Restricted accessResearch articleFirst published online 2025
The effect of warmth and competence as stereotypical leadership perceptions on occupational well-being and behavioral loyalty of hospital employees: An empirical analysis
Background: The shortage of healthcare professionals and demanding working conditions have prompted healthcare organizations to implement effective retention strategies. Leadership practices largely shape the organizational climate and influence occupational well-being and related retention. Research has identified warmth and competence as the two fundamental dimensions by which leaders are evaluated.
Purpose: This study explores how perceptions of leadership-related warmth and competence translate into hospital employees’ loyalty, both directly and indirectly, through occupational well-being, that is, through the mechanisms of positive and negative work-related affect.
Research Design: A cross-sectional survey design was used.
Study Sample: The study sample consisted of N = 1907 employees from a U.S. hospital.
Data Collection and Analysis: Data were collected via a structured survey instrument assessing leadership perceptions, affective well-being at work, and employee loyalty. Structural equation modeling was used to assess the hypothesized relationships and mediating mechanisms.
Results: Both leadership-related warmth and competence perceptions directly influence employee loyalty. We identified different mechanisms underlying the indirect effects of occupational well-being on loyalty. Only leadership-related warmth perceptions had a positive indirect effect on loyalty through both positive and negative work-related affect. Leadership-related competence perceptions increased both positive and negative work-related affect.
Conclusions: An empathic leadership style that leads to favorable leadership-related warmth perceptions is an effective approach for promoting occupational well-being and loyalty among hospital employees. Leaders should foster leadership-related competence perceptions in periods with more favorable working conditions while avoiding them in stressful working conditions.
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