Nội dung được dịch bởi AI, chỉ mang tính chất tham khảo
Kết hợp đạo đức và sự bao gồm: Cách thức và thời điểm lãnh đạo cấp cao tác động đến tính bao gồm trong giám sát
Tóm tắt
Nghiên cứu này nhằm tích hợp nghiên cứu về đạo đức hành vi và sự đa dạng, công bằng và bao gồm trong tổ chức, nhằm mở rộng hiểu biết của chúng tôi về các yếu tố nơi làm việc ảnh hưởng đến sự tham gia của lãnh đạo bao gồm. Để đạt được mục đích này, chúng tôi dựa vào lý thuyết xử lý thông tin xã hội để giải thích cách thức và thời điểm lãnh đạo cấp cao tác động đến tính bao gồm trong giám sát cấp trung. Chúng tôi làm rõ các mối quan hệ cơ bản này bằng cách tích hợp vai trò của lòng tự trọng dựa trên tổ chức của người giám sát và tâm trạng tiêu cực vào mô hình của chúng tôi. Chúng tôi kiểm tra mô hình khái niệm của mình trong một nghiên cứu thực địa đa nguồn với 124 cặp giám sát- nhân viên. Nghiên cứu của chúng tôi cho thấy rằng lãnh đạo đạo đức cấp cao có tác động tích cực đến lòng tự trọng dựa trên tổ chức của người giám sát cấp trung và lãnh đạo lạm dụng cấp cao có tác động tiêu cực đến lòng tự trọng OBSE của người giám sát. Ngược lại, OBSE của người giám sát có tác động tích cực đến tính bao gồm trong giám sát. Ngoài ra, chúng tôi phát hiện rằng tâm trạng tiêu cực của người giám sát có vai trò điều tiết các mối quan hệ này. Cụ thể, các mối quan hệ giữa (1) lãnh đạo đạo đức cấp cao và OBSE của người giám sát và (2) lãnh đạo lạm dụng cấp cao và OBSE của người giám sát mạnh mẽ hơn khi tâm trạng tiêu cực của người giám sát ở mức cao so với mức thấp. Tóm lại, mô hình điều hòa-môi giới giai đoạn đầu của chúng tôi được hỗ trợ. Chúng tôi kết luận bằng việc thảo luận về các hệ quả, hạn chế và nghiên cứu trong tương lai.
Từ khóa
#đạo đức hành vi #lãnh đạo bao gồm #tự trọng dựa trên tổ chức #tâm trạng tiêu cực #lãnh đạo đạo đức #lãnh đạo lạm dụngTài liệu tham khảo
Ambrose, M. L., Rice, D. B., & Mayer, D. M. (2021). Justice climate and workgroup outcomes: The role of coworker fair behavior and workgroup structure. Journal of Business Ethics, 172(1), 79–99.
Armitage, C. J., & Christian, J. (2003). From attitudes to behaviour: Basic and applied research on the theory of planned behaviour. Current Psychology, 22(3), 187–195.
Bacharach, S. B., Bamberger, P. A., & Vashdi, D. (2005). Diversity and homophily at work: Supportive relations among white and African-American peers. Academy of Management Journal, 48(4), 619–644.
Becker, T. E. (2005). Potential problems in the statistical control of variables in organizational research: A qualitative analysis with recommendations. Organizational Research Methods, 8(3), 274–289.
Bonner, J. M., Greenbaum, R. L., & Mayer, D. M. (2016). My boss is morally disengaged: The role of ethical leadership in explaining the interactive effect of supervisor and employee moral disengagement on employee behaviors. Journal of Business Ethics, 137(4), 731–742.
Bowling, N. A., Eschleman, K. J., Wang, Q., Kirkendall, C., & Alarcon, G. (2010). A meta-analysis of the predictors and consequences of organization-based self-esteem. Journal of Occupational and Organizational Psychology, 83(3), 601–626.
Brockner, J. (1988). Self-esteem at work: Research, theory, and practice. Lexington Books/DC Heath and Com.
Brown, M. E., Treviño, L. K., & Harrison, D. A. (2005). Ethical leadership: A social learning perspective for construct development and testing. Organizational Behavior and Human Decision Processes, 97, 117–134.
Burris, E. R., Detert, J. R., & Chiaburu, D. S. (2008). Quitting before leaving: The mediating effects of psychological attachment and detachment on voice. Journal of Applied Psychology, 93(4), 912–922.
Buttner, E. H., Lowe, K. B., & Billings-Harris, L. (2010). Diversity climate impact on employee of color outcomes: Does justice matter? Career Development International, 15(3), 239–258.
Buttner, E. H., Lowe, K. B., & Billings-Harris, L. (2012). An empirical test of diversity climate dimensionality and relative effects on employee of color outcomes. Journal of Business Ethics, 110(3), 247–258.
Chen, Z. X., Aryee, S., & Lee, C. (2005). Test of a mediation model of perceived organizational support. Journal of Vocational Behavior, 66(3), 457–470.
Choi, S. B., Tran, T. B. H., & Kang, S. W. (2017). Inclusive leadership and employee well-being: The mediating role of person-job fit. Journal of Happiness Studies, 18(6), 1877–1901.
Colquitt, J. A., & Zapata-Phelan, C. P. (2007). Trends in theory building and theory testing: A five-decade study of the academy of management journal. Academy of Management Journal, 50(6), 1281–1303.
Cropanzano, R., & Stein, J. H. (2009). Organizational justice and behavioral ethics: Promises and prospects. Business Ethics Quarterly, 193–233.
Demirtas, O., & Akdogan, A. A. (2015). The effect of ethical leadership behavior on ethical climate, turnover intention, and affective commitment. Journal of Business Ethics, 130(1), 59–67.
Demirtas, O., Hannah, S. T., Gok, K., Arslan, A., & Capar, N. (2017). The moderated influence of ethical leadership, via meaningful work, on followers’ engagement, organizational identification, and envy. Journal of Business Ethics, 145(1), 183–199.
Dwertmann, D. J., Nishii, L. H., & Van Knippenberg, D. (2016). Disentangling the fairness & discrimination and synergy perspectives on diversity climate: Moving the field forward. Journal of Management, 42(5), 1136–1168.
Ely, R. J., & Thomas, D. A. (2001). Cultural diversity at work: The effects of diversity perspectives on work group processes and outcomes. Administrative Science Quarterly, 46, 229–273.
Erdheim, J., Wang, M., & Zickar, M. J. (2006). Linking the Big Five personality constructs to organizational commitment. Personality and Individual Differences, 41(5), 959–970.
Farh, C. I., & Chen, Z. (2014). Beyond the individual victim: Multilevel consequences of abusive supervision in teams. Journal of Applied Psychology, 99(6), 1074–1095.
Feldman, D. C. (1984). The development and enforcement of group norms. Academy of Management Review, 9(1), 47–53.
Ferris, D. L., Spence, J. R., Brown, D. J., & Heller, D. (2012). Interpersonal injustice and workplace deviance: The role of esteem threat. Journal of Management, 38(6), 1788–1811.
Folger, R. (2001). Fairness as deonance. Theoretical and cultural perspectives on organizational justice, 3–33.
Folger, R., Ganegoda, D. B., Rice, D. B., Taylor, R., & Wo, D. X. (2013). Bounded autonomy and behavioral ethics: Deonance and reactance as competing motives. Human Relations, 66(7), 905–924.
Fritz, M. S., Taylor, A. B., & MacKinnon, D. P. (2012). Explanation of two anomalous results in statistical mediation analysis. Multivariate Behavioral Research, 47(1), 61–87.
Gardner, D. G., & Pierce, J. L. (1998). Self-esteem and self-efficacy within the organizational context: An empirical examination. Group & Organization Management, 23(1), 48–70.
Gardner, D. G., & Pierce, J. L. (2016). Organization-based self-esteem in work teams. Group Processes & Intergroup Relations, 19(3), 394–408.
Gardner, D. G., Van Dyne, L., & Pierce, J. L. (2004). The effects of pay level on organization-based self-esteem and performance: A field study. Journal of Occupational and Organizational Psychology, 77(3), 307–322.
Hannah, S. T., Jennings, P. L., Bluhm, D., Peng, A. C., & Schaubroeck, J. M. (2014). Duty orientation: Theoretical development and preliminary construct testing. Organizational Behavior and Human Decision Processes, 123(2), 220–238.
Harrison, D. A., Price, K. H., & Bell, M. P. (1998). Beyond relational demography: Time and the effects of surface-and deep-level diversity on work group cohesion. Academy of Management Journal, 41(1), 96–107.
Hayes, A. F. (2013). An introduction to mediation, moderation, and conditional process analysis: A regression-based approach. Guilford Press.
Hayes, A. F. (2015). An index and test of linear moderated mediation. Multivariate Behavioral Research, 50(1), 1–22.
Hsu, M. H., & Kuo, F. Y. (2003). The effect of organization-based self-esteem and deindividuation in protecting personal information privacy. Journal of Business Ethics, 42(4), 305–320.
Hu, X., & Shi, J. (2015). Employees’ surface acting in interactions with leaders and peers. Journal of Organizational Behavior, 36(8), 1132–1152.
Janoff-Bulman, R., Sheikh, S., & Hepp, S. (2009). Proscriptive versus prescriptive morality: Two faces of moral regulation. Journal of Personality and Social Psychology, 96(3), 521–537.
Javed, B., Naqvi, S. M. M. R., Khan, A. K., Arjoon, S., & Tayyeb, H. H. (2019). Impact of inclusive leadership on innovative work behavior: The role of psychological safety. Journal of Management & Organization, 25(1), 117–136.
Johnson, M. D., & Morgeson, F. P. (2005, August). Cognitive and affective identification in organizational settings. In Academy of management proceedings (Vol. 2005, no. 1, pp. S1-S6). Briarcliff Manor, NY 10510: Academy of Management.
Johnson, M. D., Morgeson, F. P., & Hekman, D. R. (2012). Cognitive and affective identification: Exploring the links between different forms of social identification and personality with work attitudes and behavior. Journal of Organizational Behavior, 33(8), 1142–1167.
Jöreskog, K. G., & Sörbom, D. (2006). Structural equation modeling with the SIMPLIS command language. Scientific Software.
Kaplan, S., Bradley, J. C., Luchman, J. N., & Haynes, D. (2009). On the role of positive and negative affectivity in job performance: A meta-analytic investigation. Journal of Applied Psychology, 94(1), 162–176.
Kenny, D. A. (2008). Reflections on mediation. Organizational Research Methods, 11(2), 353–358.
Kline, R. B. (2005). Methodology in the social sciences.
Letwin, C., Wo, D., Folger, R., Rice, D., Taylor, R., Richard, B., & Taylor, S. (2016). The “right” and the “good” in ethical leadership: Implications for supervisors’ performance and promotability evaluations. Journal of Business Ethics, 137(4), 743–755.
Liden, R. C., Bauer, T. N., & Erdogan, B. (2004). The role of leader-member exchange in the dynamic relationship between employer and employee: Implications for employee socialization, leaders, and organizations. The employment relationship: Examining psychological and contextual perspectives, 226–250.
Lu, J., Zhang, Z., & Jia, M. (2019). Does servant leadership affect employees’ emotional labor? A social information-processing perspective. Journal of Business Ethics, 159(2), 507–518.
MacKinnon, D. P., Warsi, G., & Dwyer, J. H. (1995). A simulation study of mediated effect measures. Multivariate Behavioral Research, 30(1), 41–62.
MacKinnon, D. P., Coxe, S., & Baraldi, A. N. (2012). Guidelines for the investigation of mediating variables in business research. Journal of Business and Psychology, 27(1), 1–14.
Masi, R. J., & Cooke, R. A. (2000). Effects of transformational leadership on subordinate motivation, empowering norms, and organizational productivity. International Journal of Organizational Analysis, 8(1), 16–47.
Mawritz, M. B., Mayer, D. M., Hoobler, J. M., Wayne, S. J., & Marinova, S. V. (2012). A trickle-down model of abusive supervision. Personnel Psychology, 65(2), 325–357.
Mawritz, M. B., Dust, S. B., & Resick, C. J. (2014). Hostile climate, abusive supervision, and employee coping: Does conscientiousness matter? Journal of Applied Psychology, 99(4), 737–747.
Mayer, D., Kuenzi, M., Greenbaum, R., Bardes, M., & Salvador, R. (2009). How low does ethical leadership flow? Examining the effects of supervisory and top management ethical leadership. Organizational Behavior and Human Decision Processes, 108, 1–13.
Mayer, D. M., Kuenzi, M., & Greenbaum, R. L. (2010). Examining the link between ethical leadership and employee misconduct: The mediating role of ethical climate. Journal of Business Ethics, 95(1), 7–16.
McAllister, D. J., & Bigley, G. A. (2002). Work context and the definition of self: How organizational care influences organization-based self-esteem. Academy of Management Journal, 45(5), 894–904.
Mechinda, P., & Patterson, P. G. (2011). The impact of service climate and service provider personality on employees' customer-oriented behavior in a high-contact setting. Journal of Services Marketing, 25(2), 101–113.
Newman, A., Nielsen, I., Smyth, R., Hirst, G., & Kennedy, S. (2018). The effects of diversity climate on the work attitudes of refugee employees: The mediating role of psychological capital and moderating role of ethnic identity. Journal of Vocational Behavior, 105, 147–158.
Norman, S. M., Gardner, D. G., & Pierce, J. L. (2015). Leader roles, organization-based self-esteem, and employee outcomes. Leadership & Organization Development Journal, 36(3), 253–270.
Palanski, M., Avey, J. B., & Jiraporn, N. (2014). The effects of ethical leadership and abusive supervision on job search behaviors in the turnover process. Journal of Business Ethics, 121(1), 135–146.
Pierce, J. L., & Gardner, D. G. (2004). Self-esteem within the work and organizational context: A review of the organization-based self-esteem literature. Journal of Management, 30(5), 591–622.
Pierce, J. L., Gardner, D. G., Cummings, L. L., & Dunham, R. B. (1989). Organization-based self-esteem: Construct definition, measurement, and validation. Academy of Management Journal, 32(3), 622–648.
Pierce, J. L., Gardner, D. G., & Crowley, C. (2016). Organization-based self-esteem and well-being: Empirical examination of a spillover effect. European Journal of Work and Organizational Psychology, 25(2), 181–199.
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903.
Priesemuth, M., Schminke, M., Ambrose, M. L., & Folger, R. (2014). Abusive supervision climate: A multiple-mediation model of its impact on group outcomes. Academy of Management Journal, 57(5), 1513–1534.
Pugh, S. D., Dietz, J., Brief, A. P., & Wiley, J. W. (2008). Looking inside and out: The impact of employee and community demographic composition on organizational diversity climate. Journal of Applied Psychology, 93(6), 1422.
Qu, R., Janssen, O., & Shi, K. (2015). Transformational leadership and follower creativity: The mediating role of follower relational identification and the moderating role of leader creativity expectations. The Leadership Quarterly, 26(2), 286–299.
Rafferty, A. E., & Restubog, S. L. D. (2011). The influence of abusive supervisors on followers' organizational citizenship behaviours: The hidden costs of abusive supervision. British Journal of Management, 22(2), 270–285.
Randel, A. E., Dean, M. A., Ehrhart, K. H., Chung, B., & Shore, L. (2016). Leader inclusiveness, psychological diversity climate, and helping behaviors. Journal of Managerial Psychology, 31(1), 216–234.
Randel, A. E., Galvin, B. M., Shore, L. M., Ehrhart, K. H., Chung, B. G., Dean, M. A., & Kedharnath, U. (2018). Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness. Human Resource Management Review, 28(2), 190–203.
Rice, D. B., Taylor, R., & Forrester, J. K. (2020a). The unwelcoming experience of abusive supervision and the impact of leader characteristics: Turning employees into poor organizational citizens and future quitters. European Journal of Work and Organizational Psychology, 29(4), 601–618.
Rice, D. B., Young, N. C., Johnson, D., Walton, R., & Stacy, S. (2020b). Overall justice and supervisor conscientiousness: Implications for ethical leadership and employee self-esteem. Business Ethics: A European Review, 29(4), 856–869.
Rice, D. B., Young, N. C., & Sheridan, S. (2021). Improving employee emotional and behavioral investments through the trickle-down effect of organizational inclusiveness and the role of moral supervisors. Journal of Business and Psychology, 36(2), 267–282.
Saks, A. M., & Ashforth, B. E. (2000). The role of dispositions, entry stressors, and behavioral plasticity theory in predicting newcomers' adjustment to work. Journal of Organizational Behavior, 21(1), 43–62.
Salancik, G., & Pfeffer, J. (1978). A social information processing approach to job attitudes and task design. Administrative Science Quarterly, 23, 224–253.
Siemsen, E., Roth, A., & Oliveira, P. (2010). Common method bias in regression models with linear, quadratic, and interaction effects. Organizational Research Methods, 13(3), 456–476.
Singh, B., & Selvarajan, T. T. (2013). Is it spillover or compensation? Effects of community and organizational diversity climates on race differentiated employee intent to stay. Journal of Business Ethics, 115(2), 259–269.
Stewart, R., Volpone, S. D., Avery, D. R., & McKay, P. (2011). You support diversity, but are you ethical? Examining the interactive effects of diversity and ethical climate perceptions on turnover intentions. Journal of Business Ethics, 100(4), 581–593.
Stoner, J., & Gallagher, V. C. (2011). The glass is half full: The positive effects of organizational identification for employees higher in negative affectivity. Journal of Applied Social Psychology, 41(7), 1793–1817.
Taggar, S., & Ellis, R. (2007). The role of leaders in shaping formal team norms. The Leadership Quarterly, 18(2), 105–120.
Tang, T. L. P., & Ibrahim, A. H. S. (1998). Antecedents of organizational citizenship behavior revisited: Public personnel in the United States and in the Middle East. Public Personnel Management, 27(4), 529–550.
Tekleab, A. G., & Taylor, M. S. (2003). Aren't there two parties in an employment relationship? Antecedents and consequences of organization–employee agreement on contract obligations and violations. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 24(5), 585–608.
Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178–190.
Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management, 33(3), 261–289.
Thornton, M. A., & Rupp, D. E. (2016). The joint effects of justice climate, group moral identity, and corporate social responsibility on the prosocial and deviant behaviors of groups. Journal of Business Ethics, 137(4), 677–697.
Vogel, R. M., & Mitchell, M. S. (2017). The motivational effects of diminished self-esteem for employees who experience abusive supervision. Journal of Management, 43(7), 2218–2251.
Wadei, K. A., Chen, L., Frempong, J., & Appienti, W. A. (2021). The mediation effect of ethical leadership and creative performance: A social information processing perspective. The Journal of Creative Behavior, 55(1), 241–254.
Watson, D., Clark, L. A., & Tellegen, A. (1988). Development and validation of brief measures of positive and negative affect: The PANAS scales. Journal of Personality and Social Psychology, 54(6), 1063–1070.
Williams, L. J., Cote, J. A., & Buckley, M. R. (1989). Lack of method variance in self-reported affect and perceptions at work: Reality or artifact? Journal of Applied Psychology, 74(3), 462.
Xu, A. J., Loi, R., & Ngo, H. Y. (2016). Ethical leadership behavior and employee justice perceptions: The mediating role of trust in organization. Journal of Business Ethics, 134(3), 493–504.
Yang, Z., Zhang, H., Kwan, H. K., & Chen, S. (2018). Crossover effects of servant leadership and job social support on employee spouses: The mediating role of employee organization-based self-esteem. Journal of Business Ethics, 147(3), 595–604.
