本研究以替代領導理論為基礎，探討部屬道德人格對倫理領導與員工自發性工作行為（即組織公民行為、職場偏差行為）關係的調節效果，同時進一步探討在不同部屬道德意識構面（即理想主義、相對主義）下，道德人格對倫理領導與員工自發性工作行為的關係。本研究蒐集218份主管-部屬對偶問卷進行分析，分析結果顯示：部屬的道德人格會削弱倫理領導與員工自發性工作行為之間的關係，甚至取代了倫理領導對員工自發性工作行為的影響。根據這樣的結果，本研究進一步分析道德意識的三階交互作用角色。其結果顯示，倫理領導在面對「低道德人格-低理想主義」部屬時，倫理領導對部屬公民行為以及偏差行為會有較強的正向影響力；而在面對「低道德人格-高相對主義」部屬時，倫理領導僅對偏差行為有較強的正向影響力。本研究根據研究結果進行討論，並提出建議與未來研究方向。

This study proposes a three-way interaction model based on the substitutes for leadership theory. The model is used to explore the effect of a subordinate’s moral personality on the relationship between ethical leadership and employee voluntary work behavior [i.e., organizational citizenship behavior (OCB) and workplace deviant behavior (WDB)] and to further examine the interaction of moral ideology (i.e., idealism and relativism) and moral personality as the boundary condition for this relationship. Results from a sample of 218 supervisor–subordinate dyads indicate that moral personality attenuates the relationship between ethical leadership and employee voluntary work behavior. Moreover, the interaction of moral personality and idealism serves as the boundary condition in the ethical leadership–employee voluntary work behavior relationship. However, the interaction of moral personality and relativism serves as the boundary condition in this relationship only when predicting WDB. The implications for academic research and managerial practices as well as the limitations and future research directions are discussed.

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