Based on transactional stress theory and theoretical propositions regarding affective perceptions and reactions, we develop and test a model of reciprocal within-person relations between perceptions of directive and empowering leadership and employee emotional engagement and fatigue. A sample of n = 1,610 employees participated in a study with a three-wave, fully crossed and lagged panel design across 6 months. We used a random intercepts cross-lagged panel model to separate within- from between-person sources of variance in leadership perceptions and employee well-being. Consistent with previous research, at the between-person level of analysis, we found that directive leadership was positively related to both engagement and fatigue, whereas empowering leadership was positively related to engagement and negatively related to fatigue. Interestingly, at the within-person level, we found that some of these relations occur reciprocally, in that directive leadership predicts engagement and, simultaneously, engagement positively predicts perceptions of both directive and empowering leadership. These findings challenge existing assumptions about the directionality of the association between perceived leadership and employee well-being and contribute to an enhanced understanding of the role of employee well-being for the development of leadership perceptions overtime. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

中文翻译：

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解开感知领导力和员工幸福感之间的人与人之间和互惠的人与人之间的关系。

基于交易压力理论和关于情感感知和反应的理论命题，我们开发并测试了一个在指令和授权领导的感知与员工情感参与和疲劳之间的相互关系的模型。n = 1,610 名员工的样本参与了一项为期 6 个月的三波、完全交叉和滞后面板设计的研究。我们使用随机截距交叉滞后面板模型来区分领导认知和员工幸福感差异的内部和个人来源。与之前的研究一致，在人与人之间的分析水平上，我们发现指令型领导与敬业度和疲劳度均呈正相关，而授权型领导力与敬业度呈正相关，与疲劳度呈负相关。有趣的是，在个人层面，我们发现其中一些关系是相互发生的，因为指示型领导可以预测敬业度，同时，敬业度可以积极地预测对指示型和授权型领导的看法。这些发现挑战了关于感知领导力与员工幸福感之间关联方向性的现有假设，并有助于加深对员工幸福感在发展领导力感知中的作用的理解。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。这些发现挑战了关于感知领导力与员工幸福感之间关联方向性的现有假设，并有助于加深对员工幸福感在发展领导力感知中的作用的理解。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。这些发现挑战了关于感知领导力与员工幸福感之间关联方向性的现有假设，并有助于加深对员工幸福感在发展领导力感知中的作用的理解。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。