Chen, S. L., and Huang, Y. J. 2014. The Influence Mechanisms of Transformational Leadership on Job Engagement: The Role of Psychological Capital and Service Climate. NTU Management Review, 25 (1): 129-156. https://doi.org/10.6226/NTURM2014.JAN.R.11057
Shu-Ling Chen, Associate Professor, Department of Business Administration and Graduate Institute of Logistics Management, National Dong Hwa University
Yen-Ju Huang, Master, Department of Business Administration and Graduate Institute of Logistics Management, National Dong Hwa University
Abstract
Drawing on the perspective of positive organizational behavior and positive organizational scholarship, we tested meso-mediating model linking transformational leadership and job engagement. Data collected involving 606 employees at 40 chained petro-stations in north Taiwan. Results of hierarchical linear modeling indicated that individual-level transformational leadership and team-level transformational leadership were positively related to employee job engagement, separately. Furthermore, at the individual level, indicated the relationship between individual-level transformational leadership and job engagement was partially mediated by psychological capital. At team-level, we also discovered that the relationship between team-level transformational leadership and job engagement was fully mediated by service climate. Finally, we also found that the relationships between service climate and job engagement were mediated by psychological capital. The research and practice implications of the findings are discussed.
Keywords
psychological capitaljob engagementtransformational leadership