Super-leadership and work enjoyment: direct and moderated influences.

Super-leadership is part of an approach called 'empowering leadership.' Within this approach, super-leadership is assumed to enable subordinates to lead themselves. The current study examined correlates of super-leadership. A questionnaire measuring two dimensions of super-leadership was used to analyze relationships between super-leadership and subordinates' work enjoyment, i.e., job satisfaction, subjective well-being, and emotional organizational commitment. In addition, moderating effects of the organizational context, i.e., organizational decentralization, on the relationships between super-leadership and work enjoyment were explored. 198 German employees from different occupations participated in the study. Latent moderator structural equation analysis revealed that the two factors of super-leadership, "coaching and communicative support" and "facilitation of personal autonomy and responsibility," had direct positive effects on subordinates' work enjoyment. Organizational decentralization moderated the effect of "coaching and communicative support" on work enjoyment but not the relations involving "facilitation of personal autonomy and responsibility." Conclusions for further research and practical applications were discussed.

Regulating strain states by using the recovery potential of lunch breaks.

The aim of the worksite study is to elucidate the strain reducing impact of different forms of spending lunch breaks. With the help of the so-called silent room cabin concept, it was possible to induce a lunch-break relaxation opportunity that provided visual and territorial privacy. To evaluate the proposed effects, 14 call center agents were assigned to either 20 min progressive muscle relaxation (PMR) or small-talk (ST) break groups. We analyzed the data in a controlled trial for a period of 6 months (every 2 months four measurements a day at 12:00, 13:00, 16:00, 20:00) using independent observer and self-report ratings of emotional, mental, motivational, and physical strain. Results indicated that only the PMR break reduced postlunchtime and afternoon strain. Although further intervention research is required, our results suggest that PMR lunch break may sustainable reduce strain states in real worksite settings.