Transformational Leadership, Interactional Justice, and Organizational Citizenship Behavior: The Effects of Racial and Gender Dissimilarity Between Supervisors and Subordinates

被引：55

作者：

Carter, Min Z. ^{[1
]}

Mossholder, Kevin W. ^{[2
]}

Feild, Hubert S. ^{[2
]}

Armenakis, Achilles A. ^{[2
]}

机构：

[1] Troy Univ, Dept Management, Troy, AL 36082 USA

[2] Auburn Univ, Dept Management, Auburn, AL 36849 USA

来源：

GROUP & ORGANIZATION MANAGEMENT | 2014年 / 39卷 / 06期

关键词：

transformational leadership; interactional justice; relational demography; organizational citizenship behavior; RELATIONAL DEMOGRAPHY; TRANSACTIONAL LEADERSHIP; FAIRNESS PERCEPTIONS; MANAGING DIVERSITY; PROCEDURAL JUSTICE; STEREOTYPE THREAT; METAANALYTIC TEST; SOCIAL IDENTITY; JOB-PERFORMANCE; SELF-REGULATION;

D O I：

10.1177/1059601114551605

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

We examined the mediating influence of interactional justice on relations between transformational leadership and organizational citizenship behavior (OCB). Because the relational context in which supervisors and subordinates interact could influence the mediated effect of transformational leadership on OCB, we developed a first stage moderation model and examined supervisor-subordinate dissimilarities in race and gender as potential moderating variables. Analyses performed using 230 supervisor-subordinate dyads showed that racial dissimilarity moderated the mediated effect of transformational leadership on OCB transmitted through interactional justice. As hypothesized, the mediated effect of transformational leadership on OCB was stronger for subordinates who were racially dissimilar to their supervisors. Gender dissimilarity did not moderate the mediation model.

引用

页码：691 / 719

页数：29

共 99 条

[1]

Aiken L. S., 1991, Multiple regression: Testing and interpreting interactions

[2] Trickle-Down Effects of Supervisor Perceptions of Interactional Justice: A Moderated Mediation Approach [J].