Empowering Leadership and Employee Well-being in Extreme Context: The Moderated Mediation Model.

Emergency service organizations are currently grappling with challenges related to the poor well-being of their staff and higher turnover intention. Limited research investigates the factors that may increase work engagement and decrease turnover intention among those working in extreme contexts. Drawing from the Job Demands-Resources model, this study examines the relationship between empowering leadership (EL), work engagement and turnover intention, with psychological resilience as the mediator and social support as the moderator. We tested our hypothesized model using three-wave data (with a two-month time lag between each wave) collected from 396 emergency service employees. Results from multi-wave data reveal that EL positively influences psychological resilience, leading to increased work engagement and decreased turnover intention. The study results suggest that psychological resilience significantly mediates between EL and outcome variables. Furthermore, the EL and psychological resilience relationship is strengthened at high levels of social support, indicating a beneficial effect for emergency service employees working in extreme work contexts. These findings carry significant theoretical and practical implications. [ABSTRACT FROM AUTHOR]