The Study On The Influence Of Humble Leadership On Employee Engagement

For many enterprises,it is an important factor to obtain competitive advantage to have a highly engaged staff in the increasingly competitive market.However,some surveys obtained by the consulting firms at home and abroad show that the engagement of Chinese employees is lower than the global average.Therefore,it is an important issue for enterprises and academia that how to improve employee engagement.The factors affecting employee engagement include not only the personality traits and psychological states of employees,but also external factors such as the leadership style of managers.The research on the relationship between leadership style and employee engagement has been going on in the academic circle,and the new leadership style is still being explored.As a new "bottom-up" leadership style,humble leadership is bound to affect employee engagement.Therefore,this paper aims to explore how humble leadership affects employee engagement by using the humble leadership scale developed in combination with Chinese situations through empirical methods,and try to introduce the sense of organizational support as an intermediary variable.This will enrich the empirical study of humble leadership and verify the effectiveness in the context of Chinese culture.First,this paper sorts out the relevant literature on humble leadership,organizational support and employee engagement,and extracts the research topic.Then,based on the theory of social exchange theory and organizational support,this paper qualitative analysis the humble leadership's influence on perceived organizational support and employee engagement,combined with China's cultural background,theoretical assumptions are put forward.Thirdly,the humble leadership scale developed in the context of China was used to collect data in the form of questionnaire survey and make empirical theoretical assumptions.Finally,based on theoretical research,some suggestions are put forward to improve employee engagement.This paper makes an empirical study on humble leadership,employee engagement and organizational support under a unified framework.Data were collected through questionnaire survey and processed with SPSS 25,and the following conclusions were obtained:(1)Humble leadership has a significant positive influence on employee engagement,and each dimension of humble leadership have a significant positive impact on each dimension of employee engagement.(2)Humble leadership has a significant positive influence on perceived organization support?Expect for appreciating and developing others has no significant influence on interests care,other positive influences are significant?(3)Perceived organization support has a significant positive influence on employee engagement?Value identity has no significant influence on emotional engagement and behavioral engagement,interests care has no significant influence on cognitive engagement.(3)Perceived organization support partially mediates the influence of humble leadership on employee engagement.