Developmental leadership and organizational citizenship behavior: Mediating effects of self-determination, supervisor identification, and organizational identification

被引：119

作者：

Zhang, Yan ^{[1
]}

Chen, Chao C. ^{[2
]}

机构：

[1] Peking Univ, Dept Psychol, Beijing 100871, Peoples R China

[2] Nanjing Univ, Sch Business, Nanjing, Jiangsu, Peoples R China

来源：

LEADERSHIP QUARTERLY | 2013年 / 24卷 / 04期

基金：

中国国家自然科学基金;

关键词：

Developmental leadership; Organizational citizenship behavior; Organizational identification; Self-determination; Supervisor identification; PATH-GOAL THEORY; GOODNESS-OF-FIT; TRANSFORMATIONAL LEADERSHIP; MEMBER EXCHANGE; PSYCHOLOGICAL EMPOWERMENT; INTRINSIC MOTIVATION; EMPLOYEE CREATIVITY; SOCIAL-EXCHANGE; PERFORMANCE; IDENTITY;

D O I：

10.1016/j.leaqua.2013.03.007

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

The authors investigate three levels of self-identity in the workplace self-determination, supervisor identification, and organizational identification for their mediating effects on developmental leadership and organizational citizenship behaviors. Data from 469 supervisor-subordinate dyads in two Chinese firms show that supervisor identification is the strongest mediator, self-determination is the second, and organizational leadership is the third. Theoretical and practical implications are discussed. (C) 2013 Elsevier Inc. All rights reserved.

引用

页码：534 / 543

页数：10