Should leaders pay more attention to values? The present study aims to examine and explain the associations of engaging leadership (EL) with employees' perceptions of the organization's values, need fulfillment, and employee engagement. EL is a recent leadership concept drawing on self-determination theory, specifically on the fulfillment of the basic psychological needs of autonomy, competence, and relatedness. We expected EL to associate with employees perceiving the values of their organization as more intrinsic (e.g., care for others, contributing to making the world a better place, stimulating personal growth), which would satisfy employees' basic psychological needs and fuel work engagement, rather than as extrinsic (financial success, power, status). Study 1 detailed the model using a cross-sectional study design (N = 436), and, as expected, structural equation modeling identified a positive path from leadership to work engagement via perceived intrinsic organizational values and subsequent satisfaction of the need for autonomy. EL associated negatively with extrinsic organizational values. Study 2 corroborated outcomes of study 1 through a longitudinal study across three time-points (N = 69) in a cross-lagged panel model and found specific directionality from leadership to perceived intrinsic values. Implications for leadership and motivation are discussed.

中文翻译：

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参与领导：通过内在价值和需求满足来提高工作参与度

领导者是否应该更加关注价值观？本研究旨在检验和解释敬业度领导力 (EL) 与员工对组织价值观、需求满足和员工敬业度的看法之间的关系。EL 是最近借鉴自决理论的领导概念，特别是关于满足自主、能力和相关性的基本心理需求。我们希望 EL 与认为其组织的价值观更内在的员工联系在一起（例如，关心他人、为使世界变得更美好做出贡献、刺激个人成长），这将满足员工的基本心理需求并促进工作投入，而不是外在的（财务上的成功、权力、地位）。 = 436），并且正如预期的那样，结构方程模型通过感知的内在组织价值和随后对自治需求的满足，确定了从领导到工作投入的积极途径。EL与外在的组织价值负相关。 研究 2 通过在交叉滞后面板模型中跨三个时间点 ( N = 69) 的纵向研究证实了研究 1 的结果，并发现了从领导到感知内在价值的特定方向性。讨论了对领导力和动机的影响。