The Impact Of Conscientiousness On Work Engagement:Leader-employee Consistence And Individual Perspective

Conscientiousness originated from the five factor model(FFM)proposed by Costa and Mc Crae in the 1980 s,which believed that personality is a stable cognitive and behavioral pattern that an individual exhibits in different situations,and an individual’s personality Traits will affect his values and attitudes.Conscientiousness is the degree of individual diligence,prudence,perseverance,and orderliness.Conscientiousness is an individual’s responsible attitude and rigor to work or tasks,and is the basic guarantee for promoting a healthy and long-term development of an individual’s future career path and career.As an important indicator of positive psychology in the workplace,work engagement has attracted the attention of a wide range of scholars.Work engagement mainly refers to an individual’s continuous,positive,and activated emotional and mental state in the actual workplace,which is characterized by vitality,dedication and focus(W.B.Schaufeli & Bakker,2004).At present,the research on work input mostly focuses on two different directions of individual or environment.Previous empirical studies on the two have shown that employees with a high level of conscientiousness are confident in themselves and their work,have high standards for themselves,choose more active coping styles,and show more positive work behaviors,and studies have confirmed that employees Individual personality traits have a great influence on work engagement.In recent years,researchers have found that work investment is not only unilaterally affected by personal and environmental factors,but also by the interaction of the two.However,previous studies on the relationship between the consistency of the two personality traits and work engagement lack empirical evidence.Leadership and organization are important factors that affect the working environment of employees,especially the combination of individual,leadership and organization on employees’ work behavior.Little is known about its impact.Therefore,this study uses cross-level polynomial regression supplemented by response surface and structural equation modeling techniques to first explore the impact of leadership-employee conscientiousness consistency on work engagement from the individual level.It also analyzes the role of leadership-employee conscientiousness consistency in the four matching situations;secondly,embeds the employee conscientious personality traits into the social network of the working environment,and builds the relationship of trait-cognition-behavior.To this end,this research mainly explores the following questions:(1)The influence of leadership-employee conscientious personality traits on employees’ work engagement under four consistent matching scenarios;(2)Individual conscientiousness of employees influences their work through relational energy Investment,in which leadership developmental feedback and organizational self-esteem will play a moderating role,propose a two-stage moderation mediation model.Specifically,the first study adopted cross-level polynomial regression supplemented by response surface technology.Through 387 surveys of supporting samples of superiors and subordinates,starting from the essence of the dual relationship between leaders and subordinates,it comprehensively considered the consistency of leadership and employee due diligence to work.The impact of input transforms one-way personality traits into two-way trait matching.The results show that(1)the consistency of the leadership-employee conscientious personality traits is positively correlated with the employee’s work engagement,that is,the higher the degree of consistency between the two conscientiousness matches,the more employees show more work engagement;(2)In the context of consistent matching,leadership-employee conscientious traits:high-high consistency than low-low consistency will bring more work engagement behavior;(3)in the context of inconsistency matching,low leadership-high conscientiousness of employees The matching combination leads to more work engagement behaviors than the high-leader-lower conscientious matching combination;(4)The consistency of the level of due diligence between leaders and employees will promote the relationship energy between the two;(5)Leader-employee due diligence Sexual trait consistency generates work input through relational energy.Therefore,it shows that the consistent matching of conscientious personality traits of leading employees will affect employees’ work engagement through the intermediary effect of relationship energy.The more consistent the match,the higher the relationship energy and the higher the work engagement behavior.Study 2 uses 453 employee samples to explore the mediation model that regulates the two-stage work engagement through the mediating role of relationship energy,leadership development feedback,and organizational self-esteem from the individual level of employees.The results show that:(1)Relationship energy plays an intermediary role in employee due diligence and work engagement;(2)Leadership developmental feedback plays a moderating role between conscientiousness and relationship energy;(3)Organizational self-esteem regulates relationship energy and work engagement The role has not been verified.Therefore,it shows that leadership developmental feedback plays a moderating role in employee due diligence and relationship energy,and leadership developmental feedback is positively correlated with relationship energy.In general,this research is based on the theory of human-environment fit.The high degree of matching the characteristics and needs of employees with the support and requirements in the organizational environment can stimulate employees’ work vitality.Among them,leadership and organization are important factors that affect the working environment of employees.The behavior of employees will not only be independently affected by employee traits and leadership traits,but will also be affected by the matching effect of the two.Therefore,to explore whether the personality matching between leaders and employees can still predict attitudes and behaviors steadily,it is necessary to unify the perspectives of the employees’ personality traits,leadership and organization.This research reveals the mechanism between individual due diligence and individual behavior of employees,and discusses the impact of conscientious matching between subordinates and subordinates,as well as the impact of individual employees and leaders and organizations in the work environment on work input,thereby enriching the effects of due diligence on individual behaviors.Moreover,this research can effectively help managers from the perspective of management to reduce the problems caused by the deviation of the personality characteristics of the superior and the subordinate in the organization,enhance the ability to perform organizational management,and provide large-scale enterprises in my country in the organizational management work.The actual operation and management of talents provide corresponding theoretical guidance and effective management enlightenment.