Contributors

Frequent interruptions during work hours from spouses or children or frequent interruptions to family life from remote work can be significant causes of stress. Mental and emotional resources can be taxed by this overlap, resulting in lower quality of work and lower overall satisfaction for the employee. With this in mind, we conducted a study to see what types of breaks would best contribute to overcoming stress and resource drain while working remotely. 

Real estate management and agents often work under high stress and performance pressure, leading to burnout in the workplace. Our research explores how goal-focused leadership, paired with non-discriminating behaviors and high cohesion among coworkers, can equip employees to avoid emotional exhaustion, even as they work longer hours and face other demands.

Many U.S. employees believe working from home—or at least away from the office—can bring freedom and stress-free job satisfaction. But our recent research says, not so fast.

In this article, we study the relationship between ethical leadership and employee deviance and turnover intentions, considering the role of hindrance stress from the leader and the job. Our findings show that ethical leaders who also impose additional demands are perceived to miss the mark in providing proper social support are likely to have deviant or withdrawing employees.

What kind of relationships do you have with those who report to you and with your own boss? We study these relationships in conjunction with empowering leadership to suggest that the better these relationships are, the better position leaders are in to positively influence their employees.