Drawing on Conservation of Resources theory and Crossover theory, we investigated the potential for crossover of a personal resource, resilience, from supervisors to employees. Specifically, the present study examined whether supervisor resilience influences employee well-being (i.e., psychological distress, burnout, and life satisfaction) via a top-down resilience crossover process. The present study utilized a time-lagged design with three data points over a 9-month period. The sample consisted of 178 supervisors and 741 employees from the United States National Guard. Multi-level models controlling for baseline levels of the outcome variables demonstrated support for time-lagged resilience crossover from supervisor to employee. Moreover, results demonstrated support for the subsequent indirect effects on improved employee well-being outcomes including lower burnout and psychological distress, and greater life satisfaction. As such, our research contributes to our understanding of promoting employee resilience, crossover effects, and promoting employee well-being. In doing so, we integrate COR theory and Crossover theory to elucidate personal resource crossover as it pertains to supervisor and employee resilience. Additionally, we expand on understanding of how supervisor resilience can have indirect positive effects on employee well-being. Implications for theory and practice, as well as future research directions are also discussed in light of our findings.

中文翻译：

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主管韧性促进员工福祉：资源交叉的作用


借鉴资源保护理论和交叉理论，我们研究了个人资源、弹性从主管到员工交叉的可能性。具体来说，本研究考察了主管弹性是否通过自上而下的弹叉过程影响员工的幸福感（即心理困扰、倦怠和生活满意度）。本研究采用延时设计，在 9 个月内具有三个数据点。样本包括来自美国国民警卫队的 178 名主管和 741 名员工。控制结果变量基线水平的多级模型表明支持从主管到员工的时间滞后弹叉。此外，结果表明支持对改善员工福祉结果的后续间接影响，包括降低倦怠和心理困扰，以及提高生活满意度。因此，我们的研究有助于我们理解促进员工韧性、交叉效应和促进员工福祉。在此过程中，我们整合了 COR 理论和交叉理论，以阐明与主管和员工弹性相关的个人资源交叉。此外，我们还扩展了对主管弹性如何对员工福祉产生间接积极影响的理解。根据我们的研究结果，还讨论了对理论和实践的影响，以及未来的研究方向。