Research On The Function Mechanism Of Affective Leadership To Employee Work Engagement

In the context of the new normal of economy from high-speed development to high-quality development,the competition among enterprises is becoming increasingly fierce.If enterprises want to stand out in the fierce competition and achieve more long-term development,they cannot gain strong advantages only by relying on traditional resources.At the same time,the rapid pace and high pressure of the era of knowledge economy also make employees bear increasingly heavy work pressure and more frequent emotional problems,which lead to employees' low level of work involvement,thus affecting the operating efficiency of enterprises.In this context,how to improve the staff's work engagement is very important.In the process of organization management,leaders have great influence on employees.And emotion often plays an important role in the process of leading and managing an organization.Affective leadership is a kind of leadership style that downplays the authority of leaders and attaches importance to communication with employees.affective leadership care about employees' work and life,and have high emotional intelligence.They can identify and manage employees' emotional changes,establish good interpersonal relationships within the organization,meet employees' emotional needs,and mobilize employees' enthusiasm for work.Although in previous studies,the influence of leadership style on work engagement has been confirmed by many scholars.However,the mechanism of affective leadership on employees' work engagement remains to be studied.Therefore,on the basis of resource conservation theory and social exchange theory,this paper will explore the relationship between affective leadership and employee work engagement,and try to explore the mediating role of perceived insider status and the moderating role of employee perceived organizational support between perceived insider status and work engagement.In this study,questionnaires were used to collect data,and 176 valid questionnaires were collected in taiyuan,linfen and hangzhou.Then SPSS 21.0 and AMOS 23.0 software were used to further analyze the data,and the following conclusions were drawn: first,affective leadership has a positive impact on employees' work engagement;Secondly,employee's perceived insider status plays a part of intermediary role between affective leadership and employee's work engagement.Thirdly,employees' perceived organizational support plays a positive regulating role in the relationship between employees' i perceived insider status and work engagement.This article verifies the affective leadership have positive influence on employees' work engagement,and examine the staff perceived insider status in intermediary role between affective leadership and work engagement,and perceived organizational support on insiderstatus adjustment between perceived insider status and work engagement of employees,enrich the related theory of emotional leadership results.In practice,first of all,enterprise leaders should adopt affective leadership style,care about employees' work and life,and establish harmonious interpersonal relationship.Secondly,enterprises should pay attention to the cultivation of employees' perceived insider status and enhance their sense of ownership.Finally,enterprises should take the initiative to provide support and help for employees to further improve their perceived organizational support.Therefore,this paper provides useful inspiration for enterprises to improve employees' work involvement in operation and management practice.