本文選題：倫理型領(lǐng)導(dǎo) + 倫理問題報(bào)告　； 參考：《華中科技大學(xué)》2016年博士論文

【摘要】：近年來,組織中的非倫理行為與倫理失范問題頻發(fā),對(duì)組織的長期績效和持續(xù)發(fā)展造成了嚴(yán)重危害。由于非倫理行為存在隱蔽性,監(jiān)督成本較高,鼓勵(lì)員工主動(dòng)報(bào)告?zhèn)惱韱栴}已成為組織加強(qiáng)倫理管理的重要手段。而作為一種積極領(lǐng)導(dǎo)行為,倫理型領(lǐng)導(dǎo)專注于倫理管理,對(duì)激發(fā)員工的倫理行為具有直接的影響效應(yīng)。通過對(duì)倫理型領(lǐng)導(dǎo)與倫理問題報(bào)告相關(guān)文獻(xiàn)的梳理,發(fā)現(xiàn)當(dāng)前倫理型領(lǐng)導(dǎo)對(duì)倫理問題報(bào)告的作用機(jī)制研究存在著以下三方面的不足：一是僅從降低消極認(rèn)知的角度解釋倫理型領(lǐng)導(dǎo)激發(fā)倫理問題報(bào)告的心理機(jī)制,忽視了積極心理能力的作用；二是過度強(qiáng)調(diào)倫理型領(lǐng)導(dǎo)影響倫理問題報(bào)告的認(rèn)知過程,忽視了倫理行為激發(fā)的情感機(jī)制；三是僅從單一層面探討倫理型領(lǐng)導(dǎo)對(duì)倫理問題報(bào)告的促發(fā)過程,忽視了群體內(nèi)多層面與跨層面的作用機(jī)制�；诖�,本文通過三個(gè)實(shí)證研究從道德意動(dòng)能力視角、道德情緒視角以及道德信息加工視角,探討了倫理型領(lǐng)導(dǎo)激發(fā)倫理問題報(bào)告的認(rèn)知驅(qū)動(dòng)路徑、情感驅(qū)動(dòng)路徑以及多層次與跨層次作用過程。實(shí)證研究一從道德意動(dòng)能力視角探討道德效力在倫理型領(lǐng)導(dǎo)與倫理問題報(bào)告間的中介作用以及道德認(rèn)同在其中的調(diào)節(jié)效應(yīng)。通過為期一個(gè)半月的兩階段問卷調(diào)查方式,收集了多個(gè)企業(yè)的326名員工樣本。層級(jí)線性回歸分析結(jié)果表明,倫理型領(lǐng)導(dǎo)顯著正向影響員工的倫理問題報(bào)告,道德效力在二者間起部分中介作用。此外,道德認(rèn)同顯著正向調(diào)節(jié)倫理型領(lǐng)導(dǎo)與倫理問題報(bào)告間的關(guān)系,顯著負(fù)向調(diào)節(jié)倫理型領(lǐng)導(dǎo)與道德效力間的關(guān)系,同時(shí)對(duì)道德效力在倫理型領(lǐng)導(dǎo)與倫理問題報(bào)告間的中介作用具有顯著調(diào)節(jié)效應(yīng)。實(shí)證研究二基于情感事件理論,采用問卷調(diào)查與情境實(shí)驗(yàn)相結(jié)合的方法,分別檢驗(yàn)穩(wěn)定情感狀態(tài)與短時(shí)情緒體驗(yàn)在倫理型領(lǐng)導(dǎo)激發(fā)員工倫理問題報(bào)告過程中的作用。研究方法一采用兩階段問卷調(diào)查方式收集了318名員工樣本數(shù)據(jù)。研究方法二以96名大學(xué)生為對(duì)象,采用了2(倫理型領(lǐng)導(dǎo)：倫理VS非倫理)×2(道德強(qiáng)度：高VS低)的情境實(shí)驗(yàn)設(shè)計(jì)。研究結(jié)果表明,道德情緒在倫理型領(lǐng)導(dǎo)與倫理問題報(bào)告的正向關(guān)系間起部分中介作用。此外,道德強(qiáng)度顯著調(diào)節(jié)倫理型領(lǐng)導(dǎo)與道德情緒之間的關(guān)系,同時(shí)顯著調(diào)節(jié)道德情緒在倫理型領(lǐng)導(dǎo)與倫理問題報(bào)告之間的中介效應(yīng)。實(shí)證研究三通過構(gòu)建多層次模型,從道德信息加工視角探討倫理型領(lǐng)導(dǎo)對(duì)倫理問題報(bào)告的多層次與跨層次作用機(jī)制。采用兩階段問卷調(diào)查方式收集67名團(tuán)隊(duì)領(lǐng)導(dǎo)與302名員工調(diào)查樣本。HLM的分析結(jié)果表明,團(tuán)隊(duì)導(dǎo)向與個(gè)體導(dǎo)向的倫理型領(lǐng)導(dǎo)均對(duì)員工倫理問題報(bào)告具有顯著正向作用；倫理氛圍完全中介團(tuán)隊(duì)導(dǎo)向的倫理型領(lǐng)導(dǎo)與倫理問題報(bào)告之間的關(guān)系；倫理氛圍與倫理型領(lǐng)導(dǎo)感知差異化對(duì)個(gè)體導(dǎo)向的倫理型領(lǐng)導(dǎo)與倫理問題報(bào)告間的關(guān)系均有顯著調(diào)節(jié)效應(yīng)。最后,本文總結(jié)了主要研究結(jié)論與理論啟示,并指出本文的研究局限及未來研究方向。
[Abstract]:In recent years, the unethical and ethical anomie problems in the organization have caused serious harm to the long-term performance and sustainable development of the organization. Because of the concealment of the non ethical behavior, the high cost of supervision and the encouragement of the staff to report the ethical problems have become an important means to strengthen the ethical management. Therefore, ethical leadership focuses on ethical management and has a direct impact on the ethical behavior of employees. Through the combing of relevant literature on ethical leadership and ethical issues, it is found that there are three shortcomings in the study of the role mechanism of ethical leadership on ethical issues: one is to reduce negative recognition only. The point of view is to explain the psychological mechanism of ethical leaders to stimulate ethical issues and ignore the role of positive mental abilities; two the overemphasis on the cognitive process of ethical leadership to influence ethical issues, and the neglect of the emotional mechanism inspired by ethical behavior; and the three is to report ethical leadership to ethical issues only from a single level. On the basis of three empirical studies, this paper discusses the cognitive drive path, emotional driving path, multi-level and cross layer from the perspective of moral intention, moral emotion and moral information processing. An empirical study on the mediating role of moral effectiveness between ethical leadership and ethical issues and the regulatory effect of moral identity from the perspective of moral activity. Through a two stage questionnaire for one and a half months, a sample of 326 employees in multiple enterprises was collected. A hierarchical linear regression analysis was used. The results show that ethical leadership has a significant positive impact on the ethical issues of employees, and moral effectiveness plays a partial intermediary role between the two. In addition, moral identity significantly regulates the relationship between ethical leadership and ethical issues, and significantly negatively regulates the relationship between ethical leadership and the effectiveness of Taoist ethics, and moral effectiveness in ethics. The intermediary role of type leadership and ethical problem reports has significant moderating effect. Empirical study two, based on the theory of emotional events, uses a combination of questionnaire and situational experiments to examine the role of stable emotional state and short-term emotional experience in the process of stimulating the staff 's problem report by ethical leadership. A two stage questionnaire was used to collect 318 employee sample data. The study method two took 96 college students as subjects, and adopted 2 (Ethical Leadership: ethical VS non ethical) x 2 (moral intensity: high VS low) situational experiment design. The results showed that moral emotion was between the positive relationship between the ethics leadership and the ethical problem report. In addition, the moral intensity significantly regulates the relationship between ethical leadership and moral emotion, and significantly regulates the mediating effect of moral emotion between ethical leadership and ethical problem reports. Empirical study three discusses ethical leadership's report on ethical issues from the perspective of moral information addition. The results of the two stage questionnaire survey of 67 team leaders and 302 employee survey samples.HLM showed that team oriented and individual oriented ethical leadership had a significant positive effect on the staff ethics report, and the ethical climate was completely mediated by the ethical leadership. The relationship between guidance and ethical issues reports; the difference between ethical atmosphere and ethical leadership perception has a significant adjustment effect on the relationship between individual oriented ethical leadership and ethical problem reports. Finally, this paper summarizes the main research conclusions and theoretical enlightenment, and points out the limitations of the research and the future research direction.
【學(xué)位授予單位】：華中科技大學(xué)
【學(xué)位級(jí)別】：博士
【學(xué)位授予年份】：2016
【分類號(hào)】：F272.92

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