Characteristics of a regional economy, demography, and the labor market shape dynamic contexts wherein labor market actors and organizations have to face opportunities and challenges. How, for example, can advanced technology, circular transition, and labor be sustainably linked, and how can this contribute to worker well-being?
This research is often conducted in multidisciplinary contexts, at the intersection of labor economics, economic geography, organizational psychology, management sciences, and human resource management. This research topic of “positive leadership and worker well-being in dynamic regional contexts” explores such intersections with research aimed at enhancing worker well-being enabled by positive leadership styles.
We aim to develop knowledge on how regional labor market actors and leadership within and between organizations can stimulate conditions that improve worker well-being, engagement, and job satisfaction.
A key component for achieving a healthy and happy work environment is leadership. Although it is believed that high-quality Leader Member Exchange (LMX) and some specific leadership styles (e.g. authentic, ethical, transformational, servant, and virtuous leadership) are more conducive to worker well-being than other leadership styles (e.g., transactional), the relationship between leadership and worker well-being has not been extensively researched especially in dynamic, rapidly changing regional contexts.
This Research Topic seeks to publish innovative papers that examine the relationship between leadership styles and worker well-being in dynamic, rapidly changing regional contexts. We define worker well-being as the general well-being of working people that may be signaled by a broad range of concepts such as job satisfaction, engagement, and happiness. We welcome submissions of original scientific research and case studies. Topics to be addressed can include but are not limited to:
• What is the relationship between leadership style and worker well-being? How does a dynamic regional context moderate the relationship between leadership style and worker-being (e.g. do turbulent times require a different kind of leadership to sustain high levels of worker well-being)?
• How can regional labor market actors stimulate conditions that improve worker well-being? Take, for instance, policy interventions required to enhance well-being of regionally relevant categories of (potential) workers.
• What is the role of leadership in the success of well-being programs within and/or between organizations?
We accept submission of the following manuscript types: Original Research, Systematic Review, and Methods. Prior to submission, authors are invited to submit a paper proposal to the co-editors in the form of a short abstract to receive quick feedback about the suitability of their contribution.
Characteristics of a regional economy, demography, and the labor market shape dynamic contexts wherein labor market actors and organizations have to face opportunities and challenges. How, for example, can advanced technology, circular transition, and labor be sustainably linked, and how can this contribute to worker well-being?
This research is often conducted in multidisciplinary contexts, at the intersection of labor economics, economic geography, organizational psychology, management sciences, and human resource management. This research topic of “positive leadership and worker well-being in dynamic regional contexts” explores such intersections with research aimed at enhancing worker well-being enabled by positive leadership styles.
We aim to develop knowledge on how regional labor market actors and leadership within and between organizations can stimulate conditions that improve worker well-being, engagement, and job satisfaction.
A key component for achieving a healthy and happy work environment is leadership. Although it is believed that high-quality Leader Member Exchange (LMX) and some specific leadership styles (e.g. authentic, ethical, transformational, servant, and virtuous leadership) are more conducive to worker well-being than other leadership styles (e.g., transactional), the relationship between leadership and worker well-being has not been extensively researched especially in dynamic, rapidly changing regional contexts.
This Research Topic seeks to publish innovative papers that examine the relationship between leadership styles and worker well-being in dynamic, rapidly changing regional contexts. We define worker well-being as the general well-being of working people that may be signaled by a broad range of concepts such as job satisfaction, engagement, and happiness. We welcome submissions of original scientific research and case studies. Topics to be addressed can include but are not limited to:
• What is the relationship between leadership style and worker well-being? How does a dynamic regional context moderate the relationship between leadership style and worker-being (e.g. do turbulent times require a different kind of leadership to sustain high levels of worker well-being)?
• How can regional labor market actors stimulate conditions that improve worker well-being? Take, for instance, policy interventions required to enhance well-being of regionally relevant categories of (potential) workers.
• What is the role of leadership in the success of well-being programs within and/or between organizations?
We accept submission of the following manuscript types: Original Research, Systematic Review, and Methods. Prior to submission, authors are invited to submit a paper proposal to the co-editors in the form of a short abstract to receive quick feedback about the suitability of their contribution.
