道德型领导对员工帮助行为的影响机制——基于自我概念的视角  

The Mechanism of Ethical Leadership on Employee Helping Behavior A Self-Concept Perspective

作　　者：刘蕴[1] 

机构地区：[1]武汉大学经济与管理学院,湖北武汉430072

出　　处：《经济管理》2016年第1期84-93,共10页Business and Management Journal ( BMJ )

基　　金：国家自然科学基金项目:"高承诺人力资源管理对新生代员工产出的作用机制:基于工作要求-资源视角(71372125);国家自然科学基金项目:"新生代员工工作价值观;组织社会化策略对工作行为的作用机理--一项多层次研究"(71172203)

摘　　要：本文从自我概念视角,考察了中国情境下道德型领导对员工帮助行为的影响机制,检验了以上关系中员工的组织自尊的中介作用以及员工感知的高承诺人力资源管理的调节作用。对来自12家企业的67名直属主管和353名下属的配对数据的层级回归分析发现,道德型领导正向影响员工的帮助行为;员工的组织自尊在道德型领导与员工帮助行为之间起完全中介作用;高承诺人力资源管理对道德型领导与员工组织自尊和员工帮助行为之间的正向关系均具有显著的增强效应。本研究的发现有利于从一个新的理论视角解释道德型领导与员工帮助行为之间的作用机制。Ethical leadership and helping behavior have received increasing attention nowadays. Extant studies which have empirically tested the relationship between ethical leadership and employee in-role behavior （e. g. , job performance） or extra-role behavior （e. g. , contextual performance and organizational citizenship behavior） mostly based on social exchange theory or social learning theory in western cultural context. Few studies have investigated the relationship between ethical leadership and employee helping behavior in the context of Chinese organizations. Drawing on the self-concept perspective, the present study aimed to examine the influence mechanism of ethical leadership on employee helping behavior, especially the mediating role of organizational-based self-esteem and the moderating role of high commitment human resource management. Questionnaire surveys of 568 employee-supervisor dyads in 12 large and medium-sized enterprises located in Wuhan, Shenzhen, Zhengzhou and Hangzhou were conducted. A total of 568 questionnaires were collected and a- mong which 353 were valid （the efficiency is 62. 1% ）. In order to reduce the common method variance, two ques- tionnaire surveys were conducted. The questionnaires for employees included ethical leadership, organizational- based self-esteem and perceived high commitment human resource management, while the questionnaires for their immediate supervisors included employees＇ helping behaviors. After the CFA, we examined the reliability of the scale and tested the correlation between the variables. Multiple linear regression analyses were carried out to test the hypotheses proposed based on the data from 353 employees in 12 companies. Results showed that ethical leadership was significantly positively related to organizational-based self-esteem; organizational-based self-esteem was positively related to employees＇ helping behavior; ethical leadership was posi- tively related to employees＇ helping behavior and organizational-based self-esteem fully m

关 键 词：帮助行为 道德型领导 自我概念 组织自尊 高承诺人力资源管理 

分 类 号：C93[经济管理—管理学]