Analyses Of The Relationship Between Leadership Style And Employee Engagement

Because of the recession in economic society and global competitive marketenvironment, it draws a lot of attention to keep the efficient talents’ high productivityfor their enterprises. The leadership theory and the study of engagement become thefocus of the public. It has been a long time for academia to study the leadership theoryand engagement. This article put forward a new research point on the basis of thepredecessors—how to promote the engagement of employees by making the rightchoice of leadership style. As a starting point for research, the research may providecertain reference for enterprises management by the analyses of the relationshipbetween leadership style and employee engagement.This paper introduces the research situation of the leadership style and engagementat home and abroad and summaries the related theory. The leadership style can bedivided into four categories based on the related theories: the directing leadershipstyle, the coaching leadership style, the supporting leadership style and the delegatingleadership style. Meanwhile the employee engagement can be divided into four levelsaccording to the view of Gallup consulting company: the basic camp (my demanding),No.1camp (my devoting), No.2camp (my attribution) and No.3camp (growingtogether). And the paper analyzes that different leadership styles may have differentinfluence on different levels of employee engagement by establishing the researchmodel, putting forward the research hypothesis. And it can be verified in laterempirical analysis. The leadership style and employee engagement questionnaire isthe expanded formation of the Q12questionnaire of Gallup consulting firm and on thebasis of the related theory. The questionnaires are issued and recycled through thenetwork. The basic data from the questionnaire is organized and quantified. In thispaper, the reliability analysis is made first by SPSS16.0statistical software to test itsconsistency. Then the data has a descriptive statistics, factor analysis, variance analysis, correlation analysis and regression analysis to verify the influence ofdifferent levels of employee engagement for different leadership styles.Through a series of analysis, conclusions can be made as follows: The basicrequirements of the employees at any stage of the engagement levels are satisfied bythe enterprise which they are working in. In a enterprise, managers pay more attentionon the material needs of the employees in the management process, such as theemployee’s salary and enough materials for staff to complete its work or not etc. Butlittle attention is paid to the spiritual needs of the employees, such as employees’learning desire, the development planning of his career, etc. Each type of leadershipstyle has certain relevance with different levels of employee engagement. Butdifferent styles of leadership have different influence on the various levels ofemployee engagement. The more attention is paid to the working behaviors, thegreater influence will be put on the low level of engagement. Also, the more attentionis paid to the relational behaviors, the greater impact will be posted on the high-levelengagement. Because of the influence of social culture, managers always give priorityto supporting leadership style in the management of the actual work. Finally someconclusions can be made according to the results of the study. The managers inenterprise should take different leadership styles in the management processaccording to employees’ different stage in engagement. Make a coordinate betweenthe relational behavior and the work behavior. Pay attention to the improvement of theemployee engagement during the whole process of management. Play the exemplaryrole of managers to improve the level of employee engagement and enhance theworking efficiency continuously. As a result, the employees will contribute more oftheir own strength for the improvement of the enterprise to ensure the sustainabledevelopment of it and promote the economic and social progress.