领导排斥对员工亲组织非伦理行为的影响：自我提升动机的中介作用

基于自我提升理论，从自我提升动机和马基雅维利主义视角出发，探讨了领导排斥对员工亲组织非伦理行为的作用机制。通过对两阶段收集的451份问卷进行数据分析，结果发现：领导排斥对员工亲组织非伦理行为具有显著正向影响；员工自我提升动机在领导排斥与员工亲组织非伦理行为关系中起中介作用；员工马基雅维利主义调节了其自我提升动机与亲组织非伦理行为间的关系，即员工马基雅维利主义水平越高，其自我提升动机对亲组织非伦理行为的正向影响越强；员工马基雅维利主义正向调节员工自我提升动机在领导排斥与亲组织非伦理行为间的中介作用，即员工马基雅维利主义水平越高，其自我提升动机的中介作用越强。研究结论不仅拓展了领导排斥理论的研究，也为管理者正确认识领导排斥、管理员工遭受领导排斥后的认知与行为提供了新思路。

Mechanism of Leadership Ostracism on Employee Unethical Pro-organizationalBehavior: the Mediating Role of Self-enhancement Motivation

Drawing on the self-enhancement theory, from the perspective of self-enhancement motivation and Machiavellianism, the research tries to explore the relationship between leadership ostracism and employee unethical pro-organizational behavior, explaining whether, how and when leadership ostracism might promote employee unethical pro-organizational behavior. Participants of this study were 451 employees from Chinese companies. The results of this research are as follows. Leadership ostracism has a significant positive impact on employee unethical pro-organizational behavior. Self-enhancement motivation plays a mediating role between leadership ostracism and employee unethical pro-organizational behavior. Machiavellianism moderates the relationship between employee self-enhancement motivation and unethical pro-organizational behavior, such that the effect of self-enhancement motivation on unethical pro-organizational behavior is stronger when Machiavellianism is high rather than low. Moreover, employee Machiavellianism moderates the indirect effect of leadership ostracism on unethical pro-organizational behavior via self-enhancement motivation, such that the indirect effect is stronger when Machiavellianism is high rather than low.