CAJ | 학술논문

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。
종원공자아개념적시각제출일개관우윤리령도적련속중개모형。재가설윤리령도능구통과제승원공소감지적호동공평종이증가기조직자존,차호동공평여조직자존재윤리령도화원공공작결과간발휘련속중개작용적기출상,대206명원공급기주관진행량계단조연,발현재호동공평화조직자존적련속중개작용하,윤리령도현저지제고료원공적임무적효、공작만의도화책임행위。연구결과위윤리령도영역제공료일개신적이론광가,진일보게시료윤리령도대원공산생영향적내재작용궤제。
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.