Orientation: With Industry 4.0 at our doorstep, we would benefit from a better understanding of how the future of human resource management (HRM) relates to self-leadership and work engagement.Research purpose: The purpose of this study was to determine the relationship between self-leadership, the future of HRM and work engagement.Motivation for the study: The future of HRM in South Africa, as well as its relationship with organisational behaviour dimensions such as self-leadership and work engagement, is under-researched. A better understanding of work engagement as the missing link between self-leadership and the future of HRM needed to prepare for the future world of work.Research approach/design and method: A survey was conducted amongst members of the South African Board of People Practices, and a quantitative research approach was therefore used. The relationships were investigated through correlation analysis and regression analysis.Main findings: All the variables positively relate to one another and self-leadership predicts work engagement and the future of HRM. Furthermore, work engagement mediates the relationship between self-leadership and the future of HRM.Practical and managerial implications: Human resource practitioners have a responsibility to ensure that they are able to lead themselves, be engaged in their work and prepare for the future of HRM.Contribution/value add: The critical connection between work engagement and self-leadership could help direct organisations toward improving, maintaining and refining human resource managers’ and human resource practitioners’ ability to lead themselves and be more engaged.

中文翻译：

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自我领导、人力资源管理的未来和工作投入之间的关系

方向：随着工业 4.0 的到来，我们将受益于更好地了解人力资源管理 (HRM) 的未来与自我领导力和工作投入的关系。研究目的：本研究的目的是确定两者之间的关系自我领导、人力资源管理的未来和工作投入。研究动机：南非人力资源管理的未来，以及它与自我领导和工作投入等组织行为维度的关系，尚待研究。更好地理解工作投入是自我领导和人力资源管理未来之间缺失的环节，需要为未来的工作世界做好准备。研究方法/设计和方法：在南非人民实践委员会成员中进行了一项调查, 因此使用了定量研究方法。通过相关分析和回归分析对这些关系进行了调查。主要发现：所有变量相互正相关，自我领导力预测工作投入和人力资源管理的未来。此外，工作投入在自我领导力和人力资源管理的未来之间起到中介作用。 实际和管理影响：人力资源从业者有责任确保他们能够领导自己、参与工作并为人力资源管理的未来做好准备. 贡献/增值：工作投入和自我领导之间的关键联系可以帮助指导组织提高、维持和完善人力资源经理和人力资源从业者领导自己和更加投入的能力。通过相关分析和回归分析对这些关系进行了调查。主要发现：所有变量相互正相关，自我领导力预测工作投入和人力资源管理的未来。此外，工作投入在自我领导力和人力资源管理的未来之间起到中介作用。 实际和管理影响：人力资源从业者有责任确保他们能够领导自己、参与工作并为人力资源管理的未来做好准备. 贡献/增值：工作投入和自我领导之间的关键联系可以帮助指导组织提高、维持和完善人力资源经理和人力资源从业者领导自己和更加投入的能力。通过相关分析和回归分析对这些关系进行了调查。主要发现：所有变量相互正相关，自我领导力预测工作投入和人力资源管理的未来。此外，工作投入在自我领导力和人力资源管理的未来之间起到中介作用。 实际和管理影响：人力资源从业者有责任确保他们能够领导自己、参与工作并为人力资源管理的未来做好准备. 贡献/增值：工作投入和自我领导之间的关键联系可以帮助指导组织提高、维持和完善人力资源经理和人力资源从业者领导自己和更加投入的能力。