Respectful workplace dimensions mediating relations between engaging leadership and employee outcomes

Machin, Tony and Dearman, Dale and Smith, David (2017) Respectful workplace dimensions mediating relations between engaging leadership and employee outcomes. In: 12th International Conference on Occupational Stress and Health, 7-10 June 2017, Minneapolis, MN, United States.

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The recently developed Engaging Leadership Scale (Schaufeli, 2015) will enable a more thorough understanding of the potential impact of constructs such as engaging leadership. Schaufeli suggested that the inspiring, strengthening, connecting and empowering elements of engaged leadership contribute to the satisfaction of the employees’ basic psychological needs for meaningfulness, competence, relatedness and autonomy, respectively. This study assessed how two dimensions of respectful workplaces (personal respect and justice and fairness) mediate the relations between engaging leadership and various employee outcomes. These outcomes included levels of stress at work, work-life balance, general well-being, experienced incivility, and job resources/supports. In the Job Demands-Resources framework, leadership is often missing from the model. It is proposed that the two dimensions of respectful workplaces will be predicted by engaging leadership and that these dimensions will explain considerable variance in employee outcomes.
An online survey was used to collect data from 157 employees of Lutheran Education Queensland (LEQ). Of the respondents, 109 (69%) were female, 141 (90%) were aged 25-59 years, and 156 (99%) worked at least 15 hours per week. Feedback was not provided to participants. The survey included the 12-item Engaging Leadership Scale (ELS; Schaufeli, 2015), the 9-item Respectful Workplace Scale (RWS; Fogarty, 2011), as well as a number of other measures that contributed to a larger study into workplace incivility. The correlations between engaging leadership and the two dimensions of respectful workplaces were strong and positive (r = .56, p<.001 and r = .53, p<.001, respectively). These two dimensions of respectful workplaces displayed a similar pattern of correlations with each of the employee outcomes. Given this similar pattern and the high degree of overlap between the two dimensions (r = .53, p<.001), the analysis proceeded by constructing a structural equation model in which the two dimensions of respectful workplaces were specified as indicators of an underlying construct which then predicted each of the employee outcomes. This model was specified to accommodate the significant correlations between many of the employee outcomes and the final model was a good fit to the data with χ2 = 12.538 (df = 10), p = .25, AGFI = .93, TLI = .99 and RMSEA = .04 (90%CI .00 to .10 with pclose = .53).
Engaging Leadership significantly predicting the Respectful Workplace latent construct (β = .78, p < .001). Respectful Workplace was a significant predictor of Stress at Work (β = -.36, p < .001), Work-Life Balance (β = .50, p < .001), General Well-Being (β = .46, p < .001), Workplace Incivility (β = -.67, p < .001) and Job Resources and Supports (β = .94, p < .001). The amount of variance explained for each variable was 13%, 25%, 21%, 45%, and 89% respectively. The role of engaging leadership in explaining employees’ work outcomes was mediated by their assessment of their workplace respect. Previous research that has focused on the organisational climate for civility needs to broaden to include engaging leadership as a key contributor to this important mediator.

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Item Type: Conference or Workshop Item (Commonwealth Reporting Category E) (Poster)
Refereed: No
Item Status: Live Archive
Additional Information: Poster presentation. Abstract only published.
Faculty / Department / School: Current - Faculty of Health, Engineering and Sciences - School of Psychology and Counselling
Date Deposited: 23 Aug 2017 01:36
Last Modified: 21 Jun 2018 01:28
Uncontrolled Keywords: engaging leadership, respectful workplace, employee well-being, incivility, work-life balance
Fields of Research : 15 Commerce, Management, Tourism and Services > 1503 Business and Management > 150311 Organisational Behaviour
17 Psychology and Cognitive Sciences > 1701 Psychology > 170107 Industrial and Organisational Psychology
Socio-Economic Objective: C Society > 94 Law, Politics and Community Services > 9405 Work and Institutional Development > 940505 Workplace Safety

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