Search Results (13)

Work is a key social determinant of mental health, and adverse organizational conditions in healthcare settings increase psychosocial risks. Leadership influences workplace well-being, yet its impact on mental health and gender inequalities remains underexplored. Despite the feminization of the health sector, disparities persist in leadership access, role expectations, and work–family reconciliation, exacerbating occupational stress. Aims: This study examines leadership practices in public hospitals, focusing on their relationship with mental health, organizational dimensions (recognition and role stress), and gender disparities. It explores the perspectives of both workers and managers to understand how leadership shapes workplace conditions and well-being. Methods: A qualitative, cross-sectional study was conducted as part of the FONDECYT project 1220547. Semi-structured interviews were conducted with 64 workers from public hospitals in Santiago, Chile, including clinical and administrative staff. The analysis supported by Grounded Theory identified key categories: constructive and destructive leadership, recognition, role stress, and gender disparities in leadership. Results: Constructive leadership—characterized by communication, fairness, and recognition—was linked to a healthier work environment and improved well-being. In contrast, destructive leadership (characterized by abuse of power and imposition, or inaction, lack of support, and absence of effective direction) contributed to role stress, workplace mistreatment, and job dissatisfaction. Recognition was a crucial but insufficient motivator, as the lack of formal mechanisms led to frustration. Role stress emerged as a significant risk for well-being, with subordinates experiencing overload, ambiguity, and conflicting expectations. Gender inequalities persisted as women faced more tremendous barriers to leadership and difficulties balancing work and family responsibilities. Workers and managers had differing perspectives, with subordinates prioritizing fairness and recognition while managers emphasized operational constraints. Conclusions: Leadership training should emphasize trust, equity, and recognition to enhance workplace well-being. Institutional policies must address role stress, strengthen formal recognition systems, and promote gender equity in leadership. Future research should integrate quantitative methods to explore leadership’s impact on organizational conditions and mental health outcomes. Full article

With the global economic downturn, the impact on internal systems of Chinese SMEs has also received great attention. However, the provocative and destructive nature of retaliation behavior by SME employees shifts resources meant for organizational system development towards addressing internal balance issues. Employees’ retaliation behavior poses significant harm to organizations systems, limiting their long-term sustainability and competitiveness in the long run. This study argues for a close relationship between employee behavior and leadership management style, particularly in the context of inadequate management systems in SMEs, which can easily subject employees to direct influence from their leaders. For example, abusive supervision or oppressive practices at the management level can trigger resistance and rebellious behavior among employees, leading them to choose retaliatory actions as a response to the organizational system. This study aims to explore the causal relationship between abusive supervision and retaliation behavior within the system. We aim to clarify the pathway through which abusive supervision triggers retaliation behavior among employees within the system and examine the serial multiple mediating effects of psychological distress and negative emotions as well as the moderating effect of workplace incivility. To validate the hypotheses proposed in this study, a survey was conducted among employees of Chinese SMEs. The data provided by 303 employees were analyzed using SPSS ver. 26.0, AMOS ver. 23.0, and SPSS PROCESS Macro 3.4.1 Model 6. The findings indicate that abusive supervision has an indirect effect on employee retaliation behavior through the serial multiple mediating effects of psychological distress and negative emotions. Workplace incivility moderated the influence of negative emotions on retaliation. This study explored the process by which abusive management triggers retaliative behavior through a serial multiple mediation model, providing theoretical evidence for related research. This study explicitly reveals the process leading to retaliation behavior within the system and presents the differences from previous research. Additionally, this study demonstrates the interactive effect between abusive supervision and incivility through the moderating role of incivility in determining the level of retaliation behavior. Ultimately, this study has pioneering significance in exploring the causes of retaliation behavior within the Chinese SME organizational system and how to prevent the occurrence of retaliation behavior. Full article

The essence of knowledge management involves the personalized management of talented employees who possess tacit knowledge. Unfortunately, non-standardized practices can lead to negative knowledge behaviors among coworkers, which can hamper beneficial knowledge interactions. This study aims to explore the underlying mechanism of idiosyncratic deals (i-deals) on knowledge hiding from the bystander perspective. We conducted a two-wave on-site survey of 321 knowledge-based employees in Kunshan Industrial Park, China. During the first wave, employees provided information regarding their perceptions of others’ i-deals and ethical leadership. Two weeks later, employees reported their effort–reward imbalance (ERI), psychological distress, and knowledge hiding behaviors. To test our hypothesis, we used a hierarchical regression analysis with SPSS 26.0 and a path analysis with Mplus 7.4. The results indicate that (a) coworkers’ perceptions of other employees’ idiosyncratic deals (CPOEID) have an indirect effect on knowledge hiding via ERI and psychological distress; (b) ERI and psychological distress serially mediate the relationship between CPOEID and knowledge hiding; and (c) ethical leadership not only reduces the positive effect of CPOEID on ERI but also weakens the serial mediation effects of ERI and psychological distress between CPOEID and knowledge hiding. Our investigation, by using a cognitive-emotional processing system framework, provides a new theoretical perspective on the potential dysfunctionality of differentiated human resource management practices. Furthermore, our findings offer evidence for the compatibility of leadership and policy factors, as ethical leadership lessens the destructive effects of management practices. Full article

This paper discusses the capacity of communities to be resilient in the face of disasters. This is the question of what allows communities to rebuild after a major destructive event and preferably to “build back better.” The paper lists six qualities of resilient communities drawn from the literature researching these events: organizations are flexible; they have strong leadership; there is strong community learning; they are effective at collective problem solving and cooperation; social capital and civil society are strong; and communities effectively engage with helping institutions beyond their boundaries. The paper relates each quality to social capital, to the ways the three types of social capital—bonding, bridging, and linking—are interconnected, and to preparatory methods that might be used to strengthen social capital so that communities may be more resilient. Full article

A paradigm shift is under way in the human services because of breakthrough knowledge and research in understanding the underlying etiology of physical, emotional, and social problems at the micro-level of the individual, at the meso-level of the family and institutions, and at the macro-level of the entire society. The three levels of human existence—micro, mezzo, and macro—constitute interactive, interdependent, complex adaptive living systems. The complexity of these problems requires us to use our imaginations to envision health in individuals, organizations, and societies because it does not presently exist. After thousands of years of unrelenting exposure to trauma and adversity, we have all normalized what is a traumatogenic civilization. As a result, we live in a trauma-organized society in ways we are just beginning to understand in this century. This biopsychosocial knowledge base that is drawn upon here has come to be known as “trauma-informed” knowledge because it began with a deepening understanding of the impact of trauma on survivors of combat, disasters, and genocide, but now extends far beyond those specific boundaries. To lead any organization in a time of significant change means leading a revolution in understanding human nature and the fundamental causes of human pathology that are endangering all life on this planet and then helping organizational members develop skills to positively influence the changes necessary. In the 1930s, Dr. Walter B. Cannon, a Harvard physiologist who had named the “fight-flight” response and defined homeostasis, used the word “biocracy” to describe the relationship between the physical body and the social body, emphasizing the vital importance of democracy. This paper is a beginning attempt at integrating the concept of a biocratic organization with that of the trauma-informed knowledge necessary for leadership. Hope lies in properly diagnosing the problem, remembering ancient peace-making strategies, embracing universal life-preserving values, inspiring a new vision for the future, and radically and consciously changing our present self and other-destructive behavior. The paper concludes with a brief description of a new online educational program called Creating Presence™ that is being used in organizations as a method for creating and supporting the development of biocratic, trauma-informed organizations. Full article

One of the main challenges to the growth of early childhood education in rural China is the high teacher turnover rates. This study investigated the association between destructive leadership and turnover intention, as well as the mediating function of ego depletion and the moderating role of kindergarten affiliation, based on social exchange theory and ego depletion theory. A total of 409 Chinese rural kindergarten teachers were selected to complete a questionnaire on destructive leadership, ego depletion, and turnover intention. The results revealed that destructive leadership, ego depletion, and turnover intention were positively correlated. After controlling for age, destructive leadership was a positive predictor of turnover intention. The mediation model test revealed that ego depletion acted as a mediator between destructive leadership and turnover intention. Moreover, kindergarten affiliation mitigated the impact of destructive leadership on ego depletion. This effect is more pronounced in public kindergarten teachers compared to private kindergarten teachers. This study adds to our knowledge of the contributing factors and functioning mechanisms underlining turnover intentions among rural kindergarten teachers. It also provides new perspectives for policymakers and administrators to address rural kindergarten teacher attrition. Full article

Building information modeling (BIM) implementation is expanding over time, and collaboration is becoming more critical in construction projects. Leadership characteristics may contribute to or hinder the effectiveness of these collaborations in BIM-based construction projects. However, the current body of knowledge lacks information on the leadership characteristics that can be constructive or destructive for BIM-based construction projects. Therefore, this study aims to determine the constructive and destructive leadership behaviors, skills, styles, and traits in BIM-based construction projects. An explorative qualitative study was conducted by interviewing twenty architecture, engineering, and construction (AEC) professionals. Then, the thematic analysis approach was used to analyze the interview data. The study findings suggest that common constructive leadership behaviors are tolerant and committed. Furthermore, the common constructive leadership trait and style is reliability. On the contrary, the common destructive leadership behavior is intolerant. This study provides the literature with a novel list of constructive and destructive leadership characteristics for BIM-based construction projects. Understanding these characteristics would assist industry professionals and policymakers in increasing the performance of BIM-based construction projects. Full article

We currently face several interlinked environmental crises, including climate change, habitat destruction and biodiversity loss. However, many governments seem unwilling to take strong and immediate action to address these threats, preferring to promote neoliberal approaches to allow consumers and the general public to make environmentally friendly choices. This is despite neoliberal approaches being much less likely to be successful than government leadership, taxation, subsidies, and legislation in addressing environmental issues. In this study, we examine public perception of environmental threats and solutions to these threats in a survey mainly completed in the UK. Climate change is seen as the biggest issue, likely due to recent activist campaigns and subsequent media attention on the issue. Neoliberal attitudes, such as green consumer choices to environmental concerns, do still dominate in a series of possible presented solutions, and they score more highly than lifestyle changes, such as changing diet. However, when questioned specifically about plastic pollution, government intervention to ban all unnecessary plastic scored very strongly, indicating a shift from a consumer-driven response. Furthermore, most participants think they are at best only partly “doing their bit” to protect the environment. The results demonstrate that the public is aware that not enough is happening to protect the environment and provide evidence that there is willingness for stronger government intervention to address environmental issues; however, there is potential resistance to major lifestyle changes. Full article

The focus of this research was to explore school leadership in post-primary schools using an adapted Schmidt Toxic Leadership Scale ©, which the authors recalibrated to examine both constructive and destructive leadership, the impact on individuals professional and personal lives, and on staff morale. Using a mixed methods approach, data were collected from 111 teaching professionals via online survey. Findings indicated a notable emergence of toxic leadership experiences which is reported in this paper. In addition, participants reported various and concerning negative consequences including: decreased job satisfaction, professional agency, and staff morale; reduced performance; increased attrition; increased negative behaviours including incivility; stifled career development; reduced self-confidence; depression; stress and anxiety; fear; tearfulness; humiliation; anger; mistrust; exhaustion; burnout; health issues; migraines; weight gain; substance abuse, suicidal thoughts, as well as, negative consequences on personal/home life. The results indicate that the quality of leadership was perceived to influence the health of respondents and had a bearing on their occupational wellbeing. Further research is needed to understand the nature of toxic leadership in education and its effects on organisational members. Full article

During the Covid-19 pandemic, people started teleworking intensively, which has led to some benefits in terms of economic continuity, but also some complaints. International teams of scholars have pointed out the new work-related challenges, underlining leaders’ role in successfully managing them. This study aimed at investigating the role of destructive leadership in the job demands–resources and recovery model during the Covid-19 pandemic. In detail, this study intended to assess (1) whether destructive leadership is positively associated with off-work-hours technology-assisted job demand (off-TAJD) and cognitive demands, as well as whether it decreases autonomy, (2) whether two demands—off-TAJD and cognitive demands—and two resources—social support and autonomy—are respectively negatively and positively related to recovery, and (3) whether recovery mediates the relationship between demands, resources, and exhaustion. A total of 716 French remote workers (61% were women) took part in this study. Data were collected using a self-report questionnaire. A multi-group structural equation model was used to test the hypotheses. The findings confirmed a significant association between destructive leadership, the two job demands, and autonomy; furthermore, all three variables mediated the relationship between destructive leadership and recovery. The findings showed the key role played by recovery as a mediator between, on one hand, off-TAJD, cognitive demands, autonomy, and social support, and, on the other hand, exhaustion. This study highlighted the role of destructive leadership, job resources, job demands, and recovery as determinants of exhaustion, illustrating their relationships in a sample of remote workers. Practical implications are discussed. Full article

Job demands typical of the current working environments and negative leadership styles may be considered unsustainable factors able to decrease workers well-being. Moreover, contrary to the idea that workaholism is an innate individual characteristic, a recent perspective considers the working context able to foster its insurgence. In order to investigate unsustainable dynamics within organizations, this study aimed at examining whether (1) destructive leadership increases workload and supplemental work supported by technology, (2) the three job demands increases workaholism, and (3) workaholism mediates their relationship with exhaustion. A convenience sample of 432 workers filled in a self-report questionnaire. The structural equation model results showed a positive relationship between destructive leadership and workload, off-work hour Technology-Assisted Job Demand (off-TAJD), and workaholism. Moreover, both workload and off-TAJD partially mediated the relationship between destructive leadership and workaholism. Finally, workaholism was a mediator between the three demands and exhaustion. The study confirmed a positive association between job demands and workaholism, and, in turn, their association with exhaustion, highlighting in particular the role of two under-investigated determinants, namely destructive leadership and off-TAJD, as unsustainable working conditions. Despite limitations, above all the cross-sectional design, this study provided useful indications for research and practice. Full article

Background: The negative effects of in-person workplace bullying (WB) are well established. Less is known about cyber-bullying (CB), in which negative behaviours are mediated by technology. Drawing on the conservation of resources theory, the current research examined how individual and organisational factors were related to WB and CB at two time points three months apart. Methods: Data were collected by means of an online self-report survey. Eight hundred and twenty-six respondents (58% female, 42% male) provided data at both time points. Results: One hundred and twenty-three (15%) of participants had been bullied and 23 (2.8%) of participants had been cyber-bullied within the last six months. Women reported more WB, but not more CB, than men. Worse physical health, higher strain, more destructive leadership, more team conflict and less effective organisational strategies were associated with more WB. Managerial employees experienced more CB than non-managerial employees. Poor physical health, less organisational support and less effective organisational strategies were associated with more CB. Conclusion: Rates of CB were lower than those of WB, and very few participants reported experiencing CB without also experiencing WB. Both forms of bullying were associated with poorer work environments, indicating that, where bullying is occurring, the focus should be on organisational systems and processes. Full article

Widespread coral reef decline has included the decline of reef fish populations, and the subsistence and artisanal fisheries that depend on them. Overfishing and destructive fishing have been identified as the greatest local threats to coral reefs, but the greatest future threats are acidification and increases in mass coral bleaching caused by global warming. Some reefs have shifted from dominance by corals to macroalgae, in what are called “phase shifts”. Depletion of herbivores including fishes has been identified as a contributor to such phase shifts, though nutrients are also involved in complex interactions with herbivory and competition. The depletion of herbivorous fishes implies a reduction of the resilience of coral reefs to the looming threat of mass coral mortality from bleaching, since mass coral deaths are likely to be followed by mass macroalgal blooms on the newly exposed dead substrates. Conventional stock assessment of each fish species would be the preferred option for understanding the status of the reef fishes, but this is far too expensive to be practical because of the high diversity of the fishery and poverty where most reefs are located. In addition, stock assessment models and fisheries in general assume density dependent populations, but a key prediction that stocks recover from fishing is not always confirmed. Catch Per Unit Effort (CPUE) has far too many weaknesses to be a useful method. The ratio of catch to stock and the proportion of catch that is mature depend on fish catch data, and are heavily biased toward stocks that are in good condition and incapable of finding species that are in the worst condition. Near-pristine reefs give us a reality check about just how much we have lost. Common fisheries management tools that control effort or catch are often prohibitively difficult to enforce for most coral reefs except in developed countries. Ecosystem-based management requires management of impacts of fishing on the ecosystem, but also vice versa. Marine Protected Areas (MPAs) have been a favorite management tool, since they require little information. MPAs are excellent conservation and precautionary tools, but address only fishing threats, and may be modest fisheries management tools, which are often chosen because they appear to be the only feasible alternative. “Dataless management” is based on qualitative information from traditional ecological knowledge and/or science, is sufficient for successful reef fisheries management, and is very inexpensive and practical, but requires either customary marine tenure or strong governmental leadership. Customary marine tenure has high social acceptance and compliance and may work fairly well for fisheries management and conservation where it is still strong. Full article