The purpose of this study is to investigate the relationship between engaging leadership and open conflict norms in teams, with work engagement. A mediating role of basic needs satisfaction between these relations is proposed based on self-determination theory.,Structural equation modeling was used with 133 employees who rated their leader, their team and their own basic need satisfaction and engagement to analyze the direct and indirect effects simultaneously.,The analysis confirmed that both engaging leadership and open conflict norms had an indirect effect on work engagement through basic needs satisfaction. Furthermore, engaging leadership was positively related with open conflict norms.,The current study adds to the validation of engaging leadership as it confirms that engaging leaders strengthen work engagement through basic need satisfaction. Furthermore, it shows that not only the leader is important, but the team can impact their well-being through the creation of other social resources as open conflict norms.,This paper provides evidence that not only leaders are important to increase work engagement through basic needs satisfaction but also other social resources, such as conflict management. This offers a brand new perspective and opportunities on how to increase work engagement using social resources as conflict management.

中文翻译：

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领导，团队和工作投入：基本需求观点

这项研究的目的是调查具有团队敬业精神的团队中积极参与的领导与公开冲突规范之间的关系。基于自决理论，提出了这些关系之间基本需求满足的中介作用。采用结构方程模型，对133名评价领导者，团队及其基本需求和参与程度的员工进行了直接和间接影响分析同时，分析证实，参与式领导和公开冲突规范都通过基本需求满足对工作参与产生间接影响。此外，领导的参与与公开冲突规范有着积极的联系。当前的研究进一步证实了参与式领导的作用，因为它证实了参与式领导者通过基本的需求满意度来加强工作参与。此外，它表明不仅领导者很重要，而且团队还可以通过创建其他社会资源作为开放的冲突规范来影响他们的福祉。本文提供的证据表明，不仅领导者对于通过基本的工作来增加工作投入也很重要需要满意度，但也需要其他社会资源，例如冲突管理。这为如何利用社会资源作为冲突管理增加工作投入提供了全新的视角和机会。本文提供的证据表明，不仅领导者对于通过基本需求满意度提高工作参与度很重要，而且其他社会资源（例如冲突管理）也很重要。这为如何利用社会资源作为冲突管理增加工作投入提供了全新的视角和机会。本文提供的证据表明，领导者不仅对于通过基本需求满意度提高工作投入至关重要，而且对于其他社会资源（例如冲突管理）也很重要。这为如何利用社会资源作为冲突管理增加工作投入提供了全新的视角和机会。