-being.
Here’s how the researchers defined the terms in Study #1:
Transformational leadership is seen as leadership that communicates a vision, develops staff, provides support, empowers staff, is innovative, leads by example, and is charismatic.
From Workplace Spirituality scale: included items such as “I see a connection between my work and the larger social good of my community” and “The work I do is connected to what I think is important in my life.”
From Positive Affective Well-Being scale: looks at how the employee felt in the last 6 months (e.g., motivated, cheerful, enthusiastic, lively, joyful, and energetic).
In Study #2, the researchers sent surveys to 95 funeral directors and 51 dental hygienists.
This time, the researchers defined the terms in this manner:
From the Multifactor Leadership Questionnaire: Four dimensions of transformational leadership—idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration.
“The work I do in this job is fulfilling,” “The work I do in this job is rewarding,” “I do not achieve important outcomes from the work I do in this job”, and “I am able to achieve important outcomes from the work I do in this job.”
From General Health Questionnaire: “Been able to concentrate on whatever you are doing?” and “Been able to enjoy your day to day activities?”
Although not earth-shattering, results of the studies offered data to support often hearsay or anecdotal evidence about the relationship and/or positive impact of transformational leadership on well-being.
Based on results of the two studies, the researchers concluded that “transformational leadership of supervisors exerted a positive influence on the psychological well-being of workers” (Arnold et al., 2007, p. 200). Believing and viewing the work as meaningful seems to play a role in explaining this positive relationship.
Sound Bite: “[L]eaders can transform followers’ beliefs to enhance well-being” (Arnold et al., 2007, p. 202).
Arnold, K., Turner, N., Barling, J., Kelloway, E., & McKee, M. (2007). Transformational leadership and psychological well-being: The mediating role of meaningful work. Journal of Occupational Health Psychology, 12(3), 193-203.