Empirical Research On Relationship Among LMX, Psychological Empowerment And Employee Engagement

With the economic development rapidly, the research of positive psychology increasingly becomes a hot topic of psychology. And people are changing their research directions from the negative side to the positive psychological side, and employee engagement becomes one of the hot topics. As we all known, the performance of an organization is influenced in the level of employee engagement directly. Therefore, there is more and more attention to raise the level of employee engagement. However, this article uses social exchange theory to analyze the three variables relationship. Through reading lots of literatures, we find that LMX, psychological empowerment and employee engagement have the relationship. LMX and psychological empowerment are found that they can impact on employee engagement, so the relations of psychological empowerment, engagement and LMX will be beneficial to find the methods and measures to improve employee engagement. It has great significance for many enterprises to improve the level of employee engagement in the management process.This article uses the methods of literature review and empirical research. There are five parts in this article. The first part is introduction; the main content is about the significance and innovation of this study. The second part is literature review and hypotheses, in this part, basing on reading literatures of LMX, psychological empowerment and engagement generalizes the concept, dimensions and measurements, antecedent variables and outcome variables of these three variables. And using social exchange theory explains the relationship between these three variables. It is the theoretical basis of this study. The third part is the research models and methods of this study. Basing on the theoretical literatures proposed the assumptions and model in this paper. The fourth part is the number of analytical and statistical results. According to the theoretical model, using a variety of ways to collect questionnaire data, the survey involved Sichuan, Henan, Jiangsu, Guangdong and other provinces and cities, and then sorting the data makes a statistical analysis. Finally, putting forward suggestions based on the results of empirical research and future research prospects.In this paper, there are three conclusions, as follows:(1) There is a positive correlation among LMX, psychological empowerment and employee engagement;(2) The contribution dimension of LMX can significantly predict employee engagement, other dimensions cannot. The significance of psychological empowerment, self-efficacy and the influence can significantly impact on the employee engagement, but the dimension of choice doesn’t have influence;(3) Psychological empowerment is a mediator between LMX and employee engagement. It means that the contribution of LMX partly impacts on employee engagement through the two dimensions of the meaning of work and the influence which are belong the psychology empowerment.From the study, we found that, in order to improve the level of employee engagement, enterprises must start from the psychological empowerment and LMX. As a leader, he must be good to improve the quality relations with each employee and create a feeling of psychological empowerment for the staff. The higher the quality of the exchange relationship, the more it can increase the perception of employee empowerment to improve their own level of engagement.