自我牺牲型领导与员工组织公民行为:领导认同及权力距离的作用

The Impact of Self-Sacrificial Leadership on Employee’s Organizational Citizenship Behavior:The Role of Leader Identification and Power Distance Orientation

通过对来自86个团队的381名员工的配对数据进行跨层次分析,结果发现:①自我牺牲型领导对员工组织公民行为有显著正向影响;②领导认同在其中起中介作用;③员工的权力距离导向调节了自我牺牲型领导与领导认同之间的关系,员工权力距离导向较低时,该正向关系较强;④领导认同在自我牺牲型领导与员工组织公民行为之间的中介作用被员工的权力距离导向调节,员工权力距离导向较低时,该中介作用较强。最后,探讨了研究的理论和实践意义,存在的不足和未来研究方向。

This study examines the impact of self-sacrificial leadership on employee’s organizational citizenship behavior. Data from 381 employees of 86 workgroups have supported our research model. In particular, self-sacrificial leadership has a positive effect on employee’s organizational citizenship behavior. And the relationship between selfsacrificial leadership and employee’s organizational citizenship behavior is mediated by leader identification. In addition,we find that employee’s power distance orientation moderate this mediational relationship. Specifically,the mediational relationship is stronger among the employees with low power distance orientation. In the end, theoretical and practical implications are discussed.