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首页> 美国卫生研究院文献>International Journal of Environmental Research and Public Health >Ethical Leadership as the Reliever of Frontline Service Employees’ Emotional Exhaustion: A Moderated Mediation Model
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Ethical Leadership as the Reliever of Frontline Service Employees’ Emotional Exhaustion: A Moderated Mediation Model

机译：道德领导力是一线服务员工情绪疲惫的依靠：一种适度的调解模型

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摘要

Based on the conservation of resources theory, this study aims to create new knowledge on the antecedents of emotional exhaustion. We explore the internal mechanism and boundary conditions of the impact of ethical leadership on emotional exhaustion, using data gathered from 460 frontline service employees at an airport in China. Employees completed questionnaires regarding ethical leadership, emotional exhaustion, organizational embeddedness, job satisfaction, and demographic variables. After controlling for the effects of demographic variables and company tenure, ethical leadership was found to have a negative impact on emotional exhaustion (β = −0.128, < 0.01), and to be positively related to organizational embeddedness (β = 0.518, < 0.01). After adding in the mediating variable (organizational embeddedness), the effect of ethical leadership on emotional exhaustion was no longer significant (β = 0.012, ns), while organizational embeddedness emerged as significantly related to emotional exhaustion (β = −0.269, < 0.01), implying that the effect of ethical leadership on emotional exhaustion was completely mediated by organizational embeddedness. Simultaneously, the results suggested that job satisfaction could strengthen the mediating effect of organizational embeddedness on emotional exhaustion (the difference in the mediating effect between the groups with respective high and low job satisfaction was −0.096, < 0.05). This study proposed and validated a moderated mediation model, the implications of which are that ethical leadership is an effective way to alleviate frontline service employees’ emotional exhaustion.
机译：在资源节约理论的基础上，本研究旨在创造有关情绪衰竭的前因的新知识。我们使用从中国某机场的460名一线服务员工收集的数据，探索了道德领导力对情绪疲惫的影响的内部机制和边界条件。员工完成了有关道德领导力，情绪疲惫，组织内敛性，工作满意度和人口统计学变量的调查表。在控制了人口统计学变量和公司任期的影响之后，发现道德领导对情绪疲惫有负面影响（β= -0.128，<0.01），并且与组织嵌入度正相关（β= 0.518，<0.01） 。加入中介变量（组织嵌入度）后，道德领导力对情绪衰竭的影响不再显着（β= 0.012，ns），而组织嵌入度与情绪衰竭显着相关（β= -0.269，<0.01） ，这表明道德领导对情绪衰竭的影响完全由组织的嵌入性来调节。同时，结果表明工作满意度可以增强组织嵌入对情绪疲惫的调节作用（工作满意度高低组之间的调节作用差异为-0.096，<0.05）。这项研究提出并验证了一个适度的调解模型，其含义是道德领导力是减轻一线服务员工情绪疲惫的有效方法。

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