Research On The Effects Of Inclusive Leadership In Green Building Consultancy On Employee Work Engagement

The green building consulting industry,which assists the sustainable development of the construction industry,is facing the challenges of rapidly changing in professional technology,continuously increasing in customers’ requirement and tightening government supervision.Employees show increased work pressure,decreased enthusiasm and willingness to work,negative work attitude,declined in service quality and other problems,and their work engagement needs to be strengthened.Based on social exchange theory and social learning theory,this research explores the influencing factors of work engagement in the green building consultancy by studying the relationship between inclusive leadership,performance appraisal fairness and work engagement.To explores the influencing factors of job engagement in green building consultancy and to explore the mediating role of performance appraisal fairness in the impact of inclusive leadership on work engagement.Literature research method and questionnaire survey were adopted in this research.Based on social exchange theory and social learning theory,a theoretical model between the three variables is constructed,and research hypotheses are proposed.Thirdly,the domestic and foreign mature scales were selected by this research,questionnaires were distributed to practitioners in the green building consultancy and 326 valid questionnaires were collected.Finally,the reliability and validity of the questionnaire data quality were tested.In statistical software of SPSS 26.0 and AMOS 21.0,multiple linear regression analysis and multi-level linear regression analysis were used to conduct empirical research on the research hypothesis,and the following conclusions are obtained:(1)Inclusive leadership in the green building consultancy mainly includes three dimensions of openness,support,and affinity.The performance appraisal fairness includes three dimensions of interaction fairness,procedural fairness and outcome fairness.Employee work engagement includes three dimensions of vitality,dedication and concentration;(2)Inclusive leadership has a significant positive impact on employee work engagement;(3)Inclusive leadership has a significant positive impact on performance appraisal fairness;(4)Performance appraisal fairness has a significant positive impact on employee work Engagement;(5)The performance appraisal fairness plays a mediating role in the impact of inclusive leadership on job engagement.This research proposed the relevant practical suggestions as follows:(1)The green building consultancy should focus on cultivating the inclusive leadership style of manager and enhancing the openness,affinity and support of management.(2)In the process of performance evaluation,it is necessary to focus not only on the fairness of the performance evaluation system and results,but also on the fairness of interaction,actively communicate with employees,guide employees to participate in the formulation of performance evaluation system and pay attention to employee feedback and complaints after performance appraisal evaluation,and improve Employee’s sense of fairness in performance appraisal.(3)Leaders should strive to improve employees’ work engagement.Carry out targeted vocational training for employees,provide flexible office models,establish model employees,and pay attention to the matching of employees’ personalities and work content.