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首页> 美国卫生研究院文献>International Journal of Environmental Research and Public Health >Improving Millennial Employees’ OCB: A Multilevel Mediated and Moderated Model of Ethical Leadership
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Improving Millennial Employees’ OCB: A Multilevel Mediated and Moderated Model of Ethical Leadership

机译：完善千年雇员的OCB：一种多级介导和伦理领导的中度模型

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摘要

In the field of organizational behavior, the influence of leadership in organizations and the organizational citizenship behavior (OCB) of employees have always been two hot topics studied by scholars. However, previous studies have mainly examined the OCB of baby boomers and Generation Xers. With millennials now entering the workforce, they will highly likely not take the initiative to engage in OCB due to their different values. Scholars have found that millennials respond well to ethical leadership. Although this statement has a theoretical basis, empirical research regarding this topic is still insufficient. Thus, this study explores whether ethical leadership can effectively promote millennials’ OCB. Moreover, the mediating effect of group-level ethical climate and individual-level affective well-being, and the moderating effect of individual-level moral identity, were examined. The study hypotheses were verified based on 384 valid questionnaires collected from 61 teams using Mplus 8.3. The results showed that (1) ethical leadership was a positive predictor of millennials’ OCB; (2) ethical climate and affective well-being partially mediated the relationship between ethical leadership and OCB; and (3) moral identity moderated the relationship between ethical leadership and affective well-being and the indirect impact of ethical leadership on OCB. These findings provide empirical support for applying social learning theory, social information processing theory, and conservation of resources (COR)theory. This research also provides several managerial implications through which managers can more effectively improve the OCB of millennial employees.
机译：在组织行为领域，组织领导力的影响以及组织公民行为（OCB）的员工始终是学者研究的两个热门话题。然而，之前的研究主要研究了婴儿潮一代的OCB和一代XERS。由于目前正在进入劳动力的千禧一代，由于其不同的价值观，他们很可能不会主动地从事OCB。学者发现千禧一代对道德领导力良好。虽然这一陈述具有理论基础，但有关本主题的实证研究仍然不足。因此，本研究探讨了道德领导是否可以有效地促进千年的OCB。此外，研究了组级伦理气候和个体水平情感福祉的介导效应，以及个体级良性身份的调节效应。根据使用Mplus 8.3的61支队伍收集的384个有效问卷，验证了研究假设。结果表明，（1）道德领导是千禧一代的阳性预测因素; （2）道德气候和情感良好的良好介导伦理领导和OCB之间的关系; （3）道德认同调节道德领导力与情感福祉的关系，以及伦理领导对OCB的间接影响。这些调查结果为应用社会学习理论，社会信息处理理论和资源保护保护提供了实证支持（COR）理论。该研究还提供了几种管理意义，管理人员可以更有效地改善千禧一代员工的OCB。

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