Social support as a mediator in the relationship between leadership style and professional well-being
Palabras clave:
leadership, leadership style, social support, professional well-being of the individual, mediation analysisResumen
El estudio de las relaciones no lineales entre las características del liderazgo y el bienestar profesional de los empleados abre el camino para comprender los determinantes psicológicos de este fenómeno y la perspectiva de una prevención eficaz de sus violaciones. El propósito de este estudio es determinar la naturaleza de la relación entre el estilo de liderazgo, el apoyo social y el bienestar profesional de un individuo y, en particular, probar empíricamente el papel mediador del apoyo social en la relación entre las características del liderazgo y bienestar profesional. De acuerdo con el propósito de este estudio, se aplicó un método transversal utilizando la escala de evaluación del liderazgo percibido del Cuestionario de Liderazgo Multifactor (MLQ, formulario 5X-Short), el Cuestionario de Satisfacción de Necesidades (NSQ), la Escala de Satisfacción Laboral (JSS), la Escala social apoyo. Participaron en la encuesta 85 profesores de escuelas superiores de Ucrania. El análisis estadístico incluyó análisis de mediación y análisis de correlación. Según los resultados del estudio, se estableció que la influencia del estilo de liderazgo en el bienestar profesional se realiza a través de la mediación del apoyo social y la satisfacción de las necesidades psicológicas de los empleados. Se encontró que la contribución relativa del apoyo social en la predicción del bienestar profesional aumenta con una disminución en la naturaleza positiva del liderazgo. Por tanto, el apoyo social modera el impacto de las características negativas del liderazgo en el bienestar de los empleados al compensar la frustración de ciertas necesidades psicológicas. Los efectos mediadores identificados amplían las ideas existentes sobre los mecanismos psicológicos de la formación del bienestar profesional de los empleados y las direcciones para su corrección en la práctica gerencial.
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