期刊文献+

基于自我概念的伦理领导与员工工作结果研究 被引量:58

Unpacking the Motivational Process of Ethical Leadership:A Self-Concept Perspective
下载PDF
导出
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.
作者 舒睿 梁建
出处 《管理学报》 CSSCI 北大核心 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)
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 ethical leadership interactional justice OBSE task performance job satisfaction conscientiousness
  • 相关文献

参考文献35

  • 1BROWN M E, TREVIIIO L K, HARRISON D A. Ethical Leadership= A Social Learning Perspective for Construct Development and Testing[J]. Organiza- tional Behavior and Human Decision Processes, 2005, 97(2) 117-134.
  • 2梁建.道德领导与员工建言:一个调节-中介模型的构建与检验[J].心理学报,2014,46(2):252-264. 被引量:177
  • 3MAYER D M, AQUINO K, GREENBAUM R L,et al. Who Displays Ethical Leadership, and Why Does It Matter? An Examination of Antecedents and Con- sequences of Ethical Leadership [J]. Academy of Management Journal, 2012, 55(1): 151-171.
  • 4BANDURA A. Social Learning Theory[M]. Engle- wood: Prentice-Hall, 1977.
  • 5BLAU P M. Exchange and Power in Social Life[M]. New York: Wiley, 1964.
  • 6SHAMIR B, HOUSE R J,ARTHUR M B. The Mo- tivational Effects of Charismatic Leadership: A Self- Concept Based Theory [J]. Organization Science, 1993, 4(4): 577-594.
  • 7TYLER T R. The Psychology of Procedural Justice: A Test of the Group-Value Model[J]. Journal of Per- sonality and Social Psychology, 1989, 57(5): 830- 838.
  • 8BIES R J,MOAG J S. Interactional Justice: Commu- nication Criteria of Fairness[J]. Research on Negoti- ation in Organizations, 1986, 1(1): 43-55.
  • 9PIERCE J L, GARDNER D G, CUMMINGS L L,et al. Organization-Based Self-Esteem: Construct Defi- nition, Measurement, and Validation[J]. Academy of Management Journal, 1989,32(3) : 622-648.
  • 10TREVINO L K, HARTMAN L P, BROWN M. Moral Person and Moral Manager: How Executives Develop a Reputation for Ethical Leadership [J]. California Management Review, 2000,42 (4) : 128- 142.

二级参考文献57

  • 1谢章澍,杨志蓉.创新共同体:企业全员创新模式的新探索[J].科学学研究,2006,24(5):775-779. 被引量:25
  • 2Jehn K. A. Multimethod Examination of the Benefits and Det- riments of Intragroup Conflict. Administrative Science Quar- terly, 1995, 40(2): 256-282.
  • 3Jehn K. A., Chatman J. A.. The Influence of Proportional and Perceptual Conflict Composition on Team Performance. The International Journal of Conflict Management, 2000, 11(1): 56- 73.
  • 4Jehn K.. Enhancing Effectiveness: An Investigation of Advan- tages and Disadvantages of Value-based Intragroup Conflict. International Journal of Conflict Management, 1994, (5): 223- 238.
  • 5De Dreu C. K. W., Weingart L. R,. Task Versus RelationshipConflict, Team Performance, and Team Member Satisfaction: A Metaanalysis. Journal of Applied Psychology, 2003, (4): 741- 749.
  • 6Simons T., Peterson R.. Task Conflict and Relationship Conflict in Top Management Teams: The Pivotal Role of Intragroup Trust. Journal of Applied Psychology, 2000, (85): 102-111.
  • 7Mills H., Schulz J.. Exploring the Relationship between Task Conflict, Relationship Conflict, and Organizational Commit- ment. Choregia: Sport Management International Journal, 2009, (5): 5-18.
  • 8Chen G., Sharma E N., Edinger S. K., Shapiro D., Farh J. L.. Motivating and Demotivating Forces in Teams: Cross-level In- fluences of Empowering Leadership and Relationship Conflict. Journal of Applied Psychology, 2011, 96(3): 541-557.
  • 9Greer L. L., Jehn K. A., Mannix E. A.. A Longitudinal Inves- tigation of the Relationships between Different Types of Intro- group Conflict and the Moderating Role of Conflict Resolution. Small Group Research, 2008, 39(3): 278-302.
  • 10Choi K., Cho, B.. Competing Hypotheses Analyses of the Asso- ciations between Group Task Conflict and Group Relationship Conflict. Journal of Organizational Behavior, 2011, (32):1106- 1126.

共引文献207

同被引文献690

引证文献58

二级引证文献279

相关作者

内容加载中请稍等...

相关机构

内容加载中请稍等...

相关主题

内容加载中请稍等...

浏览历史

内容加载中请稍等...
;
使用帮助 返回顶部