Study On The Relationship Of Authorized Leadership、Psychological Ownership And Employee Engagement

In a complex and volatile market environment,the level of employee input is necessary for the healthy development of the organization,and is an important source for the organization to gain strong vitality,improve production efficiency,and obtain lasting competitive advantage.Employees are the gears of the organization and the carrier of the task.The managers of the organization need to carry out a certain range of leadership authorization behaviors for employees,make up for their own deficiencies,improve the scientific decision-making level of the organization,and seize the fleeting market opportunities.However,China’s rights are relatively large,and employees do not have enough sense of belonging to the organization,which leads employees to turn a blind eye to the problems in their work or dare not express their opinions.This has damaged their work efficiency to a certain extent,and seriously hindered the organization.development of.Therefore,how to motivate employees’ work has become an important part of managers’ prepration.Through the combing and summarization of domestic and foreign literatures,whether employees have dedication,whether employees have a sense of identity with the organization,and whether employees will participate in decision-making will affect the employee’s work input.Through leadership and authorization,the authorized leader can let employees recognize themselves.The importance of the task,and motivate the high-level needs of the staff,and establish a relationship of mutual trust between the leader and the employee,bringing the psychological distance between the two closer.In addition,whether employees are willing to identify with the organization and generate a sense of belonging is also affected by the employee’s own psychological cognition.Based on the theory of intrinsic motivation and social exchange theory,this paper establishes a relationship model between authorized leadership,psychological ownership and employee work input through theoretical deduction and research hypothesis.The innovation of this paper lies in the comprehensive analysis of the different dimensions of the authorized leadership and the dimensions of the employee’s work input rather than a single dimension.Secondly,it supplements the research on the relationship between psychological ownership and authorized high and employee input.Finally,there is no limitation and occupational restrictions,and the relationship is studied from a macro perspective.This paper collected data through web form and paper-based questionnaires,including Shanghai,Beijing,Jiangsu,Shandong,Hubei and other places,and finally obtained 150 valid questionnaires.(1)The four dimensions of authorized leadership(work sense,participation in decisionmaking,high performance confidence and autonomy)have a positive impact on employee input.(2)The four dimensions of empowered leadership(work sense,participation in decisionmaking,high performance confidence and autonomy)have a positive impact on psychological ownership.(3)Psychological ownership has a significant positive impact on employee input.(4)Psychological ownership plays a mediating role in the four dimensions of empowerment leadership(work sense,participation in decision-making,high-performance confidence and autonomy)and employee input.