中文摘要：

在深度访谈的基础上,基于531份大样本数据以及来自北京地区某房地产服务企业的192份领导-下属配对样本展开两项研究,对组织中员工积极挑战行为的内涵、测量及其前因、结果变量和影响机制的边界条件进行了探索。在追随力理论的框架下,首先界定了组织中积极挑战行为的内涵,并先后通过定性与定量的方法将其与相关概念进行了区分,最后开发了5个题项的量表对积极挑战行为进行测量。研究结果进一步发现：道德型领导与员工的积极挑战行为呈正相关关系;道德型领导与员工职业发展呈正相关关系;员工的积极挑战行为部分中介了道德型领导与职业发展之间的正相关关系;积极挑战行为的中介作用被工作绩效所调节。研究结论从追随力的角度提出并发展了积极挑战行为这一概念,丰富和拓展了对组织中员工追随行为的认识,并为组织中理性对待员工的积极挑战行为提供了启迪。

英文摘要：

In the framework of Followership Theory, based on in-depth interviews and two empir- ical studies, this paper firstly proposed the concept of constructive challenging behavior, then distin- guished it with other related concepts by qualitative and quantitative methods, and finally developed the five-item scale to measure constructive challenging behavior. In addition, this research further re- vealed the following findings： Oethical leadership and employee constructive challenging behavior are positively related~ @ethical leadership and employee career development are positively correlated~ @ constructive challenging behavior partially meditates the positive relationship between ethical leader- ship and their career development~ @further, there exists a moderated mediation of constructive chal- lenging behavior, that is, when task performance is low, the negative relationship between construe- tive challenging behavior and career development is stronger, and the indirect effect of ethical leader- ship on career development via constructive challenging behavior is significantly stronger. Our find- ings initiate and develop the concept of ＂constructive challenging behavior＂ from a followership-based perspective, enriching and expanding the understanding of follower＇s behaviors, and help organiza- tions deal with employee constructive challenging behavior more reasonably.