A Study on the Influence Mechanism of Self-sacrificial Leadership on Employee Engagement-Based on Dual Identity Perspective

The self-sacrificial leader, who puts the collective interest first and is willing to postpone or sacrifice personal interests in order to achieve organizational goals, plays an important role in maintaining smooth operations and overcoming corporate crises in today's complex and changeable information age. The effective enhancement of employee engagement can also bring positive impact to individuals and organizations. Based on social identity theory, this paper will explore the mechanism of self-sacrificial leadership on employee engagement and its dimensions from the perspective of dual identity: leader identification and organizational identification. The findings show that: Self-sacrificial leadership can positively influence employee engagement. Leader identification and organizational identification are the mediating variables in the path of the influence of self-sacrificial leadership on employee engagement, and the mediating effect of leader identification is more significant. Leader identification can influence organizational identification, and the multiple mediating effect is significant in the path of the influence of self-sacrificial leadership on employee engagement. Cognitive engagement, affective engagement and behavioral engagement are all consistent with the above hypotheses when used as dependent variables.