本文编制了结构化的企业员工组织公民权行为、组织公平和领导行为的问卷,对几家企业的4000多名员工进行了实地调查。用积极主动维度、组织忠诚和帮助维度来衡量组织公民权行为;用分配公平、互动公平来衡量组织公平;用愿景激励、德行垂范、领导魅力衡量变革型领导行为。分析结果显示,员工个体的差异与组织公民权行为存在相关关系;变革型领导行为的三个维度与组织公民权行为(积极主动、组织忠诚、帮助行为)、组织公平(分配公平、互动公平)都具有显著的关系;还发现组织公平与组织公民权行为之间的积极关系。分析结果证实了组织公平对变革型领导行为与组织公民权行为关系的调节作用。构建了变革型领导行为影响组织公民权行为的理论框架。最后指出了本次研究的一些局限以及就将来研究的一些方向给出一些建议。

The employee's organizational citizenship behavior, organizational justice, and transformational leadership behavior of 4000 employees of several enterprises in Mianyang are investigated through questionnaire and analysis of their relationship using the methods of the factor analysis and the correlation analysis. The organizational citizenship behavior is measured with the activeness dimension, organizational faithfulness, and helping dimension; the transformational leadership behavior is measured with the moral example, leadership charm, and aspiration incentive. The result shows that there is correlation relationship between employee's individual diversity and organizational citizenship behavior. The transformational leadership behavior has positive impact on the organizational citizenship behavior (activeness, organizational faithfulness, and helping behavior). The different dimensions of the organizational justice are related with those of the organizational citizenship behavior. And the relationships between the transformational leadership and organizational citizenship behavior will be partially mediated by the organizational justice. Finally, some limitations of the research are indicated and some suggestions on the future research are given.