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Overall justice and supervisor conscientiousness: Implications for ethical leadership and employee self-esteem

机译：总体司法和主管休斯源性：对道德领导和雇员自尊的影响

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摘要

Research on organizational justice demonstrates its consistent effect on employee organization-based self-esteem. However, little research considers how organizational justice affects employee organization-based self-esteem and when the relationship is attenuated. In an effort to extend the research regarding this particular relationship, we draw on social cognitive theory to suggest that supervisors' perceptions of overall organizational justice trickle down to impact employees' organization-based self-esteem. Specifically, we propose that supervisory ethical leadership mediates this relationship. We also examine the moderating influence of supervisor conscientiousness on this proposed trickle-down effect. We analyze these relationships in a multisource field study and find support for the mediating effect of supervisory ethical leadership and the proposed moderated mediation model. Theoretical and practical implications are discussed.
机译：组织司法的研究表明其对基于员工组织的自尊的一致影响。然而，小型研究考虑组织司法如何影响基于员工组织的自尊，以及当关系衰减时。为了努力扩展关于这种特殊关系的研究，我们借鉴了社会认知理论，表明监督员对整体组织司法的看法涓涓细流，以影响员工的基于组织的自尊。具体而言，我们建议监督道德领导层介导这种关系。我们还研究了主管休闲性对这一提议的涓滴效应的缓和影响。我们在多源实地研究中分析了这些关系，并找到了对监事道德领导的调解效果和建议的中等调解模型的支持。讨论了理论和实践影响。

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