The current study investigates how supervisors’ engaging leadership, as perceived by their employees, increases employees’ job outcomes at the individual and team level, as mediated by (team) work engagement. Job outcome indicators at the team level are team performance, team learning, and team innovation; and at the individual level, job performance, employee learning, and innovative work behavior. The novel concept of engaging leadership is presented as the specific type of leadership to foster (team) work engagement. A multi-level longitudinal study is conducted among 224 blue collar employees nested in 54 teams in an Indonesian state-owned holding company in the agricultural industry using a one-year time lag. The findings show, as expected, that at the team level, engaging leadership at time 1 predicted team learning and team innovation (but not team performance) at time 2, via team work engagement at time 2. Additionally, an expected cross-level effect was observed from engaging leadership at the team level at time 1 predicting individual job performance (but not employee learning and innovative work behavior) at time 2, via team work engagement at time 2. Finally, an expected second cross-level effect was observed for engaging leadership at the team level at time 1, which predicted individual job performance, employee learning, and innovative work behavior at time 2, via work engagement at time 2.

The current study investigates engaging leadership and work engagement among Indonesian employees and the role of diuwongke (Javanese-Indonesian term for employees’ perception of their leaders treating them with dignity and respect at work) plays in this relationship. We also included transformational leadership in order to show the added value of the novel concept of engaging leadership. Data were collected from 607 Indonesian employees working in one of the largest Indonesian state-owned companies in an agricultural industry. Both engaging and transformational leadership were positively related to work engagement and both types of leadership are similarly associated with work engagement without any of them has stronger association with work engagement than the other. Furthermore, the engaging leadership-work engagement relationship was moderated by diuwongke. That is, the engaging leadership-work engagement relationship was stronger at lower levels of diuwongke. In contrast, no moderating effect of diuwongke was observed for transformational leadership.

Purpose: The current study investigates the mediating role of job resources (JRs) (i.e. person-–ob fit, value congruence, alignment, job control, use of skills, participation in decision-making, coworker support and performance feedback) and basic psychological need satisfaction at work (i.e. autonomy, relatedness, competence and meaningfulness) in the relationship between engaging leadership (EL) (i.e. inspiring, strengthening, empowering and connecting) and work engagement.Design/methodology/approach: Structural equation analysis was used to test the mediation hypotheses, using a two-wave longitudinal design and an Indonesian sample of 412 employees from an agribusiness state-owned company.Findings: The results show that EL at baseline 2017 (T1) predicts T1–T2 increase in work engagement (WE) directly, as well as indirectly through T1 JRs, and T1–T2 increase in basic psychological need satisfaction.Originality/value: This research extends the job demands-resources (JD-R) model by showing the important role of ELfor fostering WE through increasing JRs and satisfying basic psychological needs at work.

Employee voice is the discretionary communication of ideas, suggestions, or concerns to benefit the organization. Employee voice is important for both organizations and employees. As such, this study examined the relationship between supervisor behavior and voice, by exploring the positive influences of supervisor developmental feedback on employee voice at the episode level. Further, this study explored the underlying mediators of positive affect and perceived rapport in the relationship between supervisor developmental feedback and employee voice, based on social exchange theory. The study collected 310 matched data points, collected across 62 employees for five consecutive days, using an experience sampling method with mobile surveys. Day-level supervisor developmental feedback positively related to day-level employee voice. Positive affect and perceived rapport with supervisors mediated the relationship between supervisor developmental feedback and employee voice at the episode level. The findings extend the antecedents of voice and examined the social exchange process at a within-person level.

The current study investigates the moderating effect of employee growth climate on the relationship between work engagement and job outcomes among plantation workers in North Sumatra, Indonesia. Three individual-level job outcomes are investigated, namely, intra-role behavior, employee learning, and innovative work behavior. Six hundred and seven Indonesian plantation workers from one of the biggest palm oil plantations in Indonesia participated. Work engagement and employee growth climate were positively related to the three types of job outcomes, as expected. Furthermore, the relationship between work engagement-intra-role behavior and work engagement-innovative work behavior was moderated by employee growth climate. However, no moderating effect of employee growth climate was observed for the relationship between work engagement-employee learning. Thus, organizations may create programs to foster employee growth climate and aware of their employees’ learning behaviors.