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Purpose The purpose of this paper is to examine the direct and indirect crossover effects of leaders’ exhaustion on followers’ somatic complaints by testing leaders’ health-oriented behavior toward employees as a possible underlying mechanism. Design/methodology/approach A two-wave online study using data from different sources was conducted. In a sample of 106 leaders and followers, leaders were paired with one or two followers. Leaders rated their level of exhaustion at Time 1, and followers rated their leaders’ health-oriented leadership behavior (i.e. StaffCare behavior) and their own level of somatic complaints three months later (Time 2). Findings Results provided evidence of an indirect crossover effect from leaders’ exhaustion to followers’ somatic complaints through StaffCare behavior. There was no direct crossover effect. Practical implications Findings suggest that organizations should attend to leaders’ health as a means to allow for StaffCare behavior and thus protect employee health. Originality/value StaffCare behavior represents a new concept that focuses on health-related aspects of leadership. This is the first study to take an in-depth look at the question of how this leadership behavior is tied to crossover from leader exhaustion to follower health.

In this study, we tested hypotheses concerning volunteers' not‐for‐profit work, specifically the relations of transformational leadership with performance and satisfaction as well as the question of how task and relationship conflict fit into these relations. We argue that conflicts are detrimental to satisfaction and performance and that the frequency of conflict can be reduced through transformational leadership. We analyzed data from a large sample of lay orchestra musicians (N = 1,535) and found that musicians' perceptions of their conductors' transformational leadership style were positively related to both the performance and satisfaction of the musicians. Furthermore, we found that conflict mediated the relation between transformational leadership and satisfaction to some extent. The mediation occurred via the frequencies of both task and relationship conflicts even though the frequency of conflict was quite low in this sample in general.