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论文编号：	15299
作者编号：	2120233722
上传时间：	2025/6/4 17:36:51
中文题目：	伦理型领导对组织公民行为的影响机制研究
英文题目：	Research on the Influence Mechanism of Ethical Leadership on Organizational Citizenship Behavior
指导老师：	吕峰
中文关键字：	伦理型领导；组织自尊；组织公民行为；教育水平
英文关键字：	Ethical Leadership; Organizational Self-Esteem; Organizational Citizenship Behavior; Educational Level
中文摘要：	当前，企业非伦理行为的不断涌现，引发了社会的广泛讨论和深度关切。非伦理行为多种多样，既有企业为了经济效益欺诈消费者的行为，又有员工个人为了私利损害企业利益的行为，其共同的根源都是企业成员伦理意识淡薄，因而以伦理型领导促进员工行为的改善十分必要。与此同时，组织公民行为作为与报酬无关的有益于组织的主动性行为，既有利于提高企业的整体绩效，又反映了员工个人维护企业利益的意愿。在这样的背景下，探究伦理型领导对员工组织公民行为的影响机制，对深化组织行为研究、推动企业管理实践优化而言不可或缺。 本文以社会学习理论和自我决定理论为基础，通过员工对领导行为的学习机制和员工在领导行为影响下的内驱机制两条路径探索伦理型领导与组织公民行为的关系。为打开伦理型领导与员工组织公民行为之间关系的“黑箱”，本文引入组织自尊作为中介变量，引入教育水平作为调节变量。本文采用文献研究法和问卷调研法进行研究，在梳理文献和相关理论的基础上提出假设并构建本文的理论模型。本研究发放问卷253份，回收有效问卷194份，运用层次回归分析方法进行实证分析，并得出结论。 本文主要结论如下：（1）伦理型领导对组织公民行为有显著的促进作用。（2）伦理型领导对员工的组织自尊有显著的促进作用。（3）组织自尊对组织公民行为有显著促进作用。（4）组织自尊在伦理型领导与组织公民行为间起中介作用。（5）教育水平正向调节伦理型领导与组织自尊间的关系。当教育水平较高时，伦理型领导对员工的组织自尊促进作用较强；当教育水平较低时，伦理型领导对员工的组织自尊促进作用较弱。（6）教育水平正向调节伦理型领导通过组织自尊影响组织公民行为的中介效应。当教育水平较高时，伦理型领导通过组织自尊影响组织公民行为的中介效应较强；反之，中介效应较弱。本文的研究给员工、管理者和企业带来以下管理启示：鼓励员工注重与领导的积极互动；呼吁管理者注重对自身伦理型领导行为的培育并关注员工的组织自尊水平；启示企业加强对伦理型领导的关注，关注员工的组织自尊水平并对不同教育水平的员工给予针对性地培训。
英文摘要：	Currently, the continuous emergence of unethical behaviors in enterprises has sparked extensive discussions and deep concerns in society. Unethical behaviors come in various forms. There are systematic acts of defrauding consumers by enterprises in pursuit of economic benefits, as well as individual employees' actions to damage the interests of the enterprise for personal gain. The common root cause of these behaviors is the weak ethical awareness among enterprise members. Therefore, it is essential to promote the improvement of employees' behaviors through ethical leadership. Meanwhile, organizational citizenship behavior, as a proactive behavior beneficial to the organization that is unrelated to rewards, not only contributes to improving the overall performance of the enterprise but also reflects employees' personal willingness to safeguard the interests of the enterprise. Against this backdrop, exploring the influence mechanism of ethical leadership on employees' organizational citizenship behavior is indispensable for deepening the research on organizational behavior and optimizing enterprise management practices. This paper is based on the social learning theory and the self - determination theory. It explores the relationship between ethical leadership and organizational citizenship behavior through two paths: the learning mechanism of employees from leadership behaviors and the internal driving mechanism of employees under the influence of leadership behaviors. To uncover the "black box" of the relationship between ethical leadership and employees' organizational citizenship behavior, this paper introduces organizational self - esteem as an intermediary variable and educational level as a moderating variable. This paper employs the literature research method and the questionnaire survey method. On the basis of reviewing the literature and relevant theories, hypotheses are proposed and a theoretical model for this paper is constructed. A total of 253 questionnaires were distributed, and 194 valid questionnaires were recovered. An empirical analysis was conducted using the hierarchical regression analysis method, and conclusions were drawn. The main conclusions of this paper are as follows: (1) Ethical leadership significantly promotes organizational citizenship behavior. (2) Ethical leadership significantly promotes employees' organizational self - esteem. (3) Organizational self - esteem significantly promotes organizational citizenship behavior. (4) Organizational self - esteem plays an intermediary role between ethical leadership and organizational citizenship behavior. (5) Educational level positively moderates the relationship between ethical leadership and organizational self - esteem. When the educational level is high, the promoting effect of ethical leadership on employees' organizational self - esteem is strong; when the educational level is low, the promoting effect is weak. (6) Educational level positively moderates the mediating effect of ethical leadership on organizational citizenship behavior through organizational self - esteem. When the educational level is high, the mediating effect of ethical leadership on organizational citizenship behavior through organizational self - esteem is strong; conversely, the mediating effect is weak. The research in this paper provides the following management insights for employees, managers, and enterprises: Employees are encouraged to actively interact with leaders; managers are called upon to cultivate their ethical leadership behaviors and pay attention to employees' organizational self - esteem levels; enterprises are inspired to strengthen their attention to ethical leadership, focus on employees' organizational self - esteem levels, and provide targeted training for employees with different educational backgrounds.
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