University of California, Davis

The main findings of the study were that autonomy-supportive leadership was associated with greater workplace buoyancy, and lower somatic burden, emotional exhaustion, and stress, and was indirectly associated with the three outcomes via workplace buoyancy. 

Autonomy-thwarting leadership was positively associated with emotional exhaustion. 

Findings of COVID-19 and Somatic Burden Study

https://journals.sagepub.com/doi/pdf/10.1177/2332858420986187

COVID-19 and Teachers’ Somatic Burden, Stress, and Emotional Exhaustion: Examining the Role of Principal Leadership and Workplace Buoyancy (Reference)

There is a positive association between autonomy-supportive leadership and workplace buoyancy, bolstering previous research and findings in literature. This theoretically makes sense because leadership that emphasizes cooperation and initiative will result in teachers that feel more equipped and supported to deal with daily workplace challenges. The study recommends that leadership regularly implements autonomy-supportive practices, like ensuring that teachers have say/input in school policies, and catering to the teachers’ needs. 

There was a negative association between autonomy-thwarting leadership and emotional exhaustion.  

Findings of Substantive Factors in COVID-19 and Somatic Burden Study

Autonomy-supportive leadership was associated with less autonomy-thwarting leadership, greater workplace buoyancy, and less emotional exhaustion. 
Vice versa, autonomy-thwarting leadership was positively associated with change-related stress, emotional exhaustion, and somatic burden. 

Workplace buoyancy was also negatively associated with emotional exhaustion and somatic burden.   Therefore, the study concludes that all three outcomes were positively interrelated.


Confirmatory Factor Analysis Findings of COVID-19 and Somatic Burden Study

The SEM showed that autonomy-supportive leadership was positively associated with workplace buoyancy. Autonomy-thwarting leadership was positively associated with emotional exhaustion, though there was no correlation between this style of leadership and workplace buoyancy. Finally, workplace buoyancy was negatively associated with all three outcomes.

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