The Study On The Relationship About Self-leadership And Locus Of Control Personality And Job Engagement

The organization must give full play to the employees in the process of work autonomy and aggressivein order to maximize organization management efficiency in today’s background. Then, in a self guidanceand self-motivation as the main content of the self-leadership of the management way arises at the historicmoment. self-leadership’s ability of organize employee can not only satisfy the need of selfrealizationemployees and motivate their subjective initiative and creativity. On the other hand, also makemanagers can have the special substitutes of leadership, help them from daily affairs freed, put moreenergy organization dedicated to exchange, strategic thinking and coordinate departments. Self-leadershipis for the improvement of the individual and the group and organization management efficiency(Neek&Houghton,2006), it is worth the high attention’s category. The literature analysis and questionnaireinvestigation method as the main research methods, Such statistics as exploratory factor analysis,confirmatory factor analysis, and regression analysis were applied for the data analysis. Discuss therelationship of China’s organization employees self-leadership and related variables.The conclusions were drawn as following: First, the different age groups and different organization inthe nature of the staff have significant difference on all dimensions of self-leadership. Employees ofdifferent degree in self-goal setting, self-talk, self-punishment, mental imagery of successful futureperformance, inner work reward. emotional adjustment have significant differences. Employees of differentposition in self-goal setting, self-talk, self-reward, mental imagery of successful future performance, innerwork reward, emotional adjustment have significant differences. Employees of different work seniorit inself-goal setting, self-talk, self-punishment, inner work reward,emotional adjustment have significantdifferences. Second, self-goal setting, self-talk, inner work reward can positively predict vigour, dedication,concentration in job engagement. self-reward can positively predict vigour, dedication in job engagement.mental imagery of successful future performance can positively predict dedication in job engagement.self-punishment can negatively predict vigour, dedication, concentration in job involvement. emotionaladjustment can’t predict job engagement.Third, locus of control personality was found to significantly moderate the relationships betweenself-leadership and job engagement. After each dimension analysis, we can found locus of controlpersonality significantly moderate the relationships between self-goal setting, self-talk, self-reward, mentalimagery of successful future performance, inner work reward respectively and job engagement respectively.It wasn’t found to significantly moderate the relationships between self-punishment and job engagement.Propose suggestion to management: First, create a good atmosphere of the organization, providerelaxed environment to employees, motivates staff’s motive of discovery their potentials. Second, identifytalent and use talent. Fully arouse the enthusiasm of the individual in order to that has special talentemployees to create the special performance. Third, pay attention to leadership’s cultivation of organizeemployee. Fourth, improve self leadership ability from population differences level of organization staff.Fifth,develop potential from individual differences level of organization staff.The innovation of study: First, for the first time take job engagement into the self-leadership, broadenthe research angle lagged of the self-leadership. Second, the first based on personality to study and exploreabout self-leadership.The limitations and prospect of the study: First, this study’s sample size is not large enough, in thefuture research, we should be based on the characteristics of different areas and industry stratified sampling,to continue to explore differences in different areas and different industry background of self-leadership. Second, the survey exist social approval effect, future research shall be the combination in reverse scoringand the way of others evaluation tries to effective control. Third, this study only through the locus ofcontrol personality and job involvement to expand research, enrichment and development of self-leadershipis still further research.