工商管理学院知识库

领导者是企业的代表，其行为易被员工观察和模仿，道德型领导会显著正向影响员工的行为，也会加强员工的忠诚度。世界银行报告根据1997年的调查数据资料显示，人力资本所占比重超过社会财富的一半以上。在以人为本的社会背景下，员工的基础性作用引起了领导者的重视。当前企业之间、甚至国家之间的竞争究其根本便是人才的竞争，人才是企业得以存续的根本，而企业能够留下人才的关键在于企业内的员工是对本企业是够忠诚。与此同时，员工的幸福感与员工的忠诚度之间有着千丝万缕的联系。近年来各大社交媒体有关幸福感的报道越来越频繁，人们开始意识到幸福感的重要作用。然而，对于员工幸福感的现有研究中，只有很少的一部分学者以领导方式为视角探究员工幸福感的相关问题。

本文在领导成员交换理论的基础上，在中国的情境下，构建了道德型领导、员工幸福感和员工忠诚度三者的关系模型，对变量进行定义和维度划分。对中小民营企业为背景，通过线上收发调查问卷的方式获取调查资料，运用SPSS23.0软件和AMOS24.0软件对所获取的调查结果进行数据分析，验证研究假设与模型，并得出结论：道德型领导显著提高员工的幸福感、道德型领导可以显著提高员工的忠诚度、员工幸福感在道德型领导与员工忠诚度之间起到了部分中介的作用，本文提出的研究模型基本得到验证。鉴此，笔者建议，应重视对道德型领导者的培育，发挥道德型领导的心理反应作用；引导并满足员工对于幸福的追求方式，懂得知足才会有幸福感；想方设法地维系员工与企业之间的关系，增强员工的主人翁意识，提高员工对企业的忠诚度，推动企业持续健康发展。

The leader is the representative of the company, and his behavior is easy to be observed and imitated by employees. Ethical leadership will significantly positively affect the behavior of employees and strengthen the loyalty of employees. According to the survey data of 1997, the World Bank report shows that human capital accounts for more than half of social wealth. In a people-oriented society, the fundamental role of employees has attracted the attention of leaders. The current competition between enterprises and even between countries is ultimately the competition of talents. Talents are the foundation for the survival of enterprises. The key to the survival of enterprises is that the employees in the enterprise are loyal to the enterprise. At the same time, the happiness of employees and their loyalty are inextricably linked. In recent years, major social media reports on happiness have become more frequent, and people have begun to realize the important role of happiness. However, in the existing research on employee well-being, only a few scholars explore the related issues of employee well-being from the perspective of leadership style.

Based on the theory of leader-member exchange, this paper constructs a relationship model among moral leadership, employee happiness, and employee loyalty in the context of China, and defines variables and dimensional divisions. Against the background of small and medium-sized private enterprises, the survey data is obtained by sending and receiving questionnaires online, using SPSS23.0 software and AMOS24.0 software to analyze the obtained survey results, verify the research hypothesis and model, and draw conclusions: Moral leadership can significantly improve employee happiness, moral leadership can significantly increase employee loyalty, and employee happiness plays a part of the intermediary role between moral leadership and employee loyalty. The research model proposed in this article has been basically verified. In view of this, the author suggests that we should pay attention to the cultivation of ethical leaders, and give play to the psychological response of ethical leaders; guide and satisfy employees’ pursuit of happiness, and that they will have a sense of happiness when they know what they are. The relationship between employees, enhance employees’ sense of ownership, increase employees’ loyalty to the company, and promote the sustainable and healthy development of the company.