Study Of The Relationship Between Leadership Style And Knowledge Employee Engagement

For a long time,the theory of leadership behavior and related topics have been a key research direction in the discipline of organizational behavior and human resource management.With the rapid development and progress of social economy and the need of economic transformation,the loss of talents,talents mobility and training reserves are the problems that enterprises must face.Meanwhile,the inconsistency between the traditional management mode and the needs of knowledge employee is becoming increasingly prominent.Employee engagement is one of the most important factors that need to be paid attention to in the management of enterprises,and the leadership style is an important factor in employee engagement.Today,in our country,the rapid economic growth,new technology and new products are constantly emerging,highly educated people more and more,the era of knowledge economy is coming,the number of knowledge employee in the enterprise increased significantly,but the development of methods and experience related to the management of knowledge employee is lagging behind the number of knowledge employee,knowledge employee are important resources and the rapid development of enterprises must depend on it.Therefore,the related research of knowledge employee' engagement is an important topic.Based on the summary of existing research results of the relevant research and review on leadership style definition,employee engagement,the definition of dimension and measurement of knowledge employee and the characteristics of the relevant issues,and the leader member exchange theory,contract theory,organizational commitment theory and summary learning.I take the 2 type leadership style theories:transformational and transactional leadership style.Employee engagement is divided into three levels:energy,dedication and input.The influence of different leadership styles on the engagement of knowledge employee at different levels is analyzed.A research model is set up,and research hypotheses are put forward,which are verified in the subsequent empirical analysis.In the review and summary based on the theory of literature,the related questionnaire updates to create the electronic questionnaire leadership style and employee engagement,pre survey and final survey questionnaires and recovery from Wechat and QQ and other social APP.Through the questionnaire analysis,excluding invalid and unqualified questionnaires,through the analysis of reliability and validity,as for statistical analysis of the data source,and then using SPSS software,a series of analysis of data to verify the effects of leadership style on employee engagement in different levels of knowledge.After this analysis to verify the research hypotheses for the various dimensions of transformational and transactional leadership style of two different types of leadership styles are positively effect on knowledge employee engagement and overall,leading enterprises should grasp the two characteristics of the advantages and disadvantages of different leadership style and the rational use of two kinds of leadership style to achieve objective to improve employee engagement,when necessary,to combine the two different styles of leadership,according to different situation,according to local conditions,targeted to enhance the knowledge employee engagement,improve enterprise efficiency and core competitiveness.Some suggestions on improving the engagement of knowledge employee are put forward on the study of leadership style and knowledge employee' engagement.The leaders should take different leadership styles in accordance with the different level of dedication,and improve the level of knowledge employee' engagement from the three dimensions of the degree of dedication.Encourage knowledge employee to participate in decision-making so that they feel their work value is recognized by the leadership,so as to improve the dimension of their energy and reduce the turnover rate.Strengthen communication between leaders and knowledge employee,leaders communicate actively,enhance identity and sense of belonging,enhance employee's affective commitment and enhance their dedication dimension.Appropriate authorization to improve the autonomy and improve the level of employee engagement from the input dimension.Leaders should play an exemplary role but also strict with oneself.The leader should keep consistent with business goals,enrich and improve themselves constantly,and with the growth of enterprises,with the advance and retreat;the leader should balance and optimize work behavior and behavior scale.Grasp from the start,strengthen training,and "recharge" to the knowledge employee.The leader should pay attention to the employee engagement and improve it so as to contribute to the sustainable and healthy development of the enterprise.