Purpose

The research aims to investigate the impact of transformational leadership on employee championing behavior and to determine the mediating effect of work engagement in the context of organizational change.

Design/methodology/approach

This is a quantitative approach, which is based on cross-sectional data. In total, 300 available cases are processed through structural equation modeling in order to infer the results.

Findings

The results indicate that transformational leadership is significantly related to championing behavior during organizational change. Moreover, work engagement fully mediates the relationship between transformational leadership and championing behavior in the context of organizational change.

Practical implications

Managers should emphasize the practice of the transformational leadership approach, as well as should stress the antecedents of work engagement in order to foster the employee championing behavior in the context of organizational change.

Originality/value

The research contributes to the change management and human resource management literature by providing a plausible explanation of the mediating role of work engagement in connecting transformational leadership and employee championing behavior in the context of organizational change.

中文翻译：

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组织变革中的变革型领导和员工拥护行为：工作投入的中介作用

目的

该研究旨在调查变革型领导对员工拥护行为的影响，并确定工作投入在组织变革背景下的中介作用。

设计/方法/方法

这是一种基于横截面数据的定量方法。总共通过结构方程建模处理了 300 个可用案例，以推断结果。

发现

结果表明，变革型领导与组织变革期间的倡导行为显着相关。此外，在组织变革的背景下，工作投入充分中介了变革型领导与倡导行为之间的关系。

实际影响

管理人员应强调变革型领导方法的实践，并应强调工作投入的前因，以在组织变革的背景下培养员工拥护行为。

原创性/价值

该研究通过合理解释工作投入在组织变革背景下将变革型领导和员工拥护行为联系起来的中介作用，为变革管理和人力资源管理文献做出了贡献。