ArticleFrontiers in psychology2024
The impact of middle managers' digital leadership on employee work engagement.
Article in Frontiers in psychology, 2024. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 7 papers.
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Who cites it
7 citing papers in PubMed.
- Artificial intelligence readiness and innovative work behavior among Chinese university teachers: the indirect role of work engagement and the moderating role of perceived digital leadership.Frontiers in psychology · 2026Article
- A study on the relationship between digital leadership, digital self-efficacy, and work engagement: the moderating role of technostress.Frontiers in psychology · 2026Article
- "Underground innovation" in the digital age: how digital leadership promotes employee bootlegging through psychological empowerment.Frontiers in psychology · 2026Article
- Research on the evolution mechanism of project organizational capabilities under digital construction mode considering environmental turbulence.Scientific reports · 2025Article
- Exploring the Mechanisms Linking Digital Leadership to Employee Creativity: A Moderated Mediation Model.Behavioral sciences (Basel, Switzerland) · 2025Article
- Employees' perception of digital human resource management changes and proactive behavior: the mediating role of work engagement and moderating effect of person-organization fit.Frontiers in psychology · 2025Article
- How digital leadership impacts community resilience: a moderated mediation model.Frontiers in public health · 2025Article
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Authors and funding
4 authors.
Funding
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Abstract
Background: In the rapidly evolving digital landscape, the role of middle managers in organizational structures and processes is increasingly pivotal. Positioned at the nexus of strategic directives and operational execution, they play an important role in driving digital transformation. This study discusses the under examined domain of middle managers' digital leadership and its impact on employee work engagement in the context of digital transformation. Design: Drawing on Social Exchange Theory, this study investigates the influence of middle managers' digital leadership on employee work engagement through the analysis of survey data from 559 respondents across 11 listed companies in Southwest China. It examines the roles of employee empowerment and affective commitment as pivotal mediating variables and investigates the moderating effect of emotional intelligence in these relationships. Research purposes: The study aims to elucidate the mechanisms by which middle managers' digital leadership fosters employee work engagement, highlighting the importance of emotional intelligence, empowerment, and affective commitment in this process. Findings: The study reveals that middle managers' digital leadership has a significant positive impact on employee work engagement. Employee empowerment and affective commitment serve as mediating factors in the relationship between middle managers' digital leadership and employee work engagement. Emotional intelligence moderates the effect of middle managers' digital leadership on employee empowerment. Meanwhile, emotional intelligence further moderates the chain mediating of employee empowerment and affective commitment between middle managers' digital leadership and employees' work engagement. Implications: This research offers valuable insights into the dynamics of leadership and engagement in the digital era, emphasizing the need for organizations to foster digital leadership capabilities in middle management. It provides practical implications for enhancing employee work engagement through strategic digital leadership, emphasizing the role of employee empowerment, affective commitment and emotional intelligence in adapting to digital transformation.
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