Abstract
Based on job demands-resources (JD-R) model, the present study investigates issues of association between leader perfectionism and three dimensions of job engagement, and tests the moderating effect of informational justice. We include perfectionistic strivings and perfectionistic concerns as two dimensions of perfectionism, and test how these two dimensions of leader perfectionism show different effect on three dimensions of job engagement (i.e., physical engagement, cognitive engagement, and emotional engagement). Data was gathered from multiple phases and sources in Chinese organizations. The results indicate that when confronted with leaders¡¯ perfectionistic strivings, subordinates significantly experience more physical, cognitive, and emotional engagement. However, faced with leader¡¯s perfectionistic concerns, subordinates could only become physical engaged. In addition, informational justice works as an intervention to buffer the undesirable effect of perfectionistic concerns on job engagement. Finally, this study provides implications for both theory and practice, and also points to several future research directions.
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