This study builds on the theory of planned behavior and investigates antecedents of health-promoting leadership behaviors (HPL behaviors): positive health-promoting leadership attitude (HPL attitude) as well as perceived health-promoting leadership norms (perceived HPL norms), and lack of perceived health-promoting leadership behavioral control (perceived HPL behavioral control). Furthermore, based on the conservation of resources theory, these antecedents are conceptualized as personal and job resources with managers’ perceived workload being examined as a moderating boundary condition, suggesting that workload as a job demand facilitates resource loss. A survey was administered to 315 managers. Data were analyzed using hierarchical linear regression analysis and moderation analysis. Results revealed that HPL attitude and perceived HPL norms were positively related to HPL behaviors, whereas a lack of perceived HPL behavioral control was negatively related to HPL behaviors. Furthermore, high workload weakened the relationship between perceived HPL norms and HPL behaviors. Workload did not moderate the relationships between the antecedents HPL attitude and lack of perceived HPL behavioral control, and HPL behaviors. Organizations should offer interventions to foster positive HPL attitude, give managers opportunities for HPL behavioral control, and promote perceived HPL norms. They should acknowledge that high workload may inhibit perceived HPL norms. Intervention approaches with regard to personnel and organizational development for practitioners are discussed. This study contributes to the literature by testing direct antecedents of HPL behaviors. Moreover, this study is the first to test workload as a boundary condition.

中文翻译：

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作为主持人的健康促进领导力和工作量的前因

本研究以计划行为理论为基础，调查了促进健康的领导行为（HPL 行为）的前因：积极的促进健康领导态度（HPL 态度）以及感知的健康促进领导规范（感知的 HPL 规范），以及缺乏感知健康促进领导行为控制（感知 HPL 行为控制）。此外，基于资源节约理论，这些前因被概念化为个人和工作资源，管理者感知的工作量被视为调节边界条件，表明工作量作为工作需求会促进资源损失。对 315 名经理进行了一项调查。使用分层线性回归分析和调节分析对数据进行分析。结果表明，HPL态度和感知HPL规范与HPL行为正相关，而缺乏感知HPL行为控制与HPL行为负相关。此外，高工作量削弱了感知 HPL 规范与 HPL 行为之间的关系。工作负荷没有调节前因 HPL 态度和缺乏感知 HPL 行为控制与 HPL 行为之间的关系。组织应提供干预措施以培养积极的 HPL 态度，为管理人员提供 HPL 行为控制的机会，并促进感知的 HPL 规范。他们应该承认，高工作量可能会抑制感知到的 HPL 规范。讨论了与从业者的人员和组织发展有关的干预方法。本研究通过测试 HPL 行为的直接前因为文献做出贡献。此外，这项研究首次将工作负载作为边界条件进行测试。