Despite the increasing interest in leaders’ health‐promoting behavior, the employees’ role in the effectiveness of such behavior and the mechanisms underlying how such leadership behavior affects their well‐being have largely been ignored. Drawing on implicit leadership theories, we advance the health‐oriented leadership literature by examining employees’ ideals, that is, their expectations regarding such leader behavior, as a moderating factor. We propose that higher expectations increase the association between actual health‐oriented leader behavior and employee‐rated leader‐member relationships (LMX) and health‐oriented behaviors by employees, which, in turn, positively relate to their well‐being (here: exhaustion and work engagement). We tested our theoretical model in three studies, using a cross‐sectional design (Study 1, N = 307), a two‐wave time‐lagged design (Study 2, N = 144) and an experimental design (Study 3, N = 173). We found that the effect of actual health‐oriented leader behavior on LMX is contingent on employees’ ideal health‐oriented leader behavior. Yet, for employees’ self‐care behavior, the proposed moderation was only significant in Study 1. High expectations strengthened the relationship between actual health‐oriented leader behavior with LMX and self‐care behavior, which, in turn, were associated with less exhaustion and more work engagement (only LMX), supporting most of our mediation hypotheses. Our results highlight the pivotal role of employees’ expectations regarding leaders’ health support and help in building practical interventions with regard to leaders’ health promotion.

中文翻译：

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何时以及如何以健康为导向的领导与员工的福祉相关—期望，自我护理和LMX的作用

尽管人们对领导者促进健康的行为越来越感兴趣，但员工在这种行为的有效性中的作用以及这种领导行为如何影响其健康的潜在机制已被大大忽略。借助隐性领导理论，我们通过检查员工的理想（即，他们对此类领导行为的期望）作为调节因素，来推进面向健康的领导力文献。我们建议，更高的期望会增加实际的以健康为导向的领导者行为与员工评定的领导者-成员关系（LMX）和员工的以健康为导向的行为之间的关联性，这反过来又与他们的幸福感正相关（在这里：精疲力竭和工作投入）。我们使用横截面设计在三项研究中测试了我们的理论模型（研究1，N  = 307），两波时滞设计（研究2，N  = 144）和实验设计（研究3，N） = 173）。我们发现，实际的以健康为导向的领导者行为对LMX的影响取决于员工理想的以健康为导向的领导者行为。然而，对于员工的自我保健行为，拟议的节制仅在研究1中有意义。高期望值增强了LMX的实际健康导向型领导者行为与自我保健行为之间的关系，这反过来又减少了疲劳感以及更多的工作投入（仅LMX），支持我们的大多数调解假设。我们的结果强调了员工期望值对领导者健康支持的关键作用，并有助于建立有关领导者健康促进的实际干预措施。