ABSTRACT

This research shows the importance of supervisor organizational embodiment (SOE) for the relationship between ethical leadership and organizational identification. Drawing on the social identity model of organizational leadership, we propose that ethical leaders promote organizational identification and subsequently extra-role performance only when employees perceive that their leader shares the values and norms of their organization. In a two-wave study and a multi-source study, our findings suggest that the benefits of ethical leadership for organizational identification and consequently extra-role performance are dependent on high levels of SOE; when it is low, ethical leadership does not foster organizational identification, rendering SOE a necessary condition for this relationship. Further, the stability of the effects using multiple research designs strengthens the robustness of our findings. Theoretical and practical implications are discussed.

摘要

本研究表明主管组织实施 (SOE) 对于道德领导与组织认同之间关系的重要性。借鉴组织领导的社会认同模型，我们建议只有当员工认为他们的领导分享其组织的价值观和规范时，道德领导才能促进组织认同和随后的角色外绩效。在一项两波研究和一项多源研究中，我们的研究结果表明，道德领导对组织认同和角色外绩效的益处取决于高水平的国有企业；当它低时，道德领导不促进组织认同，使国有企业成为这种关系的必要条件。进一步，使用多种研究设计的效果的稳定性增强了我们研究结果的稳健性。讨论了理论和实践意义。