The Impact Mechanism Of Empowering Leadership Perceived Supply-need Matching On Job Engagement

The impact of empowered leadership has always been a hot topic of attention for managers and scholars,this leadership style is mainly to share power,enhance the intrinsic motivation of subordinates and work enthusiasm as the core features,and,Its effectiveness has been verified by many studies,including can enhance the subordinates’ organizational commitment,self-efficacy,job satisfaction,as well as advice behavior,innovative behavior,work performance,etc.,so empowered leadership is often regarded as a positive leadership style.However,in recent years,scholars have gradually begun to pay attention to the possible negative effects of empowered leadership,some studies have proposed that empowered leadership will cause emotional exhaustion and role pressure of subordinates,& some scholars believe that empowered leadership has a "too late" effect,and the emergence of these studies has enriched the results of empowered leadership.However,research on the negative outcomes of empowered leadership is not comprehensive enough,and work anxiety,as a pervasive state in the workplace in modern society,is critical to the physical and mental health of employees and the performance and development of their organizations."Touching fish" as another popular phenomenon in the workplace,representing the low level of work commitment of employees,work commitment is a positive,fulfilling state of work,naturally will promote individual development and organizational performance,etc.,but there are few studies to explore whether empowered leadership will affect the level of employees’ work anxiety,and then affect the work commitment of employees,so this article will enrich the research in this field.At the same time,,as an important situational factor in changing employees’ perception of their own working environment,the developmental feedback of superiors has rarely considered its impact on the relationship between employees’ authorized supply and demand matching and employees’ emotions or psychological cognition.This paper selects superior developmental feedback as a regulatory variable to explore this problem.This study collected 285 questionnaires,eliminated 5 invalid questionnaires,and finally obtained 280 valid questionnaires by conducting questionnaires of employees of different ages,and then on the basis of controlling demographic variables and the significance of work,SPSS and AMOS statistical analysis software were used to process and analyze the obtained data to test the theoretical model,and the conclusions of the study are as follows: firstly,the more mismatched the supply and demand of perceived empowered leadership,the more it would lead to work anxiety;at the same time,in the case of mismatch Compared with the shortage of supply,the oversupply of authorized leaders is more likely to cause subordinate work anxiety;secondly,the subordinate’s perceived supply and demand matching of empowered leaders affects work input through the intermediary role of work anxiety;whatmore,the superior developmental feedback plays a regulatory role between the perceived supply and demand matching of authorized leaders and work anxiety,specifically,the higher the developmental feedback from superiors,the weaker the work anxiety caused by the inconsistency in supply and demand of perceived empowered leadership.This study enriches the study of the mechanism of empowerment leadership,especially its negative effects,and expands the research on the differentiated results brought about by empowered leadership from a bilateral perspective,and also identifies the mediating effect of work anxiety between perceived supply and demand matching of empowered leadership on work input;finally,the conditional factors of the influence of perceived supply and demand matching of empowered leadership on work anxiety are also explored.The empirical test results of this study also bring certain enlightenment to the practice of enterprise management: provide theoretical support for leaders to authorize "different from person to person" and "use it to a degree";provide theoretical support for leaders to pay attention to employee mental health and do a good job in emotional management;provide practical enlightenment for leaders to pay attention to employee needs and stimulate the emotional value of subordinates.