Digital Leadership Skills and Associations with Psychological Well-Being
Abstract
:1. Introduction
2. Theoretical Background
3. Materials and Methods
3.1. Study Design and Participants
3.2. Measures
3.2.1. Dependent Variable
3.2.2. Independent Variable
3.2.3. Confounding Variables
3.3. Statistical Analysis
4. Results
4.1. Sociodemographic Characteristics of the Participants
4.2. Associations Between Digital Leadership and Psychological Well-Being
5. Discussion
5.1. Strengths and Limitations
5.2. Implications for Practice and Further Research
6. Conclusions
Author Contributions
Funding
Acknowledgments
Conflicts of Interest
References
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Variable | N | M | SD | Median | Minimum | Maximum |
---|---|---|---|---|---|---|
Digital Leadership | 335 | 17.61 | 3.78 | 18 | 7 | 24 |
WHO-5 | 335 | 15.73 | 4.60 | 16 | 0 | 25 |
Managerial experience (in full years) | 334 | 11.50 | 6.73 | 10 | 0 | 50 |
Variable | Response Trait | Frequency (n) | Percentage | |||
WHO-5 (dichotomised) | 335 | Low (<13) | 72 | 21.5 | ||
High (≥13) | 263 | 78.5 | ||||
Gender | 334 | Male | 257 | 76.9 | ||
Female | 77 | 23.1 | ||||
Age | 334 | <30 | 0 | 0.0 | ||
31–40 | 13 | 3.9 | ||||
41–50 | 157 | 47.0 | ||||
51–55 | 126 | 37.7 | ||||
>55 | 38 | 11.4 |
Variable | N | 1 | 2 | 3 | 4 | 5 |
---|---|---|---|---|---|---|
(1) Well-being (WHO-5) | 335 | (0.87) | 0.28 ** | −0.06 | 0.03 | −0.01 |
(2) Digital Leadership | 312 | 0.28 ** | (0.87) | 0.18 ** | −0.13 * | −0.06 |
(3) Gender | 334 | −0.06 | 0.18 ** | - | 0.06 | 0.08 |
(4) Age | 334 | 0.03 | −0.13 * | 0.06 | - | 0.45 ** |
(5) Managerial experience | 334 | −0.01 | −0.06 | 0.08 | 0.45 ** | - |
Variable | Analysis Sample; n = 334 % (n) | Population; n = 1760 % (n) |
---|---|---|
Gender | ||
men | 76.9 (257) | 81.6 (1437) |
woman | 23.1 (77) | 18.4 (323) |
Age | ||
<30 | 0 (0) | 0 (0) |
31–40 | 3.9 (13) | 8.0 (140) |
41–50 | 47.0 (157) | 44.9 (790) |
51–55 | 37.7 (126) | 32.2 (567) |
>55 | 11.4 (38) | 14.9 (263) |
Variable | Managers with High Well-Being | Managers with Low Well-Being | t-Test p-Value | ||||||
---|---|---|---|---|---|---|---|---|---|
N | M | SD | Median | N | M | SD | Median | ||
Digital Leadership | 244 | 18.08 | 3.59 | 18.00 | 68 | 15.65 | 4.01 | 15.00 | 0.000 |
Managerial experience | 262 | 11.42 | 6.34 | 10.00 | 72 | 11.82 | 8.05 | 10.00 | 0.695 |
Variable | Managers with High Well-Being Percentage | Managers with Low Well-Being Percentage | Chi-SquareTest p-Value | ||||||
Gender | 0.256 | ||||||||
Men | 75.6 | 81.9 | |||||||
Women | 24.4 | 18.1 | |||||||
Age | 0.404 | ||||||||
<30 | 0 | 0 | |||||||
31–40 | 3.8 | 4.2 | |||||||
41–50 | 48.5 | 41.7 | |||||||
51–55 | 35.5 | 45.8 | |||||||
>55 | 12.2 | 8.3 |
Variable | Model 1 Unadjusted Model (Crude Analysis) | Model 2 Adjusted Model | ||||
---|---|---|---|---|---|---|
OR | 95% CI | p | OR | 95% CI | p | |
Digital Leadership | 2.84 | 1.80–4.50 | 0.00 | 3.11 | 1.93–4.99 | 0.00 |
Gender | 0.68 | 0.35–1.32 | 0.26 | 0.60 | 0.30–1.23 | 0.17 |
Age | ||||||
31–40 (1) | 0.63 | 0.13–2.97 | 0.55 | 0.54 | 0.08–3.75 | 0.54 |
41–50 (2) | 0.79 | 0.30–2.07 | 0.64 | 0.59 | 0.20–1.79 | 0.35 |
51–55 (3) | 0.53 | 0.20–1.38 | 0.19 | 0.45 | 0.16–1.29 | 0.14 |
>55 (reference) | ||||||
Managerial experience | 0.99 | 0.95–1.03 | 0.65 | 1.00 | 0.95–1.04 | 0.83 |
Cox & Snell R Square | 0.082 | |||||
Nagelkerke’s pseudo-R Square | 0.127 |
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Zeike, S.; Bradbury, K.; Lindert, L.; Pfaff, H. Digital Leadership Skills and Associations with Psychological Well-Being. Int. J. Environ. Res. Public Health 2019, 16, 2628. https://doi.org/10.3390/ijerph16142628
Zeike S, Bradbury K, Lindert L, Pfaff H. Digital Leadership Skills and Associations with Psychological Well-Being. International Journal of Environmental Research and Public Health. 2019; 16(14):2628. https://doi.org/10.3390/ijerph16142628
Chicago/Turabian StyleZeike, Sabrina, Katherine Bradbury, Lara Lindert, and Holger Pfaff. 2019. "Digital Leadership Skills and Associations with Psychological Well-Being" International Journal of Environmental Research and Public Health 16, no. 14: 2628. https://doi.org/10.3390/ijerph16142628