While managers play a critical role in supporting employee wellbeing, prior research suggests that doing so can take a toll on managers themselves. However, we know little about the potential implications of this for employees. Drawing from the leadership-wellbeing literature and social psychological theories of guilt, we propose that manager caring behavior is associated with both positive (vitality) and negative (guilt) employee wellbeing. We find support for these relationships in Study 1 (N = 264) with a time-separated survey. In Study 2, we replicate these findings, and in addition, we examine a negative perceptual response to manager care: employee-rated manager role overload. Drawing on perceptual salience research, we propose that the negative relationship between manager care and employee-rated manager role overload is exacerbated in a team environment where employees fail to care for each other (i.e., a weak caring climate). Study 2 (N = 360) largely supports our hypotheses with multilevel, time-separated field data. The findings suggest that managers should not be expected to "go it alone" to support employee wellbeing because doing so may relate negatively to employee outcomes. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

中文翻译：

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经理关怀行为的双刃剑：对员工福祉的影响。

虽然管理者在支持员工福祉方面发挥着关键作用，但先前的研究表明，这样做可能会对管理者本身造成影响。然而，我们对这对员工的潜在影响知之甚少。从领导幸福感文献和内疚的社会心理学理论中，我们提出经理关怀行为与积极（活力）和消极（内疚）的员工幸福感相关。我们在研究 1 (N = 264) 中通过时间间隔调查找到了对这些关系的支持。在研究 2 中，我们重复了这些发现，此外，我们检查了对经理关怀的负面知觉反应：员工评价的经理角色超载。借鉴感知显着性研究，我们提出，在员工无法互相关心的团队环境中（即关爱氛围较弱），经理关怀与员工评价的经理角色超负荷之间的负相关关系会更加严重。研究 2 (N = 360) 在很大程度上支持了我们的多层次、时间分离的现场数据假设。调查结果表明，不应期望管理者“单独行动”来支持员工的福祉，因为这样做可能会对员工的成果产生负面影响。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。支持员工福祉，因为这样做可能会对员工成果产生负面影响。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。支持员工福祉，因为这样做可能会对员工成果产生负面影响。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。