Employee-Oriented Leadership and Quality of Working Life

Mediating Roles of Idiosyncratic Deals

Bibliographic Data

ID13670784
AuthorsSeverin Hornung (0000-0001-5035-3558, Department of Management and Marketing, The Hong Kong Polytechnic University, corresponding author), Denise M Rouseau (Carnegie Mellon University), Jürgen Glaser (0000-0002-6935-1779, Institute and Outpatient Clinic for Occupational, Social, and Environmental Medicine, Ludwig-Maximilians-University, Munich), Peter Angerer (0000-0002-9602-7405, Institute and Outpatient Clinic for Occupational, Social, and Environmental Medicine Ludwig-Maximilians-University, Munich), Matthias Weigl (0000-0003-2408-1725, Institute and Outpatient Clinic for Occupational, Social, and Environmental Medicine Ludwig-Maximilians-University, Munich)
Year2011
Volume108
Issue1
Pages59-74
Publication date2011-02-01
Peer ReviewedYes
Open AccessYes
TypeARTICLE
VenuePsychological Reports (JOURNAL)
Journal identifiersISSN: 0033-2941 • E-ISSN: 1558-691X
PublisherSAGE Publishing (PUBLISHER • US)
DOI10.2466/07.13.14.21.pr0.108.1.59-74
PMID21526592
OpenAlexW2017089374
LanguageEN
Citations received5
References cited34

Leader consideration has long been suggested to be conducive to quality of working life experienced by employees. The present study links this classic leadership dimension with more recent research on idiosyncratic deals, referring to personalized conditions workers negotiate in their employment relationships. A two-wave survey study (N = 159/142) among German hospital physicians suggests that authorizing idiosyncratic deals is a manifestation of employee-oriented leader behavior. Consideration had consistent positive effects on idiosyncratic deals regarding both professional development and working time flexibility. These two types had differential effects on two indicators of the quality of working life. Development related positively to work engagement, flexibility related negatively to work-family conflict. Cross-lagged correlations supported the proposed direction of influence between consideration and idiosyncratic deals in a subsample of repeating responders (n=91). The relation between development and engagement appeared to be reciprocal. Longitudinal results for the association between flexibility and work-family conflict were inconclusive

Dimension (graph theory · Flexibility (engineering · German · Job satisfaction · Management · Negotiation · Quality (philosophy · Quality of working life · Reciprocal · Sociology · Work (physics · Work engagement · Applied Psychology · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Work-Family Balance Challenges · Workaholism, burnout, and well-being

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