家長式領導與倫理氣候如何促進公民行為：跨層次分析觀點

How Paternalistic Leadership and Ethical Climate Promote Citizenship Behavior: The View of Cross-level Analysis

黃靖文(Jing-Wen Huang)；張韶蘭(Shao-Lan Chang)

家長式領導 ； 倫理氣候 ； 公民行為 ； 跨層次分析 ； Paternalistic Leadership ； Ethical Climate ； Citizenship Behavior ； Cross-Level Analysis

中原企管評論

19卷1期（2021 / 04 / 01）

47 - 66

繁體中文

家長式領導是華人領導模式的獨特形態，現有的文獻中家長式領導大多是以企業組織、運動團隊為研究對象，較少以學校組織為對象。而目前對於家長式領導的文獻大多以單一層次為主，較少同時整合個人層次以及組織層次之效果。本研究以階層線性模式來探討組織層次的家長式領導是否可透過形塑組織倫理氣候，跨層次影響個人層次的教師公民行為，本研究採用分層隨機抽樣，以台灣公立國民小學教師所填答之問卷作為跨層次迴歸分析之資料來源。本研究之發現與貢獻如下：1.仁慈式、德行式、威權式領導對於組織倫理氣候有不同的影響效果；2.仁慈式領導與德行式領導對於教師公民行為有正面效果，威權式領導則為負面效果；3.關懷型與原則型倫理氣候對教師公民行為有正面效果，自利型倫理氣候則為負面效果；4.組織倫理氣候會中介組織層次家長式領導與教師公民行為之間的關係。對提升教師公民行為而言，學校領導者除了善用家長式領導之外，更應重視形塑利他人與利組織的倫理氣候，以有效轉化家長式領導與教師公民行為之間的正向關係。

Paternalistic leadership is an unique leadership model for Chinese society. Most existing literature explores paternalistic leadership in the contexts of enterprises and sports teams. Little research integrates organizational level and individual level to explore paternalistic leadership. This study uses hierarchical linear modeling to explore whether the paternalistic leadership at the organizational level can influence ethical climate, and then affect the teacher's citizenship behavior at the individual level. The stratified random sampling was used to collect data. The questionnaires collected from the teachers of elementary schools in Taiwan were used for cross-level regression analysis. The findings of this study revealed different effects of paternalistic leadership on organizational ethical climate. Paternalistic leadership and ethical climate have significantly effects on teacher's citizenship behavior. Ethical climate has a cross-level mediating effect on the relationship between organizational level paternalistic leadership and teacher's citizenship behavior. To promote teacher's citizenship behavior, school leaders should realize that building positive ethical climate can effectively transform the relationship between paternalistic leadership and teacher's citizenship behavior.

1. Cheng, B. S.,Lin, T. T.,Cheng, H. Y.,Chou, L. F.,Jen, C. K.,Farh, J. L(2010).Paternalistic leadership and employee effectiveness: A multiple-level-of-analysis perspective.Chinese Journal of Psychology,52(1),1-23.
   連結：
2. Farh, J. L.,Cheng, B. S.(2000).A cultural analysis of paternalistic leadership in Chinese organizations.Management and organizations in the Chinese context,London:
   連結：
3. 王娜玲(2009)。臺北市國小校長領導行為與教師組織公民行為之研究。臺北市立教育大學學報，40(1)，119-156。
   連結：
4. 李立良,張家銘(2014)。大學體育室主任家長式領導對教師工作滿意與組織公民行為影響關係：以領導者與部屬交換關係為中介變項。臺灣體育運動管理學報，14(1)，115-144。
   連結：
5. 李庭閣,張珈進,黃少宇,嚴國晉(2016)。家長式領導與部屬工作績效之關係：探討情緒勞動演出的中介效果。人力資源管理學報，16(3)，93-129。
   連結：
6. 周婉茹,鄭伯壎(2014)。團隊中的差別對待：角色分化下的分隔與激勵效果。人力資源管理學報，14(4)，1-29。
   連結：
7. 林姿葶,姜定宇,蕭景鴻,鄭伯壎(2014)。家長式領導效能：後設分析研究。本土心理學研究，42，181-249。
   連結：
8. 林姿葶,鄭伯壎,周麗芳(2014)。家長式領導：回顧與前瞻。本土心理學研究，42，3-82。
   連結：
9. 高三褔,張俊一(2015)。家長式領導在運動團隊的研究：期刊論文的回顧與分析。臺灣運動心理學報，15(2)，75-106。
   連結：
10. 張博楷,蕭佳純(2013)。國民小學教師知覺領導者與部屬交換關係與組織公民行為關係之研究－工作滿意度的中介效果與家長式領導之調節效果。教育學誌，30，41-83。
    連結：
11. 連玉輝,Huang,鄭伯壎(2018)。家長式領導動態歷程分析：以頂尖運動員及其教練為例。本土心理學研究，50，151-207。
    連結：
12. 陳嵩,林伶瑾,楊素卿(2018)。上司信任部屬的前因及對領導行為之影響：上司信任傾向的調節角色。人力資源管理學報，18(1)，85-127。
    連結：
13. 陳嵩,陳光偉,李佩芬(2011)。垂直人際信任對部屬工作績效之影響：上司家長式領導的角色。管理學報，28(1)，1-29。
    連結：
14. 陳銘薰,游淑萍(2015)。工作價值觀、家長式領導與組織公民行為影響之研究。商管科技季刊，16(4)，535-591。
    連結：
15. 湯慧娟,宋一夫(2010)。教練領導行為、情緒感受與運動員領導信任。臺大體育學報，18，45-55。
    連結：
16. 樊景立,懷明雲(2014)。修正工具、對話西方：家長式領導的發展前景。本土心理學研究，42，109-123。
    連結：
17. 鄭伯壎,林姿葶,鄭弘岳,周麗芳,任金剛,樊景立(2010)。家長式領導與部屬效能：多層次分析觀點。中華心理學刊，52，1-23。
    連結：
18. 鄭伯壎,謝佩鴛,周麗芳(2002)。校長領導作風、上下關係品質及教師角色外行為：轉型式與家長領導的效果。本土心理學研究，17，105-161。
    連結：
19. Alam, K. F(1999).Business ethics in New Zealand organizations: Views from the middle and lower level managers.Journal of Business Ethics,22(2),145-153.
20. Aljojo, N.,Alshamasi, A.(2018).Impact of paternalistic leadership on organizational commitment and organizational citizenship: A case study of government hospitals in Saudi Arabia.Organizational Cultures: An International Journal,18(2),15-33.
21. Bagozzi, R. P.,Yi, Y.(1988).On the evaluation of structural equation models.Academic of Marketing Science,16(1),76-94.
22. Chen, X. P.,Eberly, M. B.,Chiang, T. J.,Farh, J. L.,Cheng, B. S(2014).Affective trust in Chinese leaders: Linking paternalistic leadership to employee performance.Journal of Management,40(3),796-819.
23. Cheng, M. Y.,Wang, L.(2015).The mediating effect of ethical climate on the relationship between paternalistic leadership and team identification: A team-level analysis in the Chinese context.Journal of Business Ethics,129(3),639-654.
24. Cohen, J.(1988).Statistical power analysis for the behavioral sciences.Hillsdale, NJ:Lawrence Erlbaum Associates.
25. Cullen, J. B.,Parboteeah, K. P.,Victor, B.(2003).The effects of ethical climates on organizational commitment: A two-study analysis.Journal of Business Ethics,46(2),121-141.
26. Day, D. V.,Schyns, B.(2010).The importance of agreement and consensus in leadership research: Introduction to the special issue.European Journal of Work and Organizational Psychology,19(3),253-258.
27. DeConinck, J. B.(2015).Outcomes of ethical leadership among salespeople.Journal of Business Research,68(5),1086-1093.
28. Erben, G. S.,Günešer, A. B.(2008).The relationship between paternalistic leadership and organizational commitment: Investigating the role of climate regarding ethics.Journal of Business Ethics,82(4),955-968.
29. Farh, J. L.,Liang, J.,Chou, L. F.,Cheng, B. S(2008).Paternalistic leadership in Chinese Organizations: Research progress and future research direction.Leadership and management in China: Philosophies, theories and practices,London:
30. Hair, J. F.,Black, W. C.,Babin, B. J.,Anderson, R. E(2010).Multivariate data analysis: A global perspective.Sassle River, NJ:Prentice- Hall.
31. Hambrick, D. C.(2007).Upper echelons theory: An update.Academy of Management Review,32(2),334-343.
32. Hiller, N. J.,Sin, H. P.,Ponnapalli, A. R.,Ozgen, S.(2019).Benevolence and authority as WEIRDly unfamiliar: A multi-language meta-analysis of paternalistic leadership behaviors from 152 studies.The Leadership Quarterly,30(1),165-184.
33. Hofmann, D. A.,Gavin, M. B.(1998).Centering decisions in hierarchical linear models: Implications for research in organizations.Journal of Management,24(5),623-641.
34. Hogg, M. A.,van Knippenberg, D.,Rast, D. E, III(2012).The social identity theory of leadership: Theoretical origins, research findings, and conceptual developments.European Review of Social Psychology,23(1),258-304.
35. James, L. R.,Demaree, R. G.,Wolf, G.(1984).Estimating within-group interrater reliability with and without response bias.Journal of Applied Psychology,69(1),85-98.
36. Klein, K. J.,Kozlowski, S. W. J.(2000).From micro to meso: Critical steps in conceptualizing and conducting multilevel research.Organizational Research Methods,3,211-236.
37. Krull, J. L.,MacKinnon, D. P.(2001).Multilevel modeling of individual and group level mediated effects.Multivariate Behavioral Research,36(2),249-277.
38. Leung, A. S. M.(2008).Matching ethical work climate to in-role and extra-role Behaviors in a collectivist work setting.Journal of Business Ethics,79(1-2),43-55.
39. Mansur, J.,Sobral, F.,Goldszmidt, R.(2017).Shades of paternalistic leadership across cultures.Journal of World Business,52(5),702-713.
40. Ö tken, A. B.,Cenkci, T.(2012).The Impact of Paternalistic Leadership on Ethical Climate: The Moderating Role of Trust in Leader.Journal of Business Ethics,108(4),525-536.
41. Podsakoff, P. M.,MacKenzie, S. B.,Lee, J. Y.(2003).Common method biases in behavioral research: A critical review of the literature and recommended remedies.Journal of Applied Psychology,88,879-903.
42. Redding, S. G.(1990).The spirit of Chinese capitalism.New York:Water de Gruyter.
43. Shin, Y.(2012).CEO ethical leadership, ethical climate, climate strength, and collective organizational citizenship behavior.Journal of Business Ethics,108(3),299-312.
44. Tsai, M. T.,Huang, C. C.(2008).The relationship among ethical climate types, facets of job satisfaction, and the three components of organizational commitment: A study of Nurses in Taiwan.Journal of Business Ethics,80(3),565-581.
45. Wang, Z.,Xu, H.,Liu, Y.(2018).How does ethical leadership trickle down? Test of an integrative dual-process model.Journal of Business Ethics,153(3),691-705.
46. Westwood, R. I.(1997).Harmony and patrichy: The cultural basis for "paternalistic headship" among the overseas Chinese.Organizational Studies,18(3),445-480.
47. Wu, M.,Huang, X.,Chan, S. C. H.(2012).The influencing mechanisms of paternalistic leadership in Mainland China.Asia Pacific Business Review,18(4),631-648.
48. Zhang, Z.,Zyphur, M. J.,Preacher, K. J.(2009).Testing multilevel mediation using hierarchical linear models: Problems and solutions.Organizational Research Methods,12(4),695-719.
49. 陳美華,許銘珊,蔡明達(2009)。連鎖飯店倫理氣候、組織承諾與組織公民行為之實證研究。觀光旅遊研究學刊，4(2)，55-68。
50. 鄭伯壎,樊景立,周麗芳(2006).家長式領導：模式與證據.台北市:華泰文化.

1. 簡忠仁,林昱錡,林姿葶(2023)。「施恩」與「報恩」：仁慈領導的回顧與展望。中華心理學刊，65(4)，299-325。
2. 林信佑(2022)。運動心理資本對高中運動員知覺自我運動表現影響：教練家長式領導行為的跨層次分析。運動休閒管理學報，19(2)，1-23。
3. 劉乙儀(2022)。臺灣幼兒園園長領導研究成果與發展徑路之探討－以學位論文為例。臺北海洋科技大學學報，13(2)，69-101。