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ORIGINAL RESEARCH article

Front. Psychol.
Sec. Organizational Psychology
Volume 15 - 2024 | doi: 10.3389/fpsyg.2024.1476047
This article is part of the Research Topic Creative Organization Development through Leadership View all 7 articles

How Digital Leadership Adds Affective Commitment of New Generation Employees: An Affective Events Perspective

Provisionally accepted
Hongting Li Hongting Li 1Futian Li Futian Li 1Junyi Ma Junyi Ma 2Bo Liu Bo Liu 1*
  • 1 School of Economics and Management, Southwest University of Science and Technology, Mianyang, China
  • 2 shanghai state owned assets and state owned enterprise reform and development research center, shanghai, China

The final, formatted version of the article will be published soon.

    How do leaders' responses to the digital era affect new generation employees' affective commitment? As digital leaders have led to new ways of distributing digital resources and building virtual relationships, employees are facing a shift in the way of interaction, which influences their affective response to organizations. This study aims to understand how digital leaders interact with new generation employees to influence changes in employees' affective commitment to organizations. We have developed a chain mediating model and tested it on data collected from 408 new generation employees working in China. Ultimately, we found that digital leadership is associated with more positive changes in new generation employees' affective commitment. Furthermore, both employee empowerment and employee voice behavior mediate the relationship between digital leadership and affective commitment, forming a chain mediation mechanism in this relationship. We conclude with a discussion of theoretical implications and practical applications.

    Keywords: Digital leadership, new generation employees, Affective commitment, Employee voice behavior, Employee empowerment

    Received: 05 Aug 2024; Accepted: 18 Dec 2024.

    Copyright: © 2024 Li, Li, Ma and Liu. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) or licensor are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.

    * Correspondence: Bo Liu, School of Economics and Management, Southwest University of Science and Technology, Mianyang, China

    Disclaimer: All claims expressed in this article are solely those of the authors and do not necessarily represent those of their affiliated organizations, or those of the publisher, the editors and the reviewers. Any product that may be evaluated in this article or claim that may be made by its manufacturer is not guaranteed or endorsed by the publisher.