ABSTRACT

In this study, we draw on conservation of resources theory to suggest that transformational leaders’ encouragement of extra effort in followers might reduce or increase followers’ emotional exhaustion depending on their ability to replenish energy reserves. Specifically, we argue that the indirect relationship between transformational leadership (TFL) and followers’ emotional exhaustion via extra effort varies depending on followers’ levels of psychological detachment from work. We tested the hypothesised conditional indirect effect model using three-wave data from 214 employees working in various industries. Regression analyses showed that psychological detachment moderated the indirect relationship between TFL and emotional exhaustion through extra effort such that the indirect relationship was negative with high psychological detachment and positive with low psychological detachment. The findings of this study indicate the importance of recognising that the beneficial effects of TFL in reducing emotional exhaustion may not hold for all followers but are contingent on followers’ levels of psychological detachment. Returning to one of the original premises of the TFL model, i.e. that transformational leaders bring about extra effort from followers, contributes to further understanding that TFL might have a dark side for employee well-being.

摘要

在这项研究中，我们利用资源节约理论表明，变革型领导者鼓励追随者付出额外的努力可能会减少或增加追随者的情绪耗竭，这取决于他们补充能量储备的能力。具体而言，我们认为，变革型领导 (TFL) 与追随者因额外努力而情绪耗竭之间的间接关系因追随者对工作的心理疏离程度而异。我们使用来自不同行业的 214 名员工的三波数据测试了假设的条件间接效应模型。回归分析表明，心理超脱通过额外的努力调节了TFL与情绪耗竭之间的间接关系，这种间接关系在心理超脱程度高时为负，心理超脱程度低时为正关系。这项研究的结果表明，认识到 TFL 在减少情绪耗竭方面的有益效果可能并不适用于所有追随者，而是取决于追随者的心理超脱程度的重要性。回到 TFL 模型的原始前提之一，即变革型领导者从追随者那里带来额外的努力，有助于进一步理解 TFL 可能对员工福利有阴暗面。这项研究的结果表明，认识到 TFL 在减少情绪耗竭方面的有益效果可能并不适用于所有追随者，而是取决于追随者的心理超脱程度的重要性。回到 TFL 模型的原始前提之一，即变革型领导者从追随者那里带来额外的努力，有助于进一步理解 TFL 可能对员工福利有阴暗面。这项研究的结果表明，认识到 TFL 在减少情绪耗竭方面的有益效果可能并不适用于所有追随者，而是取决于追随者的心理超脱程度的重要性。回到 TFL 模型的原始前提之一，即变革型领导者从追随者那里带来额外的努力，有助于进一步理解 TFL 可能对员工福祉有阴暗面。