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Our first aim was to explore the relationship between daily uplifts, daily hassles, and coping styles the first year after returning from international military missions and post-deployment work, family, and private reintegration in military veterans. Our second aim was to identify individual patterns regarding daily uplifts, daily hassles, and coping styles and to explore how they relate to the above-mentioned aspects of post-deployment reintegration. Questionnaire responses were received from 446 Swedish military veterans. Regression analyses showed that daily hassles and an escape-avoidance coping style made significant contributions in the predicted, negative direction to the amount of explained variance on reintegration indicator scales. A high level of perceived threat during the last mission also contributed to more negative integration. Using a person-centered approach, three unique profiles of response patterns were identified using a cluster analysis based on the uplift, hassles, and coping style scores. One profile was labeled “resilient and well-functioning”; its members showed favorable reintegration scores. A second profile was called “ambitious and struggling.” These individuals scored medium-high on the reintegration scales. The third profile consistently indicated the least favorable reintegration scores and was labeled “worried and avoidant.” The results confirm and deepen our existing knowledge.

Purpose

The aim of this study was twofold, first to examine the relationship between developmental leadership (a Scandinavian culture adapted version of transformational leadership) and instrumental leadership, as well as the relationship between these leadership variables and indices of performance and job satisfaction. Second, to identify individual patterns regarding developmental and instrumental leadership.

Design/methodology/approach

Using a longitudinal design, questionnaire data were collected three times among Swedish conscripts and voluntarily employed soldiers during their basic military training (n = 667 at T1, n = 503 at T2 and n = 554 at T3).

Findings

The main findings were: (1) high observed correlations between the developmental and instrumental leadership scales on all measurement occasions; (2) a low to moderate amount of explained variance explained by these leadership scales in regression analyses with performance and job satisfaction as dependent variables, where developmental leadership was strongly associated with ratings of job satisfaction and instrumental leadership accounted for a higher proportion of the variance on ratings of performance and (3) the identification of three distinct profiles of response patterns on the leadership scales, which were fairly similar across time and indicate a temporal consistency of leadership styles.

Research limitations/implications

Methodological strengths include the longitudinal study design, the comparatively large sample size, the use of well-established measurement scales and the person-centered approach allowing for the identification of response patterns. Study weaknesses include too few background variables and the use of self-report ratings only. From a work and organizational perspective, the sample with low-level conscripts and soldiers could also be regarded as unusual.

Practical implications

Education of leaders should focus on the importance of both interpersonal and instrumental aspects. There is also a need for development of leadership training fostering leaders’ instrumental leadership skills.

Originality/value

The study responds to the call from leadership researchers to further research on instrumental leadership and its relationship to the FRLT across diverse organizational contexts. Longitudinal comparisons of developmental (transformational) and instrumental leadership resulted in more trustworthy results as both a variable-oriented and a person-oriented approach was used.

A high number of military veterans seek professional help at primary healthcare centers for mental health problems. The main aim of this study was to map veterans’ perception of the quality of the care they received when seeking such help after their last tour of duty. A secondary aim was to explore personality and mission-related characteristics of veterans who seek professional help for mental health problems after missions. Questionnaire responses were obtained from 2512 Swedish veterans (43.4% response rate). Among the responders, 210 individuals had sought help for mental health problems at primary healthcare centers. Their perception of the quality of the healthcare was measured using the Quality from the Patient’s Perspective (QPP) questionnaire, which is derived from a theoretical model. Comparisons between the military help seekers and an age and gender matched group of civilian outpatients showed that the military group perceived the information they had received, and the commitment, empathy and respect shown by the physicians, considerably more negatively than the civilian patients. Comparisons between the help-seeking veterans and those who had not sought help, showed that the help seekers were younger and scored significantly lower on emotional stability and higher on conscientiousness. In addition, they perceived the leadership of their immediate commander during the last tour of duty more negatively and they reported fewer daily uplifts and more daily hassles during the tour. It was concluded that a more extensive collaboration between the armed forces and the healthcare system is strongly recommended and that it is necessary to provide education to healthcare providers.

This study explored existing literature regarding what social and psychological interventions currently exist for military couples/families in connection to international deployment. Asystematic scoping studies review was performed. Peer-reviewed articles were searched inthe following ProQuest databases: PsycArticles, Social Services Abstracts, and Sociological Abstracts. Twenty-four articles were identified that met the inclusion criteria. A thematic analysis was then applied. Two main themes were identified by the analysis describing the types of military support interventions, including family-based interventions and couple interventions. The existing literature covering specific interventions for military personnel and their families is limited, especially literature outside of North American military populations. Most current interventions focused on reactive psychological services, primarily during deployment and after the military employee has arrived back from duty and the family already presents symptoms of concern. Further studies are needed to represent the current support methods utilized for military personnel and their families in European contexts. Moreover, additional interventions focused on preventative health care may be a useful complement to currently offered treatment programs for helping military families mentally prepare for the specific stressors relating to military deployment. The current literature can serve as a basis for the identification of future needs in intervention and preventative psychological support for military families.

Purpose – The Indirect Leadership Questionnaire (ILQ) is constructed to measure important parts of a theoretical model of indirect leadership to be used in leadership courses for high-level managers. The ILQ consists of 15 model-derived items plus extra space that provides for free-text comments. This study aims to evaluate the psychometric properties of the ILQ, its predictive power and practical usefulness in indirect leadership courses and to evaluate the indirect leadership model in the light of new data.

Design/methodology/approach – The study sample consisted of 225 higher managers and 6–10 of their subordinates (total: 1,703). The latter were working at least two hierarchical levels below their higher manager. The managers made self-ratings, and the subordinates rated their respective higher manager using the ILQ.

Findings – Results showed that the ILQ has acceptable psychometric properties in terms of dimensionality(two model-compatible factors were obtained), reliability, discriminability and predictive power. Previousproblems with many “Don’t know” responses from subordinates working two or more hierarchical levels below their higher manager were considerably reduced. A qualitative analysis of the free-text responsess howed that indirect leadership behaviors that can be seen as inspirational influence and communication skills should be more emphasized in future indirect leadership courses. The leaders’ personality, task-related competence and performance-orientation were also highlighted more than in the indirect leadership model.

Research limitations/implications – It was concluded that the ILQ is a useful tool in indirect leadership courses but that it is too limited to be used as a basis for theory development of indirect leadership.

Originality/value – The ILQ has acceptable psychometric properties and provides an easy-to-use tool togain practical, usable knowledge of the “how’s” of indirect leadership

Purpose The purpose of this study was to investigate military officers’ perception of the implicit expectations the organisation has for the officer’s private life and what implications it may have for gender norms at the organisation, family and individual levels. Design/methodology/approach A qualitative approach, using an inductive thematic analysis, was performed. The data was based on 20 interviews with military officers, including 18 men and 2 women. Findings Two main themes, with three subsequent subthemes, were identified. These themes were interpreted as being necessary for the military officer to be able to manage organisational demands. The first included the implicit expectations the organisation had for the family. The three subthemes included the officer’s acceptance of frequent travel demands, adapting private life in accordance to organisational demands and picking a partner that matches the goals of the organisation. The second identified main theme included the military officer’s descriptions of implicit expectations the organisation held for the officer’s partner. Three subthemes were identified, including the partner’s need to be independent and psychologically strong, to take the main responsibility for managing family life and to engage in emotion work with the extended family. Originality/value The findings identify important perceptions that military officers have regarding the military’s expectations for their private life and the adaptive behaviors regularly performed. These adaptive behaviors allow the military officer to be able to engage in work that sustains the organisation.

Background: Women who experience physical or sexual violence report poor self-perceived health. Knowledge of daily hassles, daily uplifts and coping styles, as well as how these factors can affect health and well-being among survivors of sexual abuse, is important for healthcare professionals to understand and target their needs.

Aim: The aim of the current study was to explore the association of daily hassles, daily uplifts, coping strategies and stress-related symptoms among female survivors of sexual abuse.

Methods: A group of women (n = 57), exposed to sexual abuse, were recruited from nine support centres in Norway. Participants completed a questionnaire that addressed demographics, socioeconomic conditions, trauma history, daily hassles, daily uplifts, coping styles and stress-related symptoms. Two groups of participants were compared: one group that had above-median scores on uplifts and adaptive coping styles and one group that had above-median scores on daily hassles and maladaptive coping styles.

Results: Results indicate that women who experienced more daily hassles and used maladaptive coping styles reported significantly more stress-related symptoms, and particularly emotional symptoms, than women who experienced more daily uplifts and used adaptive coping styles. There were few differences between the two groups related to socioeconomic conditions and trauma history.

Conclusion: The results indicate that women in both groups struggle with stress-related physical, emotional, cognitive and target group-specific symptoms. However, high incidence of daily hassles and the use of maladaptive coping styles were associated with an increase in stress-related symptoms. Novell's findings indicate that despite severe traumatic experiences, adaptive coping styles and favourable perceptions of stress in everyday life were associated with a lower frequency of stress-related symptoms. It may therefore be helpful to focus on altering maladaptive coping styles to reduce stress-related symptoms among sexual abuse survivors.

This study aimed to explore how facilitators of group dynamic and structured leadership courses cope with difficult situations during the course, and to relate their coping strategies to general individual characteristics and situation-specific appraisals. The study group consisted of facilitators of two of the most widespread leadership courses in Sweden: 110 facilitators of the course Understanding Group and Leader (UGL) and 111 facilitators of Developmental leadership (DL). A web-based questionnaire included descriptions of two difficult interpersonal course situations and questions on personality, general leadership style as well as situation-specific appraisal and coping. Three coping strategies were identified (factor analyses): Focus on course structure, Focus on psychological safety and Focus on own reflection. These factors were positively correlated. Weak associations were observed between the coping strategies and personality and general leadership style. Situation-specific appraisals covaried more strongly with the coping strategies. The findings suggest that reflection based on these coping strategies can lead to increased self-awareness and self-confidence on part of the facilitator. The findings may also help leadership course facilitators to cope more effectively, which in turn creates trust in the group that they are leading. The study contributes to the understanding of a limited research area; how leadership course facilitators cope with difficult course situations. The results provide guidance on how to cope more effectively. Practical implications include aspects to focus on in the training of leadership course facilitators.

Purpose

The study represents a theory-based leadership approach in exploring the subordinate's perceptions of leadership behaviors in relation to age, gender and type of work environment. The aim was (1) to compare subordinates' ratings of their respective leaders' leadership behaviors based on of the leaders' age and gender, controlling for type of work environment and (2) to analyze the relationship between the subordinates' ratings of their leaders' leadership behaviors and their ratings of the outcome of these leadership behaviors.

Design/methodology/approach

Data were collected using the Developmental Leadership Questionnaire (DLQ) from a sample of Swedish leadership course participants (n = 10,869) and their respective subordinates (n = 97,943). The DLQ measures leadership behaviors designed to reflect the following leadership styles: developmental leadership, conventional-positive leadership, conventional-negative leadership and destructive leadership.

Findings

Results showed that older leaders (51 years or older) were rated less favorably than younger (29 years or younger) and mid-aged leaders. Female leaders received more positive ratings than male leaders. A 3-way analysis-of-variance showed strong main effects for age, gender, and type of work environment and no significant interaction effects. A significant model with high equivalents of R2 coefficients (Cox and Snell, 1989; Nagelkerke, 1991) was obtained in a logistic regression analysis. Developmental leadership and conventional-positive leadership made significant positive contributions to the subordinates' ratings of the outcome of their leaders' leadership behaviors. Destructive leadership behaviors contributed negatively to the outcome ratings.

Research limitations/implications

Weaknesses include the cross-sectional study design. The large sample size is a strength, and the results have novel implications for leadership theory related to subordinates' view on leadership.

Practical implications

Counter-stereotype age and gender findings may have implications for organizational decisions and processes regarding selection of managers. Development programs are suggested for all categories but for older, male leaders with a focus on reducing their use of leadership behaviors perceived negatively by their subordinates, whereas younger female leaders should be encouraged to continue to develop their positive leadership behaviors.Originality/valueThe theory-based approach on subordinates' perceptions of leadership behaviors with a simultaneous focus on age, gender and type of work environment, based on a large-scale data set, is new.