Research On Self-leadership Of Knowledge Workers In Enterprises

In the Knowledge Economy era, the core competence of enterprises on a larger extent comes from the improvement of knowledge workers' capability and performance. Sufficiently bringing knowledge workers'independence and aspiration into play is of great importance to promoting organizational performance. Therefore, employees' self-leadership practice which is mainly made up of employees'self-guiding and self-motivating behavior has been brought into existence, and the opinion that self-leadership practice may enhance individual's, team's and organization's performance is widely acknowledged by both academic and practical fields. Self-leadership practice can not only meet employees' own needs to self-realize, inspiring their initiative and creativity; but also helping corporate managers find out the particular substitute for leadership power so that they can concentrate more energies on strategic consideration and movement on the organizational development. It has more than twenty-years'history of overseas scholars working on self-leadership research during which plentiful achievements have been made, while self-leadership researches have rarely been carried out in our country. According to such background, there is huge theoretical and practical significance to research on the self-leadership of knowledge workers under Chinese corporate settings.Based on theoretical and empirical research of self-leadership, this paper analyzes the overall status and internal differences of knowledge workers'self-leadership practice under Chinese corporate settings, using statistical methods in its antecedent variables and outcome variables study. The results show that both two categories of Achievement Goal Orientation have significant positive relationship with self-leadership; LMX has a remarkably positive influence on self-leadership, and also undertakes the mediating effects between Achievement Goal Orientation and self-leadership. Moreover, the conclusion that self-leadership has a significant positive relationship with Affective Commitment and a significant negative one with Burnout, has made supplements on the affecting mechanisms of self-leadership's influence on working performance. Finally, the paper explains the results of empirical studies and brings forward appropriate suggestions on corporate management in relevance.