Meng Fanxing, Xu Yongsheng, Liu Yiliang, Zhang Guozan, Tong Yunze, Lin Rong
Zhejiang Police College, Hangzhou, Zhejiang, People's Republic of China.
College of Economics and Management, Northeast Forestry University, Harbin, Heilongjiang, People's Republic of China.
Psychol Res Behav Manag. 2022 Feb 18;15:367-380. doi: 10.2147/PRBM.S344624. eCollection 2022.
The issue of employee engagement has increasingly become a focus of concern in public management practice. Based on the theory of purposeful work behavior, integrative theory of employee engagement and Pratt and Ashforth's typology of work meaningfulness, this study proposes and examines the mediating effects of two types of meaningfulness between transformational leadership and work engagement and the moderating effects of transformational leadership on the relationship between two types of meaningfulness and work engagement.
By adopting a multilevel cross-sectional design, this study examines assumed mediation and moderation effects. The data collection was conducted anonymously by means of an online survey. A total of 261 local police officers from 32 police stations were recruited in professional training programs as a sample.
The analysis reveals that both meaningfulness in work and meaningfulness at work positively mediate the relationship between transformational leadership and work engagement. Transformational leadership moderates the relationship between meaningfulness at work and work engagement rather than the relationship between meaningfulness in work and work engagement. There are no other significant effects of sex, age or length of service.
Work meaningfulness transmits and combines the effect of transformational leadership to impact work engagement. These findings not only confirm the critical role of work meaningfulness proposed by the theoretical frameworks of the theory of purposeful work behavior, integrative theory of employee engagement and Pratt and Ashforth's typology of work meaningfulness, but also further extend and clarify the role of and difference in two substructures of work meaningfulness (ie, work meaningfulness in work and at work) in the context of the linkage between transformational leadership and work engagement.
员工敬业度问题在公共管理实践中日益成为关注焦点。基于有目的工作行为理论、员工敬业度整合理论以及普拉特和阿什福思的工作意义类型学，本研究提出并检验了两种意义类型在变革型领导与工作敬业度之间的中介作用，以及变革型领导对两种意义类型与工作敬业度之间关系的调节作用。
本研究采用多层次横断面设计，检验假设的中介和调节效应。通过在线调查以匿名方式收集数据。共招募了来自32个警察局的261名基层警察参加专业培训项目作为样本。
分析表明，工作意义和工作中的意义均正向中介变革型领导与工作敬业度之间的关系。变革型领导调节工作中的意义与工作敬业度之间的关系，而非工作意义与工作敬业度之间的关系。性别、年龄或服务年限无其他显著影响。
工作意义传递并整合变革型领导的效应以影响工作敬业度。这些发现不仅证实了有目的工作行为理论、员工敬业度整合理论以及普拉特和阿什福思的工作意义类型学的理论框架所提出的工作意义的关键作用，还进一步扩展并阐明了工作意义的两个子结构（即工作中的工作意义和工作中的意义）在变革型领导与工作敬业度联系背景下的作用及差异。
