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• W2289767871 abstract "OF THE THESIS How Do Transformational Leaders Reduce Managerial Stress? A Comparison of Mediated and Moderated Models by Melissa Joann Oates Master of Science in Psychology with a Concentration in Applied Psychology San Diego State University, 2012 Occupational stress is a major health issue in modern work organizations, and management can play an important role in counteracting the effects of occupational stress. The type of leadership style a manager adopts may be influential in how followers perceive and respond to stressors in the work place. Transformational leadership is one of the most studied leadership theories and a substantial body of literature has suggested it is effective in reducing stress. However, little research has explored how this relationship functions. This study investigated the relationship between transformational leadership and stress in a sample of nurse managers. The transactional theory of stress and Job Demand-Control-Support model provided the theoretical framework for this study. According to the transactional theory of stress, stress will not occur if the situation or stressor is appraised as a challenge instead of a threat. Challenge appraisals result when an individual perceives more resources than demands, or perceives the ability to cope. Based on the transactional theory of stress, transformational leaders can influence the amount of stress their subordinates experience by having a direct effect on the individual’s perception of demands, resources, and/or their ability to cope. Therefore it was hypothesized that selected stressors mediate the transformational leadership and stress relationship. The Job Demand-Control-Support model of stress states that social support and job control can moderate the negative impact of high strain on well-being. The dimensions of transformational leadership are consistent with increasing both social support and job control, so it was hypothesized that transformational leadership moderates the stressor-strain relationship. The stressors chosen for investigation in this study were role conflict, role ambiguity, role overload, interpersonal conflict, and predictability. Data was gathered from 486 nurse managers who completed surveys as part of a larger research study on nurse stress. After examining the general pattern of correlations among the variables, regression analyses with control variables were conducted to test both the direct effect, mediation, and moderation hypotheses. Support was found for the direct effect hypotheses exploring the relationships between stressors and stress, and transformational leadership and stress. Support was also found for the mediation hypotheses, but no support was found for the moderation hypotheses. The consistency of the results revealed that transformational leadership is more likely to reduce stress by decreasing stressors (mediation) than by providing job control and social support to buffer the effect of these stressors (moderation). Exploratory analyses of the specific dimensions of transformational leadership provided insight into the nature of the relationship between transformational leadership and stress/stressors. Results suggest that supportive leadership has the strongest influence on" @default.
• W2289767871 created "2016-06-24" @default.
• W2289767871 creator A5038248491 @default.
• W2289767871 date "2012-05-17" @default.
• W2289767871 modified "2023-09-28" @default.
• W2289767871 title "How do transformational leaders reduce managerial stress? : a comparison of mediated and moderated models" @default.
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• W2289767871 hasPublicationYear "2012" @default.
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