The Impact Of Leaders’ Exemplification To Employees’ Work Engagement: The Effect Of Employees’ Organizational Identification And Feedback-seeking Behavior

In the era of internet technology, explosive information dissemination speed and discontinuous technological innovation make modern companies face a great challenge. The volatility and uncertainty of environment are the challenges that modern companies must be overcome. In a very finely divided market that competition intensifies, modern companies must strive to enhance organizational efficiency, and strive to build its own competitive advantage. Many studies have pointed out that the employees’ work engagement is essential for efficiency improvement and the success of modern companies. Gallup’s survey pointed out that the percentage of the global staffs who engage in work is low. Thus we suppose that work engagement becomes an important factor affecting personal well-being and the development of organization.Organization leaders occupy an important position in the organization and are responsible for organization development. Leaders of the organization have to improve the degree of employees’ work engagement. This paper focuses on leaders’ exemplification, employees’ work engagement, employees’ organizational identification and employees’ feedback-seeking behavior. This paper tries to explore the impact of leaders’ exemplification on employees’ work engagement through employees’ organizational identification. Conducting a questionnaire survey among general staff of a large manufacturing company in Nanjing, we have found that leaders’ exemplification produces a significant positive impact on employees’ work engagement, and employees’ organizational identification plays a completely mediator in the relationship between these two. In addition, we believe that employees’ feedback-seeking behavior can moderate the relationship between leaders’ exemplification and employees’ organizational identity. The empirical result verified this hypothesis.Finally, the papers’ conclusions provide advice to organization management. Organizations should pay attention to leaders’ personal qualities and improve leaders’ sense of exemplification; and organizations should emphasize organization’s image construction and maintain organizational reputation. In order to create conditions for staff actively seeking feedback, organizations should focus on institutional and cultural construction. Organizational leaders should work hard to improve the degree of employees’ work engagement and pay unremitting efforts to this goal.