| Highly dedicated employees are always passionate about their work and energetic,and they can devote themselves to their work.However,Gallup's opinion poll data shows that the current level of employee engagement in China is still at a low level and is on a downward trend.Therefore,how to effectively improve employees' work motivation,motivate employees' work enthusiasm,and improve employee engagement level is an urgent problem that managers need to solve now,and it is also the direction for scholars to think hard and study.Towers Watson Consulting found that Chinese employees are influenced by Chinese traditional culture.The style of leaders directly affects employees' attitudes and behaviors,directly affecting employee engagement.In recent years,more and more leaders have begun to pay attention to interpersonal relationships within organizations.Many studies have found that this leadership style can better improve employee engagement.Transformational leadership and humble leadership belong to two of them.a leadership style.In addition,considering that China is gradually entering an aging society,younger subordinates managing older subordinates will increasingly appear in organizations.Therefore,this study focuses on the impact of transformational leadership and humble leadership on employee trust and employee engagement,as well as whether there is a difference between the younger superior and the older superior,and studies in both scenarios.Which leadership style can improve employee engagement.This paper collected 323 field survey questionnaires and used structural equation modeling to study the impact of transformational leadership and humble leaders on employee engagement.Among them,employees' trust in superiors was used as a mediator,and also analyzed in younger superiors and older superiors.Whether there is a difference in these effects in the context.Through research and analysis,the main conclusions are as follows: Transformational leadership and humble leadership have a significant positive impact on employee engagement;employee trust in superiors plays a mediating role in the process of transformational leadership and humble leadership affecting employee engagement;In the two situations of young superiorsand older superiors,the effect of transformational leadership on employees' trust in superiors is significantly different.In the older superior context,the positive impact of employees' trust on superiors is more effective;in younger superiors In the two situations of senior superiors,the intermediary role of employees' trust in superiors is significantly different in the intermediary role of transformational leadership in employee engagement.The mediation effect of employees' trust in superiors in leadership situations and employee engagement in older superior situations Significant existence,and the intermediary effect of the trust of superiors in the superior superior situation between leadership style and employee engagement does not exist;in the comparison of the two leadership styles,in the young superior situation,the transformational leadership is more than the humble leadership.Can improve employees' trust in their superiors and employee engagement;in the context of older superiors,transformative leadership Affect the results of humble leadership on employees superiors trust and employee engagement are significant,but significant differences do not exist.The theoretical value of this paper is to introduce new variables by combing relevant research results—employee's trust to superiors,and employees' trust of superiors as mediators to explore whether transformational leadership and humble leadership can make employees trust their superiors and become more dedicated..In addition,this article also introduces new situations—young superiors and older superiors—to examine whether there is a difference in the impact of transformational leadership and humble leadership on employee engagement in both older and younger levels.Which leadership style is more effective in a situation.Finally,through the analysis of conclusions,the organization provides corresponding management recommendations. |
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