【摘要】 本文以多目标追求为框架，以目标屏蔽理论为基础，探讨领导底线心智为什么、何时对员工任务绩效和亲组织非伦理行为产生影响。本文通过三个阶段收集的261份领导-下属配对数据，运用层级回归分析方法检验研究假设。结果表明：(1)领导底线心智正向影响员工任务绩效和亲组织非伦理行为；(2)任务优先伦理认知中介领导底线心智对员工任务绩效和亲组织非伦理行为的影响；(3)任务绩效奖励强度正向调节领导底线心智与员工任务优先伦理认知之间的关系，以及领导底线心智通过员工任务优先伦理认知对任务绩效和亲组织非伦理行为的间接效应。本研究结果为学界全面理解领导底线心智对员工任务绩效和亲组织非伦理行为的影响提供重要参考，并为组织管理领导底线心智提供重要的实践启示。更多还原

【Abstract】 Based on multi-goal pursuit framework and goal shielding theory, this study explores why and when supervisor bottom-line mentality influences subordinate task performance and unethical pro-organizational behavior. A total of 261 leader-member pairing data are collected in three stages, and hierarchical regression analysis is used to test the research hypotheses. Empirical results show that:(1) supervisor bottom-line mentality has a positive effect on subordinate task performance and unethical pro-organizational behavior;(2) task priority ethical cognition mediates the effect of supervisor bottom-line mentality on subordinate task performance and unethical pro-organizational behavior;(3) the intensity of task performance pay strengthens the relationship between supervisor bottom-line mentality and subordinate task priority ethical cognition;(4) the intensity of task performance pay strengthens the indirect effects of subordinate task priority ethical cognition on supervisor bottom-line mentality on subordinate task performance and unethical pro-organizational behavior.更多还原