Linking Empowering Leadership and Employee Work Engagement: The Effects of Person-Job Fit, Person-Group Fit, and Proactive Personality

被引：57
|
作者：
Cai, Di [1 ]
Cai, Yahua [2 ]
Sun, Yan [1 ]
Ma, Jinpeng [1 ]
机构：
[1] Shandong Univ, Sch Management, Jinan, Shandong, Peoples R China
[2] Shanghai Univ Finance & Econ, Dept Human Resource Management, Shanghai, Peoples R China
来源：
FRONTIERS IN PSYCHOLOGY | 2018年 / 9卷
基金：
中国国家自然科学基金;
关键词：
empowering leadership; work engagement; person-job fit; person-group fit; proactive personality; SELF-DETERMINATION THEORY; TRANSFORMATIONAL LEADERSHIP; INDIVIDUAL-DIFFERENCES; INTRINSIC MOTIVATION; AUTHENTIC LEADERSHIP; ORGANIZATION FIT; SATISFACTION; SUPPLEMENTARY; PERCEPTIONS; MEDIATOR;
D O I：
10.3389/fpsyg.2018.01304
中图分类号：
B84 [心理学];
学科分类号：
04 ; 0402 ;
摘要：
Based on person-environment fit theory, this study examined the effects of empowering leadership on employee work engagement. We also investigated the mediating mechanism of person-job fit and person-group fit. In addition, we explored employee proactive personality's moderating role between empowering leadership and the above two kinds of fit, and then the set of indirect effects. Using a survey sample of 6179 employees from a technology company in China, we found that empowering leadership has a positively indirect influence on employees work engagement though person-job fit and person-group fit. Further, moderated mediation analysis revealed proactive personality augmented empowering leadership direct effect on person-job fit and person-group fit and indirect effect on work engagement. Theoretical and practical implications were also discussed.
引用
收藏
页数：12
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