道德領導與員工心理彈性關係探究：以感知義務和自我效能為中介變數

Abstract

學者指出員工的心理彈性對其變動環境中的職業生涯成功具備關鍵作用。管理者作為組織的稀有資源，其道德領導作為對員工的工作態度與工作表現的重要性已不言而喻。揭示道德領導對對員工心理彈性的影響機制將說明道德領導如何對員工產生良好的影響。 因此，本研究希望通過員工的感知義務和自我效能等因素來探討道德領導和員工心理彈性的關係，並期盼研究結果能作為企業在管理研究時的一些參考。 本研究以相關學者的研究為基礎，以臺灣和大陸員工作為研究對象，採用問卷調查方式搜集資料，共收到229份有效問卷。經過實證分析得到以下結果：（1）道德領導、員工的感知義務和自我效能對心理彈性有顯著影響；（2）員工的感知義務和自我效能在道德領導和心理彈性之間起完全中介作用。

With the emerging new career Paradigm of “Protean career”, People have viewed great changes in the work place. In response to the revolution in the world of work, many scholars and practitioners advocate individual employees to build high resilience to achieve success in the turbulent and uncertain workplace. Since as the key resource of organization, managers need to be ethical. Many scholars have found that ethical leadership plays an important role in promoting employees’ job attitude and working performance. The main purpose of this study is to focus on the relationship between ethical leadership and employees’ resilience. Drawing on the self-efficacy theory and the social exchange theory, the study proposed self-efficacy and felt obligation as mediators for the relationship between ethical leadership and employee resilience. According to the survey data from 229 employees, our hypothesis testing showed that (1) ethical leadership, felt obligation and self-efficacy have a significant impact on employee resilience; and (2) felt obligation and self-efficacy mediated fully the relationship between ethical leadership and employee resilience.