ReviewFrontiers in psychology2021
Engaging Leadership: How to Promote Work Engagement?
Review in Frontiers in psychology, 2021. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 43 papers.
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Who cites it
43 citing papers in PubMed.
- The Relationship Between Transition Shock and Maintaining Professional Membership Among Newly Graduated Nurses: The Mediating Role of Work Engagement.Worldviews on evidence-based nursing · 2026Article
- Engaging leadership and nurses' mental health in German acute care hospitals: the mediating role of job resources.BMC nursing · 2026Article
- Nature Connectedness and Work Engagement in the Relationship Between Emotional Exhaustion and Life Satisfaction Among Employees.European journal of investigation in health, psychology and education · 2026Article
- Job Crafting Through the Lens of Paradoxical Leadership: The Role of Positive Psychological Capital and Promotive Voice.Behavioral sciences (Basel, Switzerland) · 2026Article
- The relationship between professional competence and work engagement among Chinese biomedical laboratory technicians: a moderated mediation model.BMC psychology · 2026Article
- Impact of Project Communication on Project Success (Health Projects): Mediating Role of Work Engagement.Journal of epidemiology and global health · 2026Article
- Vitality and Challenging Commitment in Times of Digital Intensification: Evidence for Healthy Educational Organizations Based on Teacher Engagement in Chile.European journal of investigation in health, psychology and education · 2026Article
- Teacher Trust in Colleagues and Basic Psychological Needs: A Two-Wave Cross-Lagged Study.Educational administration quarterly : EAQ · 2026Article
- Factors influencing the implementation of workplace-based health interventions for non-communicable disease prevention: a scoping review.Frontiers in public health · 2026Article
- Work engagement, job satisfaction and turnover intention among nurses working in private hospitals of Pokhara, Nepal.PloS one · 2026Article
- Beyond cohorts: how age-based differences on work engagement challenge generational determinism among Spanish professionals.Frontiers in sociology · 2026Article
- Examining the effect of authentic leadership and contextual performance on work engagement among employees working in sports organizations.Frontiers in psychology · 2026Article
- Effects of Organizational Climate and Servant Leadership on Work Engagement Among Japanese Nurses: The Mediating Role of Psychological Safety.Journal of nursing management · 2026Article
- Empowering leadership and university teachers' work engagement: the mediating role of job crafting and the moderating role of role breadth self-efficacy.Frontiers in psychology · 2026Article
- The interplay between work overload, trait motivation, and emotional exhaustion on job satisfaction and happiness.Applied psychology research · 2026Article
- Biopsychosocial and organizational factors explaining professional engagement.Frontiers in public health · 2026Article
- The relationship between paternalistic leadership and work engagement of medical university teachers: the mediating role of self-efficacy.BMC medical education · 2025Article
- Factor structure of the Utrecht Work Engagement Scale in a sample of Danish and Swedish haemodialysis nurses.BMC nursing · 2025Article
- Engaging Leadership Reduces Quiet Quitting and Improves Work Engagement: Evidence from Nurses in Greece.Nursing reports (Pavia, Italy) · 2025Article
- The mediating role of employees engagement in the relationship between adaptive leadership and service quality in the health sector.Leadership in health services (Bradford, England) · 2025Article
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Authors and funding
1 author.
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Abstract
This paper introduces the notion of engaging leadership and reviews the empirical work done so far. Engaging leadership is defined as leadership behavior that facilitates, strengthens, connects and inspires employees in order to increase their work engagement. It can be measured with a reliable and valid self-report scale. As predicted by Self-Determination Theory, on which the concept of engaging leadership is based, basic need satisfaction mediates the relationship between engaging leadership and work engagement. This is true both for individual employees as well as the team level. In addition, job characteristics (job demands and job resources) seem to play a similar mediating role, just as personal resources. Furthermore, research shows that engaging leadership has a beneficial effect on individual and team performance which illustrates its relevance for organizations. Future research should focus, amongst others, on the opposite of engaging leadership (i.e., disengaging leadership) and interventions to foster engaging leadership. Moreover, alternative affective, cognitive and behavioral pathways should be explored that might play a role in addition to the motivational (through need fulfillment) and material (through job characteristics) pathways that have been investigated so far.
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Registered trials
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