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Abstract
This research examined the relationship between task, relation-oriented, and change-oriented leadership behavior on employee engagement. This study employed a quantitative design and collected data from 117 participants in 13 countries through an online survey. Employee engagement and leadership behavior were evaluated using Cronbach’s coefficient alpha, confirmatory factor analysis (CFA), and regression analyses. Results suggest that all three types of leadership behavior (task, relation, and change-oriented) have positive impact on employee engagement with change being the highest, and that the impact of leadership behavior on employee engagement is moderated by employee age and management status. Strategies for improving employee engagement are presented.
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