中文摘要：

采用309份上司–下属配对数据,探讨了自我牺牲型领导对员工前瞻行为的影响,尤其是考察了责任感知的中介作用以及前瞻行为效能感和模糊容忍度的调节作用。结果发现：（1）自我牺牲型领导对员工前瞻行为存在显著的正向影响;（2）在自我牺牲型领导影响员工前瞻行为的过程中,责任感知的单纯中介效应不显著,而是与前瞻行为效能感或模糊容忍度构成被调节的中介效应。当员工的前瞻行为效能感或模糊容忍度较高时,责任感知的中介效应均显著;当员工的前瞻行为效能感或模糊容忍度较低时,责任感知的中介效应则均不显著。

英文摘要：

The existing literature on the relationship between self-sacrificial leadership and employee work-related behaviors has primarily focused on the influence of this leadership on ＂good soldier＂ behaviors. Empirical investigations of the effect and the impact mechanism of self-sacrificial leadership on ＂good change agent＂ behaviors remain blank. Using proactive behavior as an example, this study aimed to expand the behavioral outcomes of self-sacrificial leadership to employees＇ ＂good change agent＂ behaviors to fill the gap mentioned above. Specifically, we examined the influence of self-sacrificial leadership on employee proactive behavior, and investigated the mediating role of felt obligation as well as the moderating roles of proactive behavior efficacy and ambiguity tolerance playing in the relationship between self-sacrificial leadership and employee proactive behavior. A structured questionnaire was employed as the research instrument for this study. It consisted of five scales designed to measure the variables of interest, namely self-sacrificial leadership, proactive behavior, felt obligation, proactive behavior efficacy, and ambiguity tolerance. To avoid the Chinese people＇s tendency of choosing the mid-point of the scale regardless of their true feelings or attitudes, all of the items on the survey were responded to on 6-point Likert scales which did not include a mid-point. Data were collected in two waves from 309 dyads of employees and their immediate supervisors from five high technology companies located in southern Jiangsu. Cronbach＇s alpha coefficients for the above measures were from 0.79 to 0.92, demonstrating good measurement reliabilities. Results of confirmatory factor analysis indicated the discriminant validity of the measurement was also satisfactory. Hierarchical regression modeling and PROCESS were used to test the hypotheses proposed. Results revealed that： （1） Self-sacrificial leadership had a significant positive influence on employee proactive behavior. （2?