CAJ | 학술논문

本文采用多元线性回归的方法,在控制工作满意度的基础上,分析了上司领导风格对分配公平感与组织公民行为不同维度之间关系的调节作用。研究表明：上司的创制维度对组织公民行为的不同维度产生独立于分配公平感的显著影响,对分配公平感与组织公民行为各维度之间关系没有显著的调节作用;而上司关心维度的这种独立解释能力要弱一些,对分配公平感和忠诚维护之间的关系没有调节作用,对分配公平感与OCB整体以及另外三个维度（人际帮助、个人主动性、个人勤奋性）之间的关系有显著的调节作用。
본문채용다원선성회귀적방법,재공제공작만의도적기출상,분석료상사령도풍격대분배공평감여조직공민행위불동유도지간관계적조절작용。연구표명：상사적창제유도대조직공민행위적불동유도산생독립우분배공평감적현저영향,대분배공평감여조직공민행위각유도지간관계몰유현저적조절작용;이상사관심유도적저충독립해석능력요약일사,대분배공평감화충성유호지간적관계몰유조절작용,대분배공평감여OCB정체이급령외삼개유도（인제방조、개인주동성、개인근강성）지간적관계유현저적조절작용。
After job satisfaction was controlled, this study examined the moderate effects of supervisor＇s leadership style on the relationship between perceived distribution justice and organizational citizenship behaviors （OCBs）. Multiple regression results show that： the dimension of initiating structure of supervisor＇s leadership style has independent significant influence on OCBs, nut no moderating effects on the relationship between perceived distribution justices and four dimensions of OCB. The dimension of supervisor＇s consideration structure of leadership style has significant moderating effects on three dimensions of interpersonal helping, individual initiative and personal industry, but no moderating effects on loyal boosterism.