Loading…

Differences and Similarities Between Leaders and Nonleaders on Psychological Distress, Well-Being, and Challenges at Work

In the study reported in this article we examined differences and similarities in well-being outcomes (flourishing and satisfaction with life), psychological distress, work and nonwork challenges, and perceptions of organizational support and climate between groups of senior leaders, team leaders, a...

Full description

Saved in:
Bibliographic Details
Published in:Consulting psychology journal 2021-12, Vol.73 (4), p.325-348
Main Authors: Wallis, Amanda, Robertson, Jeremy, Bloore, Rebecca A., Jose, Paul E.
Format: Article
Language:English
Subjects:
Citations: Items that cite this one
Online Access:Get full text
Tags: Add Tag
No Tags, Be the first to tag this record!
cited_by cdi_FETCH-LOGICAL-a225t-99c69980b730876c9e3e603732975e97b93cc6d65a4493724fb572419afdc65f3
cites
container_end_page 348
container_issue 4
container_start_page 325
container_title Consulting psychology journal
container_volume 73
creator Wallis, Amanda
Robertson, Jeremy
Bloore, Rebecca A.
Jose, Paul E.
description In the study reported in this article we examined differences and similarities in well-being outcomes (flourishing and satisfaction with life), psychological distress, work and nonwork challenges, and perceptions of organizational support and climate between groups of senior leaders, team leaders, and team members across New Zealand (N = 4,215). Results indicated that nonleaders (team members) reported greater nonwork life challenges, lower flourishing and satisfaction with life, greater psychological distress, and less favorable perceptions of their organizational support and climate compared with team leaders and senior leaders. Team leaders and senior leaders reported more work-related challenges (work demands and poor peer support) and lower satisfaction with their work-life balance. Mediation analysis found that work factors significantly mediated the relationship between leadership status (leader vs. nonleader) and psychological distress, flourishing, and life satisfaction. Findings support the necessity for targeted interventions for different groups within organizational hierarchies. Further, they emphasize the need for proactive and multilevel approaches to building workplace well-being to foster it in all employees regardless of their leadership status. We make recommendations for consulting psychologists to achieve these goals and build psychologically healthy and thriving workplaces. What's It Mean? Implications for Consulting PsychologyIn our study, which builds on previous research, leaders reported higher well-being and lower psychological distress, and they reported different challenges at home and at work than those cited by nonleaders. To improve well-being, consulting psychologists should scope each organization individually to determine strengths and challenges at each leadership level because there is no one-size-fits-all solution. However, based on our mediation models, autonomy, work demands, and peer support may be useful first avenues to explore.
doi_str_mv 10.1037/cpb0000214
format article
fullrecord <record><control><sourceid>proquest_cross</sourceid><recordid>TN_cdi_proquest_journals_2617018108</recordid><sourceformat>XML</sourceformat><sourcesystem>PC</sourcesystem><sourcerecordid>2617018108</sourcerecordid><originalsourceid>FETCH-LOGICAL-a225t-99c69980b730876c9e3e603732975e97b93cc6d65a4493724fb572419afdc65f3</originalsourceid><addsrcrecordid>eNpFkMlOwzAQhiMEEqVw4QkicYMGvCR2fISWTaoACVCPluNMWhc3CbYr1LfHpZWYw2z6ZkbzJ8k5RtcYUX6j-wpFIzg_SAZYUJEhnIvDmCNWZIIIepyceL9EsU0FHySbiWkacNBq8Klq6_TdrIxVzgQTG3cQfgDadAqqBrcDXrrW7suuTd_8Ri86282NVjadGB8ceD9KZ2BtdgemnY_-psYLZS208-2VkM4693WaHDXKejjbx2Hy-XD_MX7Kpq-Pz-PbaaYIKUImhGZClKjiFJWcaQEUWHyVEsELELwSVGtWs0LluaCc5E1VRI-FamrNioYOk4vd3t5132vwQS67tWvjSUkY5giXGJWRutxR2nXeO2hk78xKuY3ESG6llf_SRvhqB6teyT4qoFww2oLXaxelDFtWcipzSUlBfwGefnrv</addsrcrecordid><sourcetype>Aggregation Database</sourcetype><iscdi>true</iscdi><recordtype>article</recordtype><pqid>2617018108</pqid></control><display><type>article</type><title>Differences and Similarities Between Leaders and Nonleaders on Psychological Distress, Well-Being, and Challenges at Work</title><source>PsycARTICLES</source><creator>Wallis, Amanda ; Robertson, Jeremy ; Bloore, Rebecca A. ; Jose, Paul E.</creator><contributor>Nowack, Kenneth</contributor><creatorcontrib>Wallis, Amanda ; Robertson, Jeremy ; Bloore, Rebecca A. ; Jose, Paul E. ; Nowack, Kenneth</creatorcontrib><description>In the study reported in this article we examined differences and similarities in well-being outcomes (flourishing and satisfaction with life), psychological distress, work and nonwork challenges, and perceptions of organizational support and climate between groups of senior leaders, team leaders, and team members across New Zealand (N = 4,215). Results indicated that nonleaders (team members) reported greater nonwork life challenges, lower flourishing and satisfaction with life, greater psychological distress, and less favorable perceptions of their organizational support and climate compared with team leaders and senior leaders. Team leaders and senior leaders reported more work-related challenges (work demands and poor peer support) and lower satisfaction with their work-life balance. Mediation analysis found that work factors significantly mediated the relationship between leadership status (leader vs. nonleader) and psychological distress, flourishing, and life satisfaction. Findings support the necessity for targeted interventions for different groups within organizational hierarchies. Further, they emphasize the need for proactive and multilevel approaches to building workplace well-being to foster it in all employees regardless of their leadership status. We make recommendations for consulting psychologists to achieve these goals and build psychologically healthy and thriving workplaces. What's It Mean? Implications for Consulting PsychologyIn our study, which builds on previous research, leaders reported higher well-being and lower psychological distress, and they reported different challenges at home and at work than those cited by nonleaders. To improve well-being, consulting psychologists should scope each organization individually to determine strengths and challenges at each leadership level because there is no one-size-fits-all solution. However, based on our mediation models, autonomy, work demands, and peer support may be useful first avenues to explore.</description><identifier>ISSN: 1065-9293</identifier><identifier>EISSN: 1939-0149</identifier><identifier>DOI: 10.1037/cpb0000214</identifier><language>eng</language><publisher>Educational Publishing Foundation</publisher><subject>Distress ; Employee Attitudes ; Female ; Human ; Leadership ; Life Satisfaction ; Male ; Organizational Behavior ; Organizational Climate ; Social Support ; Well Being ; Work Teams</subject><ispartof>Consulting psychology journal, 2021-12, Vol.73 (4), p.325-348</ispartof><rights>2021 American Psychological Association</rights><rights>2021, American Psychological Association</rights><lds50>peer_reviewed</lds50><oa>free_for_read</oa><woscitedreferencessubscribed>false</woscitedreferencessubscribed><citedby>FETCH-LOGICAL-a225t-99c69980b730876c9e3e603732975e97b93cc6d65a4493724fb572419afdc65f3</citedby><orcidid>0000-0002-7731-0053 ; 0000-0002-9505-6773 ; 0000-0002-6280-9337 ; 0000-0002-3104-1871</orcidid></display><links><openurl>$$Topenurl_article</openurl><openurlfulltext>$$Topenurlfull_article</openurlfulltext><thumbnail>$$Tsyndetics_thumb_exl</thumbnail><link.rule.ids>314,780,784,27924,27925</link.rule.ids></links><search><contributor>Nowack, Kenneth</contributor><creatorcontrib>Wallis, Amanda</creatorcontrib><creatorcontrib>Robertson, Jeremy</creatorcontrib><creatorcontrib>Bloore, Rebecca A.</creatorcontrib><creatorcontrib>Jose, Paul E.</creatorcontrib><title>Differences and Similarities Between Leaders and Nonleaders on Psychological Distress, Well-Being, and Challenges at Work</title><title>Consulting psychology journal</title><description>In the study reported in this article we examined differences and similarities in well-being outcomes (flourishing and satisfaction with life), psychological distress, work and nonwork challenges, and perceptions of organizational support and climate between groups of senior leaders, team leaders, and team members across New Zealand (N = 4,215). Results indicated that nonleaders (team members) reported greater nonwork life challenges, lower flourishing and satisfaction with life, greater psychological distress, and less favorable perceptions of their organizational support and climate compared with team leaders and senior leaders. Team leaders and senior leaders reported more work-related challenges (work demands and poor peer support) and lower satisfaction with their work-life balance. Mediation analysis found that work factors significantly mediated the relationship between leadership status (leader vs. nonleader) and psychological distress, flourishing, and life satisfaction. Findings support the necessity for targeted interventions for different groups within organizational hierarchies. Further, they emphasize the need for proactive and multilevel approaches to building workplace well-being to foster it in all employees regardless of their leadership status. We make recommendations for consulting psychologists to achieve these goals and build psychologically healthy and thriving workplaces. What's It Mean? Implications for Consulting PsychologyIn our study, which builds on previous research, leaders reported higher well-being and lower psychological distress, and they reported different challenges at home and at work than those cited by nonleaders. To improve well-being, consulting psychologists should scope each organization individually to determine strengths and challenges at each leadership level because there is no one-size-fits-all solution. However, based on our mediation models, autonomy, work demands, and peer support may be useful first avenues to explore.</description><subject>Distress</subject><subject>Employee Attitudes</subject><subject>Female</subject><subject>Human</subject><subject>Leadership</subject><subject>Life Satisfaction</subject><subject>Male</subject><subject>Organizational Behavior</subject><subject>Organizational Climate</subject><subject>Social Support</subject><subject>Well Being</subject><subject>Work Teams</subject><issn>1065-9293</issn><issn>1939-0149</issn><fulltext>true</fulltext><rsrctype>article</rsrctype><creationdate>2021</creationdate><recordtype>article</recordtype><recordid>eNpFkMlOwzAQhiMEEqVw4QkicYMGvCR2fISWTaoACVCPluNMWhc3CbYr1LfHpZWYw2z6ZkbzJ8k5RtcYUX6j-wpFIzg_SAZYUJEhnIvDmCNWZIIIepyceL9EsU0FHySbiWkacNBq8Klq6_TdrIxVzgQTG3cQfgDadAqqBrcDXrrW7suuTd_8Ri86282NVjadGB8ceD9KZ2BtdgemnY_-psYLZS208-2VkM4693WaHDXKejjbx2Hy-XD_MX7Kpq-Pz-PbaaYIKUImhGZClKjiFJWcaQEUWHyVEsELELwSVGtWs0LluaCc5E1VRI-FamrNioYOk4vd3t5132vwQS67tWvjSUkY5giXGJWRutxR2nXeO2hk78xKuY3ESG6llf_SRvhqB6teyT4qoFww2oLXaxelDFtWcipzSUlBfwGefnrv</recordid><startdate>202112</startdate><enddate>202112</enddate><creator>Wallis, Amanda</creator><creator>Robertson, Jeremy</creator><creator>Bloore, Rebecca A.</creator><creator>Jose, Paul E.</creator><general>Educational Publishing Foundation</general><scope>AAYXX</scope><scope>CITATION</scope><scope>7RZ</scope><scope>PSYQQ</scope><orcidid>https://orcid.org/0000-0002-7731-0053</orcidid><orcidid>https://orcid.org/0000-0002-9505-6773</orcidid><orcidid>https://orcid.org/0000-0002-6280-9337</orcidid><orcidid>https://orcid.org/0000-0002-3104-1871</orcidid></search><sort><creationdate>202112</creationdate><title>Differences and Similarities Between Leaders and Nonleaders on Psychological Distress, Well-Being, and Challenges at Work</title><author>Wallis, Amanda ; Robertson, Jeremy ; Bloore, Rebecca A. ; Jose, Paul E.</author></sort><facets><frbrtype>5</frbrtype><frbrgroupid>cdi_FETCH-LOGICAL-a225t-99c69980b730876c9e3e603732975e97b93cc6d65a4493724fb572419afdc65f3</frbrgroupid><rsrctype>articles</rsrctype><prefilter>articles</prefilter><language>eng</language><creationdate>2021</creationdate><topic>Distress</topic><topic>Employee Attitudes</topic><topic>Female</topic><topic>Human</topic><topic>Leadership</topic><topic>Life Satisfaction</topic><topic>Male</topic><topic>Organizational Behavior</topic><topic>Organizational Climate</topic><topic>Social Support</topic><topic>Well Being</topic><topic>Work Teams</topic><toplevel>peer_reviewed</toplevel><toplevel>online_resources</toplevel><creatorcontrib>Wallis, Amanda</creatorcontrib><creatorcontrib>Robertson, Jeremy</creatorcontrib><creatorcontrib>Bloore, Rebecca A.</creatorcontrib><creatorcontrib>Jose, Paul E.</creatorcontrib><collection>CrossRef</collection><collection>PsycARTICLES- ProQuest</collection><collection>ProQuest One Psychology</collection><jtitle>Consulting psychology journal</jtitle></facets><delivery><delcategory>Remote Search Resource</delcategory><fulltext>fulltext</fulltext></delivery><addata><au>Wallis, Amanda</au><au>Robertson, Jeremy</au><au>Bloore, Rebecca A.</au><au>Jose, Paul E.</au><au>Nowack, Kenneth</au><format>journal</format><genre>article</genre><ristype>JOUR</ristype><atitle>Differences and Similarities Between Leaders and Nonleaders on Psychological Distress, Well-Being, and Challenges at Work</atitle><jtitle>Consulting psychology journal</jtitle><date>2021-12</date><risdate>2021</risdate><volume>73</volume><issue>4</issue><spage>325</spage><epage>348</epage><pages>325-348</pages><issn>1065-9293</issn><eissn>1939-0149</eissn><abstract>In the study reported in this article we examined differences and similarities in well-being outcomes (flourishing and satisfaction with life), psychological distress, work and nonwork challenges, and perceptions of organizational support and climate between groups of senior leaders, team leaders, and team members across New Zealand (N = 4,215). Results indicated that nonleaders (team members) reported greater nonwork life challenges, lower flourishing and satisfaction with life, greater psychological distress, and less favorable perceptions of their organizational support and climate compared with team leaders and senior leaders. Team leaders and senior leaders reported more work-related challenges (work demands and poor peer support) and lower satisfaction with their work-life balance. Mediation analysis found that work factors significantly mediated the relationship between leadership status (leader vs. nonleader) and psychological distress, flourishing, and life satisfaction. Findings support the necessity for targeted interventions for different groups within organizational hierarchies. Further, they emphasize the need for proactive and multilevel approaches to building workplace well-being to foster it in all employees regardless of their leadership status. We make recommendations for consulting psychologists to achieve these goals and build psychologically healthy and thriving workplaces. What's It Mean? Implications for Consulting PsychologyIn our study, which builds on previous research, leaders reported higher well-being and lower psychological distress, and they reported different challenges at home and at work than those cited by nonleaders. To improve well-being, consulting psychologists should scope each organization individually to determine strengths and challenges at each leadership level because there is no one-size-fits-all solution. However, based on our mediation models, autonomy, work demands, and peer support may be useful first avenues to explore.</abstract><pub>Educational Publishing Foundation</pub><doi>10.1037/cpb0000214</doi><tpages>24</tpages><orcidid>https://orcid.org/0000-0002-7731-0053</orcidid><orcidid>https://orcid.org/0000-0002-9505-6773</orcidid><orcidid>https://orcid.org/0000-0002-6280-9337</orcidid><orcidid>https://orcid.org/0000-0002-3104-1871</orcidid><oa>free_for_read</oa></addata></record>
fulltext fulltext
identifier ISSN: 1065-9293
ispartof Consulting psychology journal, 2021-12, Vol.73 (4), p.325-348
issn 1065-9293
1939-0149
language eng
recordid cdi_proquest_journals_2617018108
source PsycARTICLES
subjects Distress
Employee Attitudes
Female
Human
Leadership
Life Satisfaction
Male
Organizational Behavior
Organizational Climate
Social Support
Well Being
Work Teams
title Differences and Similarities Between Leaders and Nonleaders on Psychological Distress, Well-Being, and Challenges at Work
url http://sfxeu10.hosted.exlibrisgroup.com/loughborough?ctx_ver=Z39.88-2004&ctx_enc=info:ofi/enc:UTF-8&ctx_tim=2025-01-02T15%3A52%3A32IST&url_ver=Z39.88-2004&url_ctx_fmt=infofi/fmt:kev:mtx:ctx&rfr_id=info:sid/primo.exlibrisgroup.com:primo3-Article-proquest_cross&rft_val_fmt=info:ofi/fmt:kev:mtx:journal&rft.genre=article&rft.atitle=Differences%20and%20Similarities%20Between%20Leaders%20and%20Nonleaders%20on%20Psychological%20Distress,%20Well-Being,%20and%20Challenges%20at%20Work&rft.jtitle=Consulting%20psychology%20journal&rft.au=Wallis,%20Amanda&rft.date=2021-12&rft.volume=73&rft.issue=4&rft.spage=325&rft.epage=348&rft.pages=325-348&rft.issn=1065-9293&rft.eissn=1939-0149&rft_id=info:doi/10.1037/cpb0000214&rft_dat=%3Cproquest_cross%3E2617018108%3C/proquest_cross%3E%3Cgrp_id%3Ecdi_FETCH-LOGICAL-a225t-99c69980b730876c9e3e603732975e97b93cc6d65a4493724fb572419afdc65f3%3C/grp_id%3E%3Coa%3E%3C/oa%3E%3Curl%3E%3C/url%3E&rft_id=info:oai/&rft_pqid=2617018108&rft_id=info:pmid/&rfr_iscdi=true