{"id":{"repo_id":"cau-kiel","oai_identifier":"oai:macau.uni-kiel.de:macau_mods_00008069"},"canonical_url":"https://search.dev.ndltd.org/etd/cau-kiel/oai:macau.uni-kiel.de:macau_mods_00008069","repository":{"repo_id":"cau-kiel","name":"Christian-Albrechts Universität Kiel","base_url":"https://macau.uni-kiel.de/servlets/OAIDataProvider"},"display":{"title":"Leadership and Well-Being","abstract":"Leadership and employee well-being are closely intertwined in contemporary organizations. While leadership is widely regarded as a central social influence shaping employees’ well-being, growing evidence suggests that leadership–well-being relationships are more complex than traditionally assumed. Across three chapters, this cumulative dissertation shows that effects may differ across domains of well-being, depend on individual contingencies, and unfold in both directions between leaders and followers. The first two chapters cover findings from a controlled laboratory paradigm to investigate leadership effects on affective-evaluative, cognitive, and physiological indicators of follower well-being. Results indicate that leadership effects are not uniform across well-being domains and may involve simultaneous benefits and costs, such that positively evaluated leadership behaviors can co-occur with physiological strain among vulnerable followers. In particular, followers were more satisfied with charismatic leadership but showed increased rumination, if pre-treatment stress levels were high. The third chapter addresses the reverse direction of influence and shows that reduced follower well-being can elicit heightened leader rumination alongside constructive leadership behavior, highlighting the co-occurrence of cognitive strain and constructive action. Overall, the findings underscore the importance of domain specificity, individual differences as contingencies, and directionality for understanding leadership–well-being dynamics. By integrating experimental methods with multi-domain indicators of well-being, this dissertation contributes to leadership research by moving beyond simplified accounts of uniformly beneficial or harmful leadership and highlights implications for contingency-sensitive leadership development and well-being interventions.","abstract_html":"Leadership and employee well-being are closely intertwined in contemporary organizations. While leadership is widely regarded as a central social influence shaping employees’ well-being, growing evidence suggests that leadership–well-being relationships are more complex than traditionally assumed. Across three chapters, this cumulative dissertation shows that effects may differ across domains of well-being, depend on individual contingencies, and unfold in both directions between leaders and followers. The first two chapters cover findings from a controlled laboratory paradigm to investigate leadership effects on affective-evaluative, cognitive, and physiological indicators of follower well-being. Results indicate that leadership effects are not uniform across well-being domains and may involve simultaneous benefits and costs, such that positively evaluated leadership behaviors can co-occur with physiological strain among vulnerable followers. In particular, followers were more satisfied with charismatic leadership but showed increased rumination, if pre-treatment stress levels were high. The third chapter addresses the reverse direction of influence and shows that reduced follower well-being can elicit heightened leader rumination alongside constructive leadership behavior, highlighting the co-occurrence of cognitive strain and constructive action. Overall, the findings underscore the importance of domain specificity, individual differences as contingencies, and directionality for understanding leadership–well-being dynamics. By integrating experimental methods with multi-domain indicators of well-being, this dissertation contributes to leadership research by moving beyond simplified accounts of uniformly beneficial or harmful leadership and highlights implications for contingency-sensitive leadership development and well-being interventions.","abstract_has_math":false,"creators":["Sievers, Svenja"],"institution":"Christian-Albrechts-Universität zu Kiel","degree_name":null,"degree_level":"thesis.doctoral","degree_discipline":null,"degree_department":null,"school":null,"contributors":["Büngeler, Claudia","Hoffmann, Stefan"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2026,"date_issued":"2026-03-06","date_published":"2026-03-06","updated_at":"2026-07-24T01:35:31Z","subjects":["leadership,","well-being,","laboratory-study,","directionality,","domain specificity"],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://macau.uni-kiel.de/receive/macau_mods_00008069","outbound_label":"Repository record","outbound_source":"source_url"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Büngeler, Claudia","Hoffmann, Stefan"]},{"key":"dc:creator","label":"Author","values":["Sievers, Svenja"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:publisher","label":"Institution","values":["Universitätsbibliothek Kiel"]},{"key":"dc:type","label":"Dc Type","values":["PhDThesis"]},{"key":"thesis:degree_level","label":"Degree Level","values":["thesis.doctoral"]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["Christian-Albrechts-Universität zu Kiel"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["leadership,","well-being,","laboratory-study,","directionality,","domain specificity"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["Leadership and employee well-being are closely intertwined in contemporary organizations. While leadership is widely regarded as a central social influence shaping employees’ well-being, growing evidence suggests that leadership–well-being relationships are more complex than traditionally assumed. Across three chapters, this cumulative dissertation shows that effects may differ across domains of well-being, depend on individual contingencies, and unfold in both directions between leaders and followers. The first two chapters cover findings from a controlled laboratory paradigm to investigate leadership effects on affective-evaluative, cognitive, and physiological indicators of follower well-being. Results indicate that leadership effects are not uniform across well-being domains and may involve simultaneous benefits and costs, such that positively evaluated leadership behaviors can co-occur with physiological strain among vulnerable followers. In particular, followers were more satisfied with charismatic leadership but showed increased rumination, if pre-treatment stress levels were high. The third chapter addresses the reverse direction of influence and shows that reduced follower well-being can elicit heightened leader rumination alongside constructive leadership behavior, highlighting the co-occurrence of cognitive strain and constructive action. Overall, the findings underscore the importance of domain specificity, individual differences as contingencies, and directionality for understanding leadership–well-being dynamics. By integrating experimental methods with multi-domain indicators of well-being, this dissertation contributes to leadership research by moving beyond simplified accounts of uniformly beneficial or harmful leadership and highlights implications for contingency-sensitive leadership development and well-being interventions."]},{"key":"dc:format.medium","label":"Dc Format Medium","values":["application/pdf"]},{"key":"dc:title","label":"Title","values":["Leadership and Well-Being"]}]}],"canonical_facts":{"dc:contributor":["Büngeler, Claudia","Hoffmann, Stefan"],"dc:creator":["Sievers, Svenja"],"dc:description.abstract":["Leadership and employee well-being are closely intertwined in contemporary organizations. While leadership is widely regarded as a central social influence shaping employees’ well-being, growing evidence suggests that leadership–well-being relationships are more complex than traditionally assumed. Across three chapters, this cumulative dissertation shows that effects may differ across domains of well-being, depend on individual contingencies, and unfold in both directions between leaders and followers. The first two chapters cover findings from a controlled laboratory paradigm to investigate leadership effects on affective-evaluative, cognitive, and physiological indicators of follower well-being. Results indicate that leadership effects are not uniform across well-being domains and may involve simultaneous benefits and costs, such that positively evaluated leadership behaviors can co-occur with physiological strain among vulnerable followers. In particular, followers were more satisfied with charismatic leadership but showed increased rumination, if pre-treatment stress levels were high. The third chapter addresses the reverse direction of influence and shows that reduced follower well-being can elicit heightened leader rumination alongside constructive leadership behavior, highlighting the co-occurrence of cognitive strain and constructive action. Overall, the findings underscore the importance of domain specificity, individual differences as contingencies, and directionality for understanding leadership–well-being dynamics. By integrating experimental methods with multi-domain indicators of well-being, this dissertation contributes to leadership research by moving beyond simplified accounts of uniformly beneficial or harmful leadership and highlights implications for contingency-sensitive leadership development and well-being interventions."],"dc:format.medium":["application/pdf"],"dc:publisher":["Universitätsbibliothek Kiel"],"dc:subject":["leadership,","well-being,","laboratory-study,","directionality,","domain specificity"],"dc:title":["Leadership and Well-Being"],"dc:type":["PhDThesis"],"thesis:degree_level":["thesis.doctoral"],"thesis:institution_name":["Christian-Albrechts-Universität zu Kiel"]},"updated_at":"2026-07-24T01:35:31Z"}