Drawing on conservation of resources theory, we developed and evaluated a supportive leadership training (SLT) intervention designed to teach leaders ways to be supportive of their employees. Given the important role of supportive leaders in helping employees deal with excessive workloads, we theorized that the beneficial intervention effects on employee well-being would be particularly evident for employees who perceive higher levels of quantitative and qualitative workloads prior to the intervention. Using a cluster randomized controlled field trial, we tested the effects of the SLT on employee social well-being in terms of leader-member exchange (LMX) quality and employee hedonic well-being, including positive affective well-being, emotional exhaustion, and job satisfaction. The participants in the training were directors of childcare centers in Germany. To rigorously evaluate the intervention effects at the employee level, we collected survey data at baseline, 1 month postintervention, and 6 months postintervention, and we used an intent-to-treat approach to analyze the data. A total of 496 employees from 77 childcare centers provided data at baseline, of whom 266 and 226 employees participated in the 1-month and 6-month surveys, respectively. Linear mixed-effects models showed that the effectiveness of the intervention in terms of LMX quality and emotional exhaustion varied depending on the employees' baseline perceptions of quantitative workloads, such that employees with higher quantitative workloads benefited more from the SLT. The findings of this study improve the understanding of the types of outcomes of SLT and contribute to clarifying for whom SLT is effective. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

中文翻译：

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支持性领导力培训对员工社交和享乐福祉的影响：一项整群随机对照试验。

利用资源保护理论，我们开发并评估了一种支持性领导力培训 (SLT) 干预措施，旨在教领导者如何支持他们的员工。鉴于支持型领导在帮助员工处理过度工作量方面的重要作用，我们推测，对于在干预之前感知到更高水平的定量和定性工作量的员工来说，对员工幸福感的有益干预效果尤其明显。使用整群随机对照现场试验，我们测试了 SLT 在领导成员交换 (LMX) 质量和员工享乐幸福感方面对员工社会幸福感的影响，包括积极的情感幸福感、情绪衰竭和工作满意度。培训的参与者是德国儿童保育中心的负责人。为了严格评估员工层面的干预效果，我们收集了基线、干预后 1 个月和干预后 6 个月的调查数据，并使用意向治疗方法分析数据。共有来自 77 个托儿中心的 496 名员工提供了基线数据，其中 266 名和 226 名员工分别参与了为期 1 个月和 6 个月的调查。线性混合效应模型表明，干预在 LMX 质量和情绪衰竭方面的有效性取决于员工对定量工作量的基线感知，因此定量工作量较高的员工从 SLT 中受益更多。本研究的结果提高了对 SLT 结果类型的理解，并有助于阐明 SLT 对谁有效。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。