The objective of this article is to test the roles of self-efficacy and resilience as consecutive mediators in the relationship between the four dimensions of transformational leadership and well-being (operationalized as psychosomatic complaints and psychological distress). The sample consists of 225 social services employees in Spain. Data were gathered at two time points with a time-lag of 6 months. We used path analysis to test the hypothesized model and Monte Carlo confidence intervals to check the significance of the indirect effects. Our results showed that only two of the four transformational leadership dimensions have a direct impact on self-efficacy: inspirational motivation and individualized consideration, although contrary to our hypothesis, the latter had a negative effect on self-efficacy. As for the indirect effects, self-efficacy did not mediate between the leadership dimensions and well-being, whereas resilience mediated between self-efficacy and well-being. Self-efficacy and resilience consecutively mediated between the leadership dimensions and well-being. Our findings contribute to understanding the underlying mechanisms connecting different dimensions of transformational leadership and well-being, and they highlight the importance of developing employees’ personal resources.

中文翻译：

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自我效能与韧性：变革型领导维度与幸福感之间的中介机制

本文的目的是测试自我效能和弹性作为连续中介在变革型领导和幸福感（作为心身抱怨和心理困扰）四个维度之间的关系中的作用。样本由西班牙的 225 名社会服务员工组成。在两个时间点收集数据，时滞为 6 个月。我们使用路径分析来测试假设模型和蒙特卡罗置信区间来检查间接影响的显着性。我们的结果表明，四个变革型领导维度中只有两个对自我效能有直接影响：励志动机和个性化考虑，尽管与我们的假设相反，后者对自我效能有负面影响。至于间接影响，自我效能感在领导力维度和幸福感之间没有中介作用，而弹性在自我效能感和幸福感之间起到中介作用。自我效能感和弹性在领导力维度和幸福感之间连续中介。我们的研究结果有助于理解将变革型领导力和幸福感的不同维度联系起来的潜在机制，并且它们强调了开发员工个人资源的重要性。