Based on the effort-recovery model, this study links work-family conflict (WFC) and family-work conflict (FWC) with the concept of recovery. The authors hypothesize that 2 recovery strategies-psychological detachment from work and verbal expression of emotions-moderate the relationship of these 2 types of conflict with 2 indicators of well-being, namely psychological strain and life satisfaction. For our sample of 128 emergency professionals from Spain, psychological detachment from work moderated the relationship between WFC and psychological strain, and between FWC and life satisfaction. Verbal expression of emotions moderated the relationship between both types of conflict and psychological strain.

In the past few years, the concept of leadership has shifted from the solitary leader to the team as a potential source of leadership. This shift from a single person to a "shared leadership" model requires new concepts and methods to capture the nature and structure of leadership by teams (Yukl, 1998). In this chapter, we argue that a social network approach helps to provide the conceptual framework and methodological tools to support a shared leadership perspective. To articulate this approach, we first outline some of the basic principles of social network analysis. We then discuss the nature of leadership networks, based on the traditional distinction between transactional and transformational leadership. Next, we discuss the distributional properties of these leadership networks, describing and applying the concept of network centralization. Finally, we discuss the implications of a network conception of shared leadership for research and theory development.

No abstract

2012)Supervisor and coworker support: a source congruence approach to buffering role conflict andThe buffering effects of supervisor support on the stressor -strain relationship have proven elusive in prior research (Beehr, Farmer, Glazer, Gudanowski and Nair (2003), 'The Enigma of Social Support and Occupational Stress: Source Congruence and Gender Role Effects,' Journal of Occupational and Health Psychology, 8, 220-231). We built on emerging work on source congruence and conservation of resource theory to test a series of hypotheses intended to clarify these mixed findings. Using a sample of 768 employees from 45 organizations in North America, results from moderated regression analyses, showed that the effects of supervisor support on the stressor-strain relationship depended on source congruence. In accordance with our predictions, although we found buffering effects for the physical stressors -strain relationship, we found a reverse buffering effect for the role conflict -strain relationship. These differential buffering effects did not emerge when considering coworker support. We discuss the implications of our results for shedding light on the mixed evidence regarding buffering work stressors reported in prior research.

No abstract