The psychological well-being of employees has significant primary and secondary effects on organizational performance and profitability. Despite this importance, the leadership, and related (e.g., organizational behavior, human resources, applied psychology) literatures have not adequately pursued the theoretical or empirical study of employee psychological well-being. Researchers have instead focused primarily on subjective well-being (e.g., job satisfaction, life satisfaction, and positive affect). We seek to make four contributions by (1) drawing from established theory on psychological well-being from applied, social, clinical, and developmental psychology to highlight a seven-component model of psychological well-being that applies to the workplace; (2) differentiating psychological well-being from subjective well-being, providing a deeper understanding of what constitutes well-being in the workplace and how it is formed; (3) integrating psychological well-being with transactional and transformational leadership theories to propose leader interventions to bolster each component of psychological well-being in followers; and (4) theorizing how the components of psychological well-being relate in unique ways to important organizational outcomes: task, contextual, and ethical performance criteria. Our intent is to provide propositions to encourage the field to reach beyond subjective well-being through theorizing new linkages between leadership, psychological well-being, and follower work behavior. We ultimately seek to enrich our understanding of the underpinnings of thriving and performance in the workplace.

中文翻译：

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通过交易型和变革型领导力促进工作场所心理健康

员工的心理健康对组织绩效和盈利能力具有显着的主要和次要影响。尽管如此重要，领导力和相关（例如，组织行为学、人力资源、应用心理学）文献还没有充分追求员工心理健康的理论或实证研究。相反，研究人员主要关注主观幸福感（例如，工作满意度、生活满意度和积极影响）。我们力求通过以下方式做出四项贡献：（1）从应用心理学、社会心理学、临床心理学和发展心理学中汲取有关心理幸福的既定理论，以突出适用于工作场所的心理幸福七要素模型；（2）区分心理幸福感和主观幸福感，更深入地了解工作场所幸福感的构成及其形成方式；(3) 将心理幸福感与交易型和变革型领导理论相结合，提出领导者干预措施，以支持下属心理幸福感的各个组成部分；(4) 理论化心理健康的组成部分如何以独特的方式与重要的组织结果相关：任务、背景和道德绩效标准。我们的目的是提供建议，通过将领导力、心理健康和下属工作行为之间的新联系理论化，鼓励该领域超越主观幸福感。我们最终寻求丰富我们对工作场所蓬勃发展和绩效基础的理解。