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The Cross-Level Moderation Effect of Resource-Providing Leadership on the Demands—Work Ability Relationship

Author

Listed:
  • Anne Richter

    (Medical Management Center, Department of Learning, Informatics, Management and Ethics, Karolinska Institutet, 171 77 Stockholm, Sweden)

  • Marta Roczniewska

    (Medical Management Center, Department of Learning, Informatics, Management and Ethics, Karolinska Institutet, 171 77 Stockholm, Sweden
    Center of Research on Cognition and Behaviour, Institute of Psychology, Faculty in Sopot, SWPS University of Social Sciences and Humanities, 81 745 Sopot, Poland)

  • Carina Loeb

    (School of Health, Care and Social Welfare, Mälardalen University, Box 883, 721 23 Vasteras, Sweden)

  • Christiane R. Stempel

    (Department of Work & Organizational Psychology, FernUniversität Hagen, 58097 Hagen, Germany)

  • Thomas Rigotti

    (Department of Work and Organizational Psychology, Johannes Gutenberg University Mainz, 55128 Mainz, Germany
    Leibniz Institute for Resilience Research, 55122 Mainz, Germany)

Abstract

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.

Suggested Citation

  • Anne Richter & Marta Roczniewska & Carina Loeb & Christiane R. Stempel & Thomas Rigotti, 2021. "The Cross-Level Moderation Effect of Resource-Providing Leadership on the Demands—Work Ability Relationship," IJERPH, MDPI, vol. 18(17), pages 1-13, August.
    • Handle: RePEc:gam:jijerp:v:18:y:2021:i:17:p:9084-:d:624175
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    References listed on IDEAS

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    1. Marta Roczniewska & Anne Richter & Henna Hasson & Ulrica von Thiele Schwarz, 2020. "Predicting Sustainable Employability in Swedish Healthcare: The Complexity of Social Job Resources," IJERPH, MDPI, vol. 17(4), pages 1-19, February.
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    Cited by:

    1. Monica Unsgaard-Tøndel & Anne Lovise Nordstoga, 2022. "Are Work Demand, Support and Control Associated with Work Ability and Disability during Back Pain Treatment? A Prospective Explorative Study," IJERPH, MDPI, vol. 19(6), pages 1-9, March.
    2. Jose M. León-Pérez & Mindy K. Shoss & Aristides I. Ferreira & Gabriele Giorgi, 2021. "Emerging Issues in Occupational Health Psychology," IJERPH, MDPI, vol. 18(21), pages 1-4, November.

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