Recent trends in the academic literature indicate growing interest in bottom‐up strategies for addressing workplace misconduct. Scholars argue that leaders may empower employees to speak up and engage in morally courageous behaviors (MCB) when they witness transgressions. In this research, we integrate social cognitive theory and social exchange theory to explain how and when leaders—in their capacities as role models and organizational representatives—promote employee MCB. In Study 1, we find that leader ethical role modeling influences MCB by nurturing employee moral ownership and a sense of obligation to the organization. We show that the path from moral ownership to MCB is stronger for employees with high (versus low) moral efficacy. In Study 2, we find similar results with respect to the roles of safety‐specific moral ownership and felt obligation in explaining how leader safety role modeling influences safety‐related whistleblowing, a specific form of MCB. We also replicate the moderating effect of moral efficacy on the moral ownership—whistleblowing link. However, we find an unexpected negative moderating effect on the felt obligation—whistleblowing link. We discuss the implications of these findings for understanding and promoting morally courageous behaviors in the workplace.

中文翻译：

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领导者如何在员工中养成道德上勇敢的行为？领导者的榜样，道德归属感和责任感

学术文献中的最新趋势表明，人们对于解决工作场所不当行为的自下而上的策略越来越感兴趣。学者认为，领导者可能会在看到违法行为时授权员工大声疾呼，并进行道德上勇敢的举止（MCB）。在这项研究中，我们将社会认知理论和社会交流理论相结合，以解释领导者如何以及何时以榜样和组织代表的身份来提升员工MCB。在研究1中，我们发现领导者道德角色榜样通过培养员工的道德归属感和对组织的义务感来影响MCB。我们证明，对于道德效率高（相对低）的员工，从道德所有权到拥有MCB的路径更强。在研究2中，我们在安全特定的道德所有权的角色方面发现了相似的结果，并感到有责任解释领导者安全角色建模如何影响与安全相关的举报（MCB的一种特定形式）。我们还复制了道德效力对道德所有权的适度影响-吹毛求疵的联系。但是，我们发现对所承担的义务（举报链接）产生了意想不到的负面调节作用。我们讨论了这些发现对于理解和促进工作场所中道德勇敢行为的意义。我们发现，对所承担的义务（举报链接）产生了意想不到的负面调节作用。我们讨论了这些发现对于理解和促进工作场所中道德勇敢行为的意义。我们发现，对所承担的义务（举报链接）产生了意想不到的负面调节作用。我们讨论了这些发现对于理解和促进工作场所中道德勇敢行为的意义。