伦理型领导对员工公正感和满意度的影响研究
发布时间：2018-11-02 11:10
【摘要】：伦理型领导的现有研究着重于对组织内部变量的影响,相对忽视其社会效应,特别是对社会层面结果变量的影响。事实上,工作和生活历来密不可分,伦理型领导不仅能在工作场所起作用,也能影响员工工作之外的生活。因此,本研究选择员工社会公正感和生活满意度作为社会层面变量的代表,试图在中国企业的情境下,探索伦理型领导的社会效应。围绕这一主题,本研究展开了相关的理论和实证研究。首先,本研究运用文献归纳分析法对伦理型领导、社会公正感、生活满意度、组织公正感以及工作满意度的定义、维度、测量、变量之间的关系进行梳理,构建研究模型,提出研究假设。其次,结合理论分析结果和实际情况,本研究设计了测量变量的问卷,在杭州主城区、桐庐、德清、桐乡等地的多家企业中展开调研,总共走访70个不同行业的团队,收集有效的领导问卷70份,有效的员工问卷276份,由此获得配对样本数据。随后,本研究根据研究目的和研究内容,运用SPSS19.0、AMOS17.0和HLM7进行统计分析。通过信度检验、因子分析、相关分析、多层线性模型分析等考察伦理型领导的社会效应及其中介作用机制,得出以下结论：(1)伦理型领导能够正向影响员工的社会公正感和生活满意度,后者随着前者的加强而加强；(2)组织公正感能够中介伦理型领导与员工社会公正感的关系,但不能中介伦理型领导与员工生活满意度的关系；(3)工作满意度能够中介伦理型领导与员工社会公正感及生活满意度的关系；(4)员工和领导对领导风格的评价较为一致,伦理型领导及其社会效应具有稳定性。最后,本研究对上述结论进行讨论,分析其可能的成因和逻辑关系,由此得出理论启示和管理启示,并提出研究不足和未来发展方向。
[Abstract]:The current research on ethical leadership focuses on the influence of internal variables on the organization, while neglecting its social effects, especially on the outcome variables at the social level. In fact, work and life have always been inseparable, ethical leadership can not only work in the workplace, but also affect the lives of employees outside of work. Therefore, this study chooses employee's sense of social justice and life satisfaction as the representative of social variables, and tries to explore the social effects of ethical leadership in the context of Chinese enterprises. Around this theme, this study carried out relevant theoretical and empirical research. First of all, this study uses the literature induction analysis method to comb the relationship between ethical leadership, social justice, life satisfaction, organizational justice and job satisfaction, and build a research model, which includes the definition, dimension, measurement, and variables of ethical leadership, social justice, life satisfaction, organizational justice and job satisfaction. The research hypothesis is put forward. Secondly, combining the results of theoretical analysis and the actual situation, this study designed a questionnaire to measure variables, and conducted research in many enterprises in Hangzhou main urban area, Tonglu, Deqing, Tongxiang and so on, and visited 70 teams from different industries. A total of 70 valid leadership questionnaires and 276 valid employee questionnaires were collected and matched sample data were obtained. Then, according to the purpose and content of the study, SPSS19.0,AMOS17.0 and HLM7 were used to carry out statistical analysis. Through reliability test, factor analysis, correlation analysis, multi-level linear model analysis, the social effect of ethical leadership and its intermediary mechanism are investigated. The conclusions are as follows: (1) Ethical leadership can positively affect the sense of social justice and life satisfaction of employees, while the latter can be strengthened with the strengthening of the former; (2) the sense of organizational justice can mediate the relationship between ethical leadership and employee's sense of social justice, but not between ethical leadership and employee's life satisfaction; (3) Job satisfaction can mediate the relationship between ethical leadership and employee's sense of social justice and life satisfaction, (4) the evaluation of leadership style is consistent, and ethical leadership and its social effect are stable. Finally, this study discusses the above conclusions, analyzes their possible causes and logical relationships, and draws theoretical and managerial revelations, and points out the lack of research and the direction of future development.
【学位授予单位】：浙江工商大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.91
本文编号：2305843
[Abstract]:The current research on ethical leadership focuses on the influence of internal variables on the organization, while neglecting its social effects, especially on the outcome variables at the social level. In fact, work and life have always been inseparable, ethical leadership can not only work in the workplace, but also affect the lives of employees outside of work. Therefore, this study chooses employee's sense of social justice and life satisfaction as the representative of social variables, and tries to explore the social effects of ethical leadership in the context of Chinese enterprises. Around this theme, this study carried out relevant theoretical and empirical research. First of all, this study uses the literature induction analysis method to comb the relationship between ethical leadership, social justice, life satisfaction, organizational justice and job satisfaction, and build a research model, which includes the definition, dimension, measurement, and variables of ethical leadership, social justice, life satisfaction, organizational justice and job satisfaction. The research hypothesis is put forward. Secondly, combining the results of theoretical analysis and the actual situation, this study designed a questionnaire to measure variables, and conducted research in many enterprises in Hangzhou main urban area, Tonglu, Deqing, Tongxiang and so on, and visited 70 teams from different industries. A total of 70 valid leadership questionnaires and 276 valid employee questionnaires were collected and matched sample data were obtained. Then, according to the purpose and content of the study, SPSS19.0,AMOS17.0 and HLM7 were used to carry out statistical analysis. Through reliability test, factor analysis, correlation analysis, multi-level linear model analysis, the social effect of ethical leadership and its intermediary mechanism are investigated. The conclusions are as follows: (1) Ethical leadership can positively affect the sense of social justice and life satisfaction of employees, while the latter can be strengthened with the strengthening of the former; (2) the sense of organizational justice can mediate the relationship between ethical leadership and employee's sense of social justice, but not between ethical leadership and employee's life satisfaction; (3) Job satisfaction can mediate the relationship between ethical leadership and employee's sense of social justice and life satisfaction, (4) the evaluation of leadership style is consistent, and ethical leadership and its social effect are stable. Finally, this study discusses the above conclusions, analyzes their possible causes and logical relationships, and draws theoretical and managerial revelations, and points out the lack of research and the direction of future development.
【学位授予单位】：浙江工商大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.91
【共引文献】
相关期刊论文 前2条
1 孟慧;宋继文;艾亦非;陈晓茹;;中国道德领导的结构与测量初探[J];管理学报;2014年08期
2 韦苗;周鸣;;医院文化建设的框架理论研究——VBIS四棱锥结构和职工三阶段发展模式[J];南京医科大学学报(社会科学版);2015年02期
，本文编号：2305843
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