رهبری توسعه و رفتار شهروندی سازمانی: اثرات متقابل تعیین خود، شناسایی سرپرستان و شناسایی سازمانی

The authors investigate three levels of self-identity in the workplace—self-determination, supervisor identification, and organizational identification—for their mediating effects on developmental leadership and organizational citizenship behaviors. Data from 469 supervisor–subordinate dyads in two Chinese firms show that supervisor identification is the strongest mediator, self-determination is the second, and organizational leadership is the third. Theoretical and practical implications are discussed.