随着全球化经济的飞速发展，中国经济在迎来机遇的同时，也面临着竞争与 挑战。在激烈的市场竞争环境下，中国企业特别是中小企业要想寻求快速发展， 就必须培育企业的核心竞争力，不断扩大市场份额，提升企业绩效。员工作为企 业活动的主体，对企业的发展至关重要。随着中小企业生存竞争的加剧，企业对 员工的工作表现也提出了越来越高的要求，一方面希望员工忠诚于企业，另一方 面鼓励员工完成本职工作的同时为企业的生存发展多付出多做贡献，即组织公 民行为，以获得企业绩效的快速提升。 近年来，变革型领导逐渐成为领导理论研究的热点，国外已有研究证实变革 型领导是组织公民行为的重要前因变量，但在国内以中小企业为研究对象，变革 型领导影响组织公民行为内在机理的研究还很缺乏，实证研究更是不足。 本研究以中小企业作为研究对象，结合马斯洛需求层次理论、自我决定理论、 社会交换理论、心理契约理论等，对“变革型领导风格对员工组织公民行为的影 响机制”这一论题进行研究，旨在探讨以下问题：（1）变革型领导及其不同维度 对员工组织公民行为（指向组织的公民行为和指向个人的公民行为）的影响；（2） 变革型领导及其不同维度对员工情感承诺的影响；（3）情感承诺在变革型领导与 员工组织公民行为之间所起的作用；（4）情绪智力在变革型领导与员工情感承诺 之间所起的作用。 本研究采用定性与定量分析相结合的研究方法，首先通过总结梳理相关理 论及文献，形成本研究的研究假设和概念模型，在成熟量表基础上进行预测试和 量表修订，最后形成研究所需的调查问卷；其次，借助SPSS 19.0软件对收集数 据进行统计分析，并运用AMOS 24.0进行结构方程模型检验。通过研究分析， 得到如下结论：（1）变革型领导及其各维度对员工组织公民行为（指向组织的公 民行为和指向个人的公民行为）具有积极的影响作用；（2）变革型领导及其各维 度对员工情感承诺具有积极的影响作用。（3）情感承诺在变革型领导与员工组织 公民行为之间起部分中介作用；（4）情绪智力在变革型领导与员工情感承诺之间 起正向调节作用。 关键词：变革型领导；组织公民行为；情感承诺；情绪智力 II Abstract With the rapid development of the globalized economy, Chinese enterprises are facing many competitions and challenges as well as the opportunities for unlimited development. Under the circumstance of fierce market competition environment, if Chinese enterprises, especially small and medium-sized enterprises, want to seek rapid development, they must enhance their core competitiveness, expand their market share and improve their performance. As the main body of enterprise activities, employees are very important to the development of enterprises. With the intensification of competition for the survival among small and medium-sized enterprises, more and more demands are made for employees' work performance. On the one hand, they hope that the employees will be loyal to the enterprise; on the other hand, they are encouraged to make more contributions to the survival and development of the enterprises when they complete their job, namely organizational citizenship behavior, so as to achieve rapid improvement of corporate performance. In recent years, transformational leadership has gradually become the focus of leadership theory. It has been proved that transformational leadership is an important antecedent of organizational citizenship behavior in foreign studies. However, the study of internal mechanism of transformational leadership influencing organizational citizenship behavior, especially the research on small and medium-sized enterprises in China, is still lacking, and the empirical research is even less. This thesis takes small and medium-sized enterprises as the research object, combined with Maslow's hierarchy of needs theory, self-determination theory, social exchange theory, psychological contract theory, etc., studying the topic of “influence mechanism of transformational leadership style on employee organizational citizenship behavior”, to discuss the following questions: (1) The influence of transformational leadership and its different dimensions on employee organizational citizenship behavior(organizational citizenship behavior-organization and organizational citizenship behavior-interpersonal); (2) The influence of transformational leadership and its different dimensions on employee affective commitment; (3) The role of affective commitment between transformational leadership and employees organizational citizenship behavior; (4) The role of emotional intelligence between III transformational leadership and affective commitment. Through qualitative and quantitative research, firstly，this thesis summarizes the relevant theories and literature, forms the research hypothesis and conceptual model. Meanwhile, the research conducts pretest and scale revision on the basis of maturity scale, and finally forms a formal questionnaire required for the research. Secondly, SPSS 19.0 is used to analyze the collected data, and AMOS 24.0 is used to test the structural equation model. Through research and analysis, we get the following conclusions: (1) Transformational Leadership and its different dimensions have positive effects on organizational citizenship behavior (organizational citizenship behavior-organization and organizational citizenship behavior-interpersonal); (2) Transformational Leadership and its different dimensions have positive effects on affective commitment. (3) Affective commitment plays a partial mediating role between transformational leadership and organizational citizenship behavior. (4) Emotional intelligence plays a positive moderating role in transformational leadership and affective commitment. Key words：Transformational Leadership; Organizational Citizenship Behavior; Affective Commitment; Emotional Intelligence IV 目 录 摘要 . I Abstract ............................ II 第1章 绪论 .................... 1 1.1 研究背景 ............ 1 1.2 研究目的与意义 2 1.3 研究内容 ............ 3 1.4 研究方法与技术路线 ....................... 3 1.4.1 研究方法 .. 3 1.4.2 研究技术路线图 ..................... 5 第2章 理论及研究综述 6 2.1 变革型领导理论及相关研究 ........... 6 2.1.1 领导理论 .. 6 2.1.2 变革型领导的内涵 ................. 6 2.1.3 变革型领导的构成维度 ......... 8 2.1.4 变革型领导的相关研究 ......... 9 2.2 组织公民行为理论及相关研究 ..... 11 2.2.1 组织公民行为的内涵 ........... 11 2.2.2 组织公民行为的构成维度 ... 11 2.2.3 组织公民行为的相关研究 ... 12 2.3 情感承诺理论及相关研究 ............. 14 2.3.1 情感承诺的内涵 ................... 14 2.3.2 情感承诺的构成维度 ........... 15 2.3.3 情感承诺的相关研究 ........... 16 2.4 情绪智力理论及相关研究 ............. 17 2.4.1 情绪智力的内涵 ................... 17 2.4.2 情绪智力的构成维度 ........... 18 2.4.3 情绪智力的相关研究 ........... 18 2.5 研究述评 .......... 20 第3章 研究假设及模型构建 ..................... 21 3.1 理论基础 .......... 21 V 3.1.1 马斯洛需求层次理论 ........... 21 3.1.2 自我决定理论 ....................... 21 3.1.3 社会交换理论 ....................... 21 3.1.4 心理契约理论 ....................... 22 3.2 研究假设提出 .. 22 3.2.1 变革型领导与组织公民行为关系假设 .............. 22 3.2.2 变革型领导与情感承诺关系假设 ...................... 25 3.2.3 情感承诺的中介作用假设 ... 27 3.2.4 情绪智力的调节作用假设 ... 28 3.3 研究概念模型 .. 29 第4章 问卷编制与研究设计 ..................... 31 4.1 问卷设计 .......... 31 4.2 问卷预测试 ...... 32 4.3 研究数据提取 .. 35 4.4 样本分布情况 .. 36 4.5 信效度分析 ...... 36 4.5.1 信度分析 37 4.5.2 探索性因子分析 ................... 38 4.5.3 验证性因子分析 ................... 43 4.6 共同方法偏差检验 .......................... 46 第5章 数据分析与假设检验 ..................... 47 5.1 描述性统计分析 ............................. 47 5.2 人口统计变量差异性分析 ............. 48 5.2.1 性别的差异性分析 ............... 49 5.2.2 年龄的差异性分析 ............... 49 5.2.3 教育水平的差异性分析 ....... 51 5.2.4 工作年限的差异性分析 ....... 53 5.3 相关分析 .......... 54 5.4 回归分析 .......... 56 5.4.1 变革型领导与组织公民行为的回归分析 .......... 56 5.4.2 变革型领导与情感承诺的回归分析 .................. 60 5.4.3 情感承诺与组织公民行为的回归分析 .............. 62 VI 5.5 情感承诺的中介作用分析 ............. 64 5.5.1 结构方程模型的路径检验 ... 64 5.5.2 中介效应检验 ....................... 65 5.5.3 中介效应模型拟合检验 ....... 67 5.6