基于自我概念的伦理领导与员工工作结果研究  

Unpacking the Motivational Process of Ethical Leadership:A Self-Concept Perspective

作　　者：舒睿[1] 梁建[1] 

机构地区：[1]上海交通大学安泰经济与管理学院

出　　处：《管理学报》2015年第7期1012-1020,共9页Chinese Journal of Management

基　　金：国家自然科学基金资助项目(71222201);上海市曙光计划资助项目(12SG20)

摘　　要：从员工自我概念的视角提出一个关于伦理领导的连续中介模型。在假设伦理领导能够通过提升员工所感知的互动公平从而增加其组织自尊,且互动公平与组织自尊在伦理领导和员工工作结果间发挥连续中介作用的基础上,对206名员工及其主管进行两阶段调研,发现在互动公平和组织自尊的连续中介作用下,伦理领导显著地提高了员工的任务绩效、工作满意度和责任行为。研究结果为伦理领导领域提供了一个新的理论框架,进一步揭示了伦理领导对员工产生影响的内在作用机制。Drawing on the group value model,we proposed a self-concept based model linking ethical leadership to positive employee outcomes by highlighting both interactional justice and organization-based self-esteem（OBSE）as two sequential mediators.A survey data collected from 206 Chinese employees were used to justify the hypotheses developed.The results indicated that there is significant indirect effect from ethical leadership to OBSE by the conduction of interactional justice.Further,the relationships between ethical leadership and employee work outcomes（task performance,job satisfaction and conscientiousness）were sequentially mediated by interactional justice and OBSE.Theoretical and practical implications were discussed at the end.

关 键 词：伦理领导 互动公平 组织自尊 任务绩效 工作满意度 责任行为 

分 类 号：C93[经济管理—管理学]