The Relationship Between Transformational Leadership And Work Engagement:Mediating Effect

In order to cope with more complex environmental changes and achieve sustainable development,organizations in the new era must attach importance to the cultivation of leadership and improve the adaptability of employees.According to such practical needs,researchers need to summarize how leaders can effectively improve the psychological state of employees,and ultimately achieve high work engagement.At the same time,they need to find out the specific mechanism of the role of leadership behavior,and provide theoretical basis for the organization to cultivate effective leadership.Transformational leadership has been shown to increase employee engagement,but this connection is not direct.In order to better apply the relevant theoretical knowledge in practice,this study attempts to clarify the mechanism.There are studies in different industries at home and abroad,and it has been found that the psychological empowerment mediates or regulates the relationship between leadership management and employee performance.Some studies have demonstrated that leaders with a transformative style will be good at showing their charm to their subordinates,showing how behave well in work,and setting goals rather than only orders,then mobilize employees’ beliefs and enthusiasm at work,improve their level of psychological empowerment,and thus be more responsible,focused and engaged in the work.So psychological empowerment may be in the relationship between transformational leadership and work engagement.Besides,some studies have argued that trust,as the basis of working relationships,is affected by direct leadership.Transformational leadership provides more active support to subordinates,which can help gain employees’trust and recognition,reduce work pressure and rejection,and affect employees’ working situations,such as job satisfaction and psychological empowerment.However,in the past research,the unified research on these four variables is still relatively small.The author summarizes the past research results and combines the mature theories of the psychology department to build a relationship model of transformative leadership,trust,psychological empowerment,and work engagement,trying to explain the possible influence of superiors on subordinates from two psychological dimensions of trust and psychological empowerment.In the past,the research on the significance of transformational leadership is mostly cross-sectional.So this study tests whether transformational leadership has a sustained effect on the work engagement of subordinates by collecting data at multiple.In this study,we use the questionnaire method through senting the electronic questionnaire,and collect data in three points in time.In the first stage,we collect transformational leadership and trust In the second stage,we collect psychologicalempowerment And in the third stage we collect work engagement.Finally,378 valid samples were collected and analyzed.Resultsl:Transformational leadership can positively predict employees’ trust,psychological empowerment and job involvement level;Results2:Psychological empowerment plays an intermediary role in the relationship between transformational leadership and job involvement;Results 3:Employees’ trust in their superiors.plays an intermediary role in the relationship between transformational leadership and psychological empowerment;Results 4:The superiors adopting transformational leadership can gain more direct subordinates’ trust,improve the psychological empowerment experience of subordinates,and then increase their work input level.The sequence mediation model has been verified.