中国临床心理学杂志

伦理型领导与下属工作幸福感和组织公民行为

作者：王荣

单位：深圳大学管理学院深圳 518060

分类号：R395.6

出版年,卷(期):页码：2017,25(5):939-942

摘要：

目的：探讨伦理型领导与下属工作幸福感和组织公民行为的关系，并考察表现-回报确定感和领导接纳确定感在上述关系中发挥的中介效应。方法：采用问卷调查法，对223名全职员工分三次进行调查，每次间隔四周。结果：①伦理型领导与下属工作幸福感和组织公民行为均呈正相关；②伦理型领导通过表现-回报确定感和领导接纳确定感对下属工作幸福感和组织公民行为产生间接效应。结论：伦理型领导提升了下属的表现-回报确定感和领导接纳确定感，进而促进其体验到更高水平的工作幸福感，并展现更多的组织公民行为。

Objective: To examine the relations between ethical leadership and employees' occupational well-being and organizational citizenship behavior, as well as the mediating roles of employees' perceived performance-to-outcome certainty and supervisor acceptance certainty. Methods: With a three-wave survey design, a total of 223 Chinese full-time employees reported supervisors' ethical leadership and demographic information at Time 1, perceived performance-to-out-come certainty and supervisor acceptance certainty at Time 2, and occupational well-being and organizational citizenship behavior at Time 3. Results: There was a significantly positive association between ethical leadership and employees' oc-cupational well-being and organizational citizenship behavior, which was mediated by employees' perceived performanceto-outcome certainty and supervisor acceptance certainty. Conclusion: Ethical leadership exerts positive influences on em-ployees' perceived performance-to-outcome certainty and supervisor acceptance certainty, and then in turn, increases their levels of occupational well-being and organizational citizenship behavior.

基金项目：

江苏省高校哲学社会科学研究一般项目（2016SJB190001）；深圳大学人文社会科学青年教师扶持项目（85202/00000420）

作者简介：

参考文献：

1 王震, 许灏颖, 杜晨朵. 道德型领导如何减少下属非道德行为:领导组织化身和下属道德效能的作用. 心理科学, 2015, 38(2):439-445
2 杨继平, 王兴超. 德行领导与员工不道德行为、利他行为:道德推脱的中介作用. 心理科学, 2015, 38(3):693-699
3 Brown ME, Treviño LK, Harrison DA. Ethical leadership:A social learning perspective for construct development and testing. Organizational Behavior and Human Decision Processes, 2005, 97(2):117-134
4 Avey JB, Wernsing TS, Palanski ME. Exploring the process of ethical leadership:The mediating role of employee voice and psychological ownership. Journal of Business Ethics, 2012, 107(1):21-34
5 Kalshoven K, Boon CT. Ethical leadership, employee wellbeing, and helping:The moderating role of human resource management. Journal of Personnel Psychology, 2012, 11(1):60-68
6 Kim WG, Brymer RA. The effects of ethical leadership on manager job satisfaction, commitment, behavioral outcomes, and firm performance. International Journal of Hospitality Management, 2011, 30(4):1020-1026
7 Pastoriza D, Ariño MA, Ricart JE. Ethical managerial behaviour as an antecedent of organizational social capital. Journal of Business Ethics, 2008, 78(3):329-341
8 Zheng Q, Wang M, LiZ. Rethinking ethical leadership, social capital and customer relationship. Journal of Management Development, 2011, 30(7/8):663-674
9 蒋奖, 王荣. 辱虐管理与下属针对领导的偏差行为:同事行为和惩罚可能性的调节作用. 中国临床心理学杂志, 2012, 20(2):214-218
10 Warr P. Age and occupational well-being. Psychology and Aging, 1992, 7(1):37-45
11 胡三嫚, 钟华. 工作不安全感、自我感知可雇佣性与工作幸福感的关系. 中国临床心理学杂志, 2015, 23(2):321-325
12 Trevino LK, Brown M, Hartman LP. A qualitative investigation of perceived executive ethical leadership:Perceptions from inside and outside the executive suite. Human Relations, 2003, 56(1):5-37
13 Kalshoven K, Den Hartog DN, De Hoogh AHB. Ethical leadership and follower helping and courtesy:Moral awareness and empathic concern as moderators. Applied Psychology, 2013, 62(2):211-235
14 Blau PM. Exchange and power in social life. New York:Academic Press, 1964
15 Goulder AW. The norm of reciprocity:A preliminary statement. American Sociological Review, 1960, 25(2):161-178
16 Lind EA, Van den Bos K. When fairness works:Toward a general theory of uncertainty management. Research in Organizational Behavior, 2002, 24(2):181-223
17 吴维库, 王未, 刘军, 吴隆增. 辱虐管理、心理安全感知与员工建言. 管理学报, 2012, 9(1):57-63
18 Van den Bos K. Uncertainty management:the influence of uncertainty salience on reactions to perceived procedural fairness. Journal of Personality and Social Psychology, 2001, 80(6):931-941
19 Van den Bos K, Lind EA. Uncertainty management by means of fairness judgments. Advances in Experimental Social Psychology, 2002, 34:1-60
20 O'Driscoll MP, Beehr TA. Supervisor behaviors, role stressors and uncertainty as predictors of personal outcomes for subordinates. Journal of Organizational Behavior, 1994, 15 (2):141-155
21 Warr P. The measurement of well-being and other aspects of mental health. Journal of Occupational Psychology, 1990, 63 (3):193-210
22 Lee K, Allen NJ. Organizational citizenship behavior and workplace deviance:the role of affect and cognitions. Journal of Applied Psychology, 2002, 87(1):131-142
23 Bardi A, Buchanan KE, Goodwin R, et al. Value stability and change during self-chosen life transitions:Selfselection versus socialization effects. Journal of Personality and Social Psychology, 2014, 106(1):131-147
24 Preacher KJ, Hayes AF. Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods, 2008, 40(3):879-891
25 王永跃, 祝涛, 王健. 伦理型领导、互动公平与员工帮助行为:亲社会动机的调节作用. 应用心理学, 2014, 20(1):60-66
26 Walumbwa FO, Schaubroeck J. Leader personality traits and employee voice behavior:Mediating roles of ethical leadership and work group psychological safety. Journal of Applied Psychology, 2009, 94(5):1275-1286
27 Thau S, Bennett RJ, Mitchell MS, Marrs MB. How management style moderates the relationship between abusive supervision and workplace deviance:An uncertainty management theory perspective. Organizational Behavior and Human Decision Processes, 2009, 108(1):79-92

服务与反馈：

【文章下载】【加入收藏】