心理学
员工敬业度
监督人
工作投入
调解
调解
工作(物理)
应用心理学
任务(项目管理)
路径分析(统计学)
质量(理念)
社会心理学
公共关系
管理
政治学
经济
哲学
工程类
法学
认识论
统计
机械工程
数学
作者
Jixin Wang,Marianne van Woerkom,Kimberley Breevaart,Arnold B. Bakker,Shuo Xu
标识
DOI:10.1016/j.jvb.2023.103859
摘要
Strengths-based leadership helps employees identify, utilize, and develop their strengths. Does such leadership facilitate employee work engagement and performance? In this study, we integrate Job Demands-Resources (JD-R) and Leader-Member Exchange (LMX) theories to hypothesize that strengths-based leadership is positively related to employee task performance through employee work engagement, and that this effect is moderated by LMX quality. We collected survey data at two time points – with one month interval – from 556 Chinese workers and their managers (N = 104 teams). The results of path modelling showed that strengths-based leadership was positively related to supervisor-ratings of employee task performance via employee work engagement. As predicted, the positive relation between strengths-based leadership and employee work engagement was stronger when LMX was of high-quality. However, the predicted moderated-mediation effect was not supported. We discuss the implications of these findings for research on strengths-based leadership, as well as the practical implications.
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