The Influence Of Leaders’ Career Mission Sense On Subordinates’ Work Engagement

Individuals growing up in the new era have more correct values and clearer ideals and beliefs,expressing a firm pursuit of occupational calling.Because of its sense of meaning and purpose,occupational calling has attracted the attention of the industry and academia.However,most of the previous studies explored the influence of selffactors on occupational calling from the individual level.According to the theory of social information processing,individuals will be affected by various social information in their daily work and life.For example,team leaders determine whether team members are valued,whether they get promotion opportunities,whether they provide subordinates with competitive salary and Abundant training resources.All of these convey important organizational information to individuals,which in turn affects members’ work attitudes and work behaviors(Gurbin,2015).So what factors in the leader will affect the occupational calling of subordinates? What factors will the leader’s influence on subordinates be regulated by? What effect will subordinate occupational calling have in the work environment?Based on the above background,this study attempts to explore the antecedent factors that induce occupational calling and the mechanism of occupational calling on work engagement.In particular,this study starts from the perspective of information processing,selects leaders and subordinates as the research objects,and explores the impact mechanism of leader occupational calling on subordinate occupational calling and their work engagement,as well as the boundary conditions of the above mechanisms.The research aims to provide theoretical basis and management practice suggestions for domestic enterprise organizations to enhance subordinate occupational calling and improve subordinate work engagement.This study first used the literature research method to review and sort out the relevant literature on occupational calling,prosocial motivation and work engagement,and constructed the theoretical model of this study.Secondly,collected the questionnaire data of 336 enterprise personnel by using the questionnaire survey method.Two statistical software,SPSS25.0 and AMOS21.0,were used to verify the research hypothesis.The study came to the following conclusions:(1)Leader occupational calling positively affects subordinate work engagement.(2)Leader occupational calling positively affects the subordinate occupational calling.(3)Subordinate occupational calling positively affects subordinate work engagement.(4)Subordinate occupational calling plays a mediating role between leader occupational calling and subordinate work engagement.(5)Subordinate prosocial motivation positively moderates the positive relationship between leader occupational calling and subordinate occupational calling.