The Influence Of Leadership Non-contingent Punishment On Job Engagement

In the process of organizational management,corporate managers will also use punishment to prevent behaviors that do not meet the requirements of the enterprise in order to achieve the purpose of education.This management concept exists in many enterprises,but each manager's understanding and application of punishment are different,so there will be many non-conservative punishment behaviors.This type of punishment will not achieve the desired effect,but will be counterproductive.One of the main purposes of this article is to explore the psychological perceptions of non-contingent punishment on employees.At the same time,surveys show that high job input can increase individual performance levels by 20%,and there is a positive correlation between job input and job performance,job satisfaction,and organizational commitment.If employees can be more engaged at work,organizational performance will be greatly improved.Therefore,the study of employee work input is also one of the concerns of the management academia.The second purpose of this article is to explore what impact non-contingent punishment will have on employee work input,what are the impact mechanisms and which individual factors can regulate role.Through empirical research,this paper explores the impact of non-contingent punishment on employees' work input,the adjustment effect of performance goal guidance between non-contingent punishment and employee work input,and the mediating role of organizational fairness perception between the two.The empirical research results have the following three points:(1)Leadership non-contingent punishment(NCP)has a significant negative effect on employees' work input and its three dimensions(vigority,dedication and focus);(2)Organizational fairness perceptions Contingent punishment(NCP)plays an intermediary role with employees' work input and its three dimensions;(3)Performance goal orientation and performance-approach goal orientation and performance-avoidance goal orientation can positively regulate non-conversion penalties(NCP))And employee work input,but learning goal orientation does not regulate the negative effects of non-contingent punishment(NCP)and employee work input.In the last part of the thesis,based on empirical research and big data analysis,several management suggestions that can help managers reduce and eliminate the emergence of non-conservative punishment based on the negative impact of non-contributory punishment on employees' work commitments are provided.Hope to give some inspiration to managers.