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尽管已有研究发现道德型领导会通过社会学习和社会交换机制而提升下属工作绩效,但“这两种机制是否发挥同样作用”这个问题却未有相关探讨。基于社会学习和社会交换理论,本文比较了下属自我效能感和领导-部属交换在道德型领导与下属任务绩效和周边绩效之间的中介作用。以268名企业员工及其主管为对象,研究发现:(1)自我效能感和领导-部属交换在道德型领导与下属工作绩效之间均起中介作用;(2)在道德型领导对任务绩效的影响上,自我效能感和领导-部属交换的中介效应无明显差异;(3)在道德型领导对周边绩效的影响上,领导-部属交换的中介效应强于自我效能感。总体来看,本研究表明社会学习和社会交换视角均能解释道德型领导对下属绩效的作用,但对于不同的绩效类型,两种视角的解释效果有所差异。
Although some studies have found that ethical leaders can improve subordinate performance through social learning and social exchange mechanisms, the issue of whether these two mechanisms play a similar role has not been explored. Based on the theory of social learning and social exchange, this paper compares subordinates’ self-efficacy and leadership-subordinate exchange between the moral leadership and subordinate mission performance and peripheral performance. Based on 268 corporate employees and their supervisors, the study found that: (1) self-efficacy and leadership-subordinate exchange play an intermediary role between moral leadership and subordinate performance; (2) (3) In the influence of moral leadership on peripheral performance, the mediation effect of leadership-subordinate exchange is stronger than that of self-efficacy. Overall, this study shows that both social learning and social exchange perspective can explain the role of moral leadership on subordinates’ performance, but the interpretation of the two perspectives is different for different performance types.