The Influence Of Leadership Aggressive Humor On Employees’ Work Engagement:The Mediating Role Of Cognitive Appraisal And The Moderating Role Of Promotion Focus

The degree of employees’ affective commitment represents the sense of belonging and loyalty to the organisation,which plays an important role in the development of the organisation and in a sense represents the cohesiveness and competitiveness of the organisation.Using the Ambidextrous Leadership Scale,the Affective Commitment Scale,the Job Crafting Scale and the Regulatory Focus Scale,542 employees from Heilongjiang,Shandong,Shanxi and Guangdong were selected as subjects through a convenience sampling method to investigate the current situation and interrelationships of ambidextrous leadership,affective commitment,job crafting and regulatory focus.(1)Ambidextrous leadership,affective commitment,job crafting and regulatory focus were at an above-average level.(2)Ambidextrous leadership is significantly and positively related to affective commitment and job crafting;job crafting is positively related to affective commitment;promotion regulation focus is significantly and negatively related to prevention regulation focus,and significantly and positively related to job crafting.(3)The direct and mediating effects showed that ambidextrous leadership significantly and positively predicted affective commitment;job crafting plays an mediating role between ambidextrous leadership and affective commitment,that is,ambidextrous leadership could positively influence affective commitment by enhancing job crafting.(4)Regulatory focus moderated the positive relationship between ambidextrous leadership and job crafting,with lower levels of promotion regulatory focus positively predicting job crafting,and lower levels of prevention regulatory focus positively predicting job crafting.(5)The regulatory focus mediates the relationship between ambidextrous leadership and affective commitment,and when the level of prevention regulatory focus is low,the positive effect of ambidextrous leadership on affective commitment through the mediation of job crafting is stronger.(6)The positive effect of ambidextrous leadership on job crafting was stronger when employees had both high promotion and high prevention regulatory focus.Based on these findings,specific recommendations are made to change the leadership style and improve the employee affective commitment,including:(1)Organizations and managers should develop dual thinking and synergy,and value the intrinsic value of ambidextrous leadership styles;(2)Encourage innovative job design,build a foundation for job crafting,and strengthen individual regulation guidance;(3)Stimulate employees ’work willingness,optimize management,pay attention to employees’ performance and give timely feedback.