Abstract

Previous studies have investigated the leadership factors that act as predictors of employee thriving. Yet, there is scarce empirical research on leaders’ self-serving and ethical behaviors. Thus, this study aims to explore how these behaviors influence employee thriving and proposes interpersonal justice perception as an underlying mediation mechanism. Three-wave web-based surveys are utilized to collect data from 158 participants. The research model is tested using partial least squares structural equation modeling. The results indicate that employees’ perception of interpersonal justice mediates the effects of leaders’ self-serving and ethical behaviors on employees’ learning-thriving. However, employees’ perception of interpersonal justice does not mediate their vitality-thriving. These findings reveal that interpersonal justice perception is not equally important for learning-thriving and vitality-thriving. This study represents an original effort to examine employee learning-thriving from the perspective of leaders’ self-serving and ethical behaviors. It also presents a novel effort to uncover interpersonal justice perception as an explanatory mediation mechanism for learning-thriving.

中文翻译：

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领导者的自私和道德行为对员工成长的影响：人际正义感的中介作用

摘要

之前的研究调查了预测员工发展的领导因素。然而，关于领导者的自私和道德行为的实证研究却很少。因此，本研究旨在探讨这些行为如何影响员工的成长，并提出人际正义感作为潜在的中介机制。利用三轮网络调查收集 158 名参与者的数据。使用偏最小二乘结构方程模型对研究模型进行了测试。结果表明，员工对人际正义的感知在领导者的自私和道德行为对员工学习蓬勃发展的影响中起到中介作用。然而，员工对人际公平的认知并不能调节他们的活力。这些发现表明，人际正义感对于学习蓬勃发展和活力蓬勃发展并不同样重要。这项研究代表了从领导者的自私和道德行为的角度来审视员工学习蓬勃发展的原创性努力。它还提出了一种新颖的努力，以揭示人际正义感知作为学习蓬勃发展的解释性中介机制。