Engaging leadership: Enhancing work engagement through intrinsic values and need satisfaction

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