We investigated the moderating role of employee socioeconomic status (SES) in the relationship between leadership and employee well-being. Leadership forms an important predictor of how (un)well employees feel. Conceptualizing leadership effects and employee SES from a job demands-resources perspective, we propose that the relationship between leadership and employee well-being is stronger among employees with lower SES. These workers tend to have fewer resources and can benefit more from constructive leadership, but are burdened more by destructive leadership. We find support for this in two studies: In the first, a comprehensive meta-analysis of 219 studies and 241 independent samples (N = 120.596), we found that two markers of lower employee SES (i.e., lower education and lower occupation status) moderate the relationship of constructive and destructive leader behaviors with well-being. In the second study, we analyzed a large-scale representative employee sample (N = 62.602) and extended these findings by examining nonpermanent work contract as an additional occupation facet, and low income as another marker of lower SES. Additionally, we show that resources (autonomy, self-efficacy) and demands (work pressure, cognitive demands) represent possible mechanisms through which constructive and destructive leadership relate to well-being. Specifically, the indirect relationship of constructive and destructive leadership with well-being, through job demands and resources, was generally stronger among employees with lower SES. In addition, the findings provide support for a stronger role of leadership in the well-being of employees with lower SES, a large group of employees who are oftentimes not the central focus of leadership scholars or organizations. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

中文翻译：

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员工社会经济地位在领导力和幸福感之间的调节作用：荟萃分析和代表性调查。

我们调查了员工社会经济地位 (SES) 在领导力和员工幸福感之间的关系中的调节作用。领导力是员工感觉如何（不）好的重要预测指标。从工作需求-资源的角度对领导效应和员工 SES 进行概念化，我们提出领导力和员工幸福感之间的关系在 SES 较低的员工中更强。这些工人往往拥有较少的资源，可以从建设性领导中获得更多收益，但更多地受到破坏性领导的影响。我们在两项研究中找到了对此的支持：首先，对 219 项研究和 241 个独立样本（N = 120.596）的综合荟萃分析，我们发现两个较低员工 SES 的标志物（即，较低的教育和较低的职业地位）调节建设性和破坏性领导行为与幸福感的关系。在第二项研究中，我们分析了一个大规模的代表性员工样本（N = 62.602），并通过将非永久性工作合同作为额外的职业方面以及低收入作为较低 SES 的另一个标志来扩展这些发现。此外，我们表明资源（自主权、自我效能）和需求（工作压力、认知需求）代表了建设性和破坏性领导与幸福感相关的可能机制。具体而言，通过工作需求和资源，建设性和破坏性领导与幸福感的间接关系在社会经济地位较低的员工中普遍更强。此外，研究结果为领导力在 SES 较低的员工的福祉中发挥更大作用提供了支持，这是一大批通常不是领导学者或组织的核心关注点的员工。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。