Research On The Effect Of The Transformational Leadership On Employee Engagement

In recent years, the negative impact of the economic crisis continued to spread, companies in a dynamic environment are facing increasing pressure and competition, so they actively seek to change in the course of development so to enhance their competitive advantage. But negative effects emerged in the process of the change, like employees cannot adapt to the rapidly changing working environment and working style, nor to integrate into the atmosphere of the organization, the staff burnout, turnover tends to increase, while the staff engagement are keeping decreasing. Managers and academics are looking for a new management approach that can solve these problems. Transformational leadership theory appears precisely at this moment. As the domestic exploration of transformational leadership is still in its infancy, and the exploring of the relationship between employee engagement is not deep enough. Therefore, from the perspective of transformational leadership, we have conducted a survey of employees in more than 10 domestic enterprises using the scientific method to investigate the mechanism of action of employee engagement, which broadens the horizons of leadership behavior and improves the effective resistance of management, also we have introduced the psychological empowerment as a mediating variable during the course of the study to enriched empirical study of psychological empowerment, together improved the relationship between transformational leadership and employee engagement, and supplemented the theoretical research between.Contents of this paper discusses the following aspects:first, transformational leadership, psychological empowerment and employee engagement were consolidated in the article, together with the definitions dimensions, effect and mechanism of action for each and accordingly propose a theoretical model and research hypotheses.Second, get through a questionnaire circulated in the form of transformational leadership, effective data related psychological empowerment and employee engagement and scientific analysis of the proposed hypotheses to conduct feasibility studies to explore transformational leadership, between psychological empowerment and employee engagement relationship. Second, effective data related with transformational leadership, psychological empowerment and employee engagement coming from questionnaire helped scientific analysis of the proposed hypotheses to conduct feasibility studies to explore the relationship between transformational leadership, psychological empowerment and employee engagement. Third, the combination of the resulting conclusions presented advice for enterprises, managers and employees, also describing the deficiency of research, and putting forward the prospect.Conclusions of this study include the following aspects:first, the transformational leadership has a significant positive impact on employee engagement, dimensions of transformational leadership’s most positive effect relationship on employee engagement dimensions was established. Second, transformational leadership has a significant positive impact on psychological empowerment, the dimensions of transformational leadership on psychological empowerment also has a significant impact. Third, psychological empowerment have a significant impact on employee engagement, psychological empowerment dimensions also has a significant impact to those of the employee engagement. Fourth, intermediary role of the psychological empowerment are mostly confirmed to the relationship between transformational leadership and employee engagement.This paper mainly includes the following innovations:first, the transformational leadership, psychological empowerment and employee engagement relationship are explicit which helps managers understand and recognize the important role of transformational leadership on employee engagement, and assisting enterprise managers looking for scientific management method to improve the enterprise overall job performance.Second, the introduction of psychological empowerment variables as an intermediary, which makes the research of transformational leadership and employee engagement relationship more deeply. Third, the transformational leadership, psychological empowerment, employee engagement were effectively verified under the Chinese cultural context. which also makes good supplementary role in theory at home. Fourth, making suggestions combining the analysis of questionnaire results respectively from three aspects of enterprises, management, staff proposed to enhance the leader transformational leadership behavior, to improve the employee psychological empowerment and employee engagement management.