The Effect of Responsible Leadership on Helping Behaviors——A Multilevel Chain Mediating Model

Abstract

Abstract: Based on the social identity theory, this paper builds a multilevel model to explore how the responsible leadership affects the helping behavior and examine the chained mediating role of the rule ethical climate and the moral identity. The multilevel structural equation model is applied to analyze the data from 113 supervisors and 455 subordinates to test the hypotheses. The empirical results are as follows, the responsible leadership is positively related to the helping behavior; the relationship between the responsible leadership and the helping behavior is mediated by the moral identity; the rules ethical climate plays mediation roles between the responsible leadership and the moral identity; and the indirect relationship between the responsible leadership and the helping behavior is sequentially transmitted through the rules ethical climate and the moral identity.

Key words: Responsible Leadership, Rules Ethical Climate, Moral Identity, Helping Behavior

摘要： 当今管理者应勇于承担社会责任,在引领组织成员相互协作的同时,积极为组织内外各利益相关者提供帮助支持,传递社会共同价值,推动企业可持续发展。本文基于社会身份认同理论,构建跨层次假设模型,探讨责任型领导对员工帮助行为的直接影响,考察规则型伦理氛围和道德认同的链式中介作用。采用多水平结构模型技术,对113名部门领导和455名员工的配对样本数据进行分析,结果表明:责任型领导与员工帮助行为正相关;道德认同在责任型领导和员工帮助行为之间起中介作用;规则型伦理氛围在责任型领导与道德认同间起中介作用;责任型领导会正向且有顺序地通过规则型伦理氛围和道德认同对员工帮助行为产生影响。

关键词: 责任型领导, 规则型伦理氛围, 道德认同, 员工帮助行为

CLC Number:

F272.91

BU Xing, ZHANG Jian, LI Jingjing, ZHANG Na. The Effect of Responsible Leadership on Helping Behaviors——A Multilevel Chain Mediating Model[J]. , 2021, 37(1): 85-93.

步行, 张剑, 李精精, 张娜. 责任型领导对员工帮助行为的影响——一个跨层链式中介模型[J]. 财经论丛, 2021, 37(1): 85-93.

References

[1] 彭坚,杨红玲.责任型领导: 概念变迁理论、视角及本土启示[J]. 心理科学,2018,(6):1464-1469.
[2] Antunes A., Franco M. How People in Organizations Make Sense of Responsible Leadership Practices: Multiple Case Studies [J]. Leadership & Organization Development Journal, 2016,37(1):126-152.
[3] 郭亿馨,苏勇.责任型领导对下属组织公民行为的双刃剑效应[J]. 经济与管理研究,2018,39(5):90-102.
[4] 钟皓,田青,白敬伊.基于社会认知理论的员工帮助行为对伦理型领导的作用机制研究[J]. 管理学报,2019,16(1):64-71.
[5] Voegtlin C., Frisch C., Walther A., et al. Theoretical Development and Empirical Examination of a Three-Roles Model of Responsible Leadership[J]. Journal of Business Ethics,2019,1-21.
[6] 田立法.支持型人力资源管理系统与员工帮助行为: 个体层面心理机制的检验[J]. 中央财经大学学报,2015,(3):92.
[7] Zhu Y., Akhtar S. How Transformational Leadership Influences Follower Helping Behavior: The Role of Trust and Prosocial Motivation[J]. Journal of Organizational Behavior,2014,35(3):373-392.
[8] Hirst G., Walumbwa F., Aryee S., et al. A Multi-level Investigation of Authentic Leadership as an Antecedent of Helping Behavior[J]. Journal of Business Ethics,2016,139(3):485-499.
[9] Tepper B.J., Lockhart D., Hoobler J. Justice, Citizenship, and Role Definition Effects [J]. Journal of Applied Psychology,2001,86(4):789-796.
[10] 厉杰,鲁宁宁,韩雪.新员工反馈寻求会促进角色外行为的产生吗?自我效能与正向框架的作用[J]. 中国人力资源开发,2019,36(2):47-62.
[11] Han Z., Wang Q., Yan X. How Responsible Leadership Predicts Organizational Citizenship Behavior for the Environment in China[J]. Leadership & Organization Development Journal, 2019, 40(3): 305-318.
[12] 封子奇,王雪,金盛华,等.领导力的社会认同理论:主要内容及研究进展[J]. 心理学探新,2014,34(2):166-171.
[13] 王端旭,郑显伟.员工道德认同与任务绩效:基于人际交换关系视角[J]. 商业经济与管理,2014,(11):57-65.
[14] Shao R., Aquino K., Freeman D. Beyond Moral Reasoning: A Review of Moral Identity Research and Its Implications for Business Ethics[J]. Business Ethics Quarterly,2008,18(4):513-540.
[15] 大卫·V.戴,约翰·安东纳基斯.领导力的本质[M]. 林嵩,徐中,译.北京:北京大学出版社,2015.
[16] Schminke M., Abrose M.L., Neubaum D.O. The Effect of Leader Moral Development on Ethical Climate and Employee Attitudes[J]. Organizational Behavior and Human Decision Processes,2005,97(2):135-151.
[17] 张桂平,刘玥.社会责任型人力资源管理对员工主动服务行为的影响机制研究[J]. 中国人力资源开发,2019,36(5):6-21.
[18] 张永军,江晓燕,赵国祥.伦理氛围与亲组织非伦理行为:道德辩护的中介效应[J]. 心理科学,2017,40(5):1189-1194.
[19] 文鹏,夏玲.责任型领导研究述评与展望[J]. 外国经济与管理,2015,37(11):38-49,84.
[20] Haque A., Fernando M., Caputi P. Responsible Leadership, Affective Commitment and Intention to Quit: An Individual Level Analysis[J]. Leadership & Organization Development Journal,2019,40(1):45-64.
[21] Van dyne L., Lepine J.A. Helping and Voice Extra-Role Behaviors: Evidence of Construct and Predictive Validity[J]. Academy of Management Journal,1998,41(1):108-119.
[22] 刘蕴.道德型领导对员工帮助行为的影响机制——基于自我概念的视角[J]. 经济管理, 2016,(1): 84-93.
[23] Van dyne L., Cummings L.L., Parks J.M. Extra-Role Behaviors: In Pursuit of Construct and Definitional Clarity[J]. Research in Organizational Behavior,1995,17:215-285.
[24] 文鹏,夏玲,陈诚.责任型领导对员工揭发意愿与非伦理行为的影响[J]. 经济管理,2016,(7):82-93.
[25] Aquino K., Reed II.A. The Self-Importance of Moral Identity [J]. Journal of Personality and Social Psychology,2002,83(6):1423-1440.
[26] 孙佳思,叶龙,张启超,等.辱虐管理与员工欺骗行为:基于自我保护理论视角[J]. 中国人力资源开发,2019,36(1):97-107.
[27] Shin Y., Sung S.Y., Choi J.N., et al. Top Management Ethical Leadership and Firm Performance: Mediating Role of Ethical and Procedural Justice Climate[J]. Journal of Business Ethics,2015,129(1):43-57.
[28] Haque A., Fernando M., Caputi P. The Relationship Between Responsible Leadership and Organisational Commitment and the Mediating Effect of Employee Turnover Intentions: An Empirical Study with Australian Employees[J]. Journal of Business Ethics,2019,156(3):759-774.
[29] 章发旺,廖建桥.伦理型领导与伦理问题报告:道德效力与道德认同的作用[J]. 管理评论,2017,29(12):94-105.
[30] Reynolds S.J., Ceranic T.L. The Effects of Moral Judgment and Moral Identity on Moral Behavior: An Empirical Examination of the Moral Individual[J]. Journal of Applied Psychology,2007,92(6):1610-1624.
[31] Matta F.K., Scott B.A., Koopman J., et al. Does Seeing “Eye To Eye” Affect Work Engagement and OCB? A Role Theory Perspective on LMX Agreement[J]. Academy of Management Journal,2015,58(6):1686–1708.
[32] Marin K.D., Cullen J.B. Continuities and Extensions of Ethical Climate Theory: A Meta-Analytic Review [J]. Journal of Business Ethics,2006,69(2):175-194.
[33] Moore C., Detert J.R., Trevino L.K., et al. Why Employees Do Bad Things: Moral Disengagement and Unethical Organizational Behavior[J]. Personnel Psychology,2012,65(1): 1-48.
[34] 吴红梅.西方组织伦理氛围研究探析[J]. 外国经济与管理,2005,27(9):32-38.
[35] Liden R.C., Erdogan B., Wayne S.J., et al. Leader-Member Exchange, Differentiation, and Task Interdependence: Implications for Individual and Group Performance[J]. Journal of Organizational Behavior.,2016,27:723-746.
[36] 郭桂梅,段兴民.不同领导行为对员工创造性差异化影响的实证研究[J]. 管理科学,2008,21(1):49-57.
[37] Brislin R.W. Translation and Content Analysis of Oral and Written Material [Z]. Boston: Allyn & Bacon. 1980. 389-444.
[38] Voegtlin C. Development of a Scale Measuring Discursive Responsible Leadership[J]. Journal of Business Ethics,2011,98(6):57-73.
[39] May D.R., Chang Y.K., Shao R. Does Ethical Membership Matter? Moral Identification and Its Organizational Implications[J]. Journal of Applied Psychology,2015,100(3):681-694.
[40] Victor B., Cullen J.B. The organizational bases of ethical work climates [J]. Administrative Science Quarterly,1988,33(1):101-125.
[41] Lin W., Koopmann J., Wang M. How Does Workplace Helping Behavior Step Up or Slack Off? Integrating Enrichment-Based and Depletion-Based Perspectives [J]. Journal of Management,2018,46(3):385-413.
[42] Peng A.C., Zeng W. Workplace Ostracism and Deviant and Helping Behaviors: The Moderating Role of 360 Degree Feedback[J]. Journal of Organizational Behavior,2017,38(6):833-855.
[43] Meynhardt T., Brieger S.A., Hermann C. Organizational Public Value and Employee Life Satisfaction: The Mediating Roles of Work Engagement and Organizational Citizenship Behavior [J]. The International Journal of Human Resource Management,2018,31(12):1560-1593.
[44] Klotz A.C., Bolino M.C., Song H., et al. Examining the Nature, Causes, and Consequences of Profiles of Organizational Citizenship Behavior [J]. Journal of Organizational Behavior, 2018, 39(5): 629-47.
[45] 张建人,周子凤,王洪晶,等.新入职公务员组织公民行为特点及与工作满意度的关系[J]. 中国临床心理学杂志,2017,25(3):524-526,30.
[46] 张若勇,张柳柳,王海珍.差错规避对部门绩效的影响:一个跨层链式中介模型[J]. 管理评论,2017,29(4):143-153.
[47] Castro S.L. Data Analytic Methods for the Analysis of Multilevel Questions: A Comparison of Intraclass Correlation Coefficients, Rwg(j), Hierarchical Linear Modeling, Within- and Between-Analysis, and Random Group Resampling [J]. The Leadership Quarterly,2002,13(1):69-93.
[48] Novicevic M.M., Zikic J., Martin J., et al. Responsible executive leadership [J]. Journal of Management History,2013,19(4):474-491.