领导风格对员工组织忠诚度的影响研究心理契约的中介作用和调节定向的调节作用

领导风格对员工组织忠诚度的影响研究心理契约的中介作用和调节定向的调节作用一、本文概述Overviewofthisarticle随着全球化竞争的加剧和组织变革的日益频繁，员工的组织忠诚度已成为企业持续发展和竞争优势的关键因素。领导风格作为组织内部最重要的影响因素之一，其对员工组织忠诚度的塑造作用日益受到学术界和实践界的关注。本研究旨在深入探讨领导风格对员工组织忠诚度的影响机制，并引入心理契约作为中介变量，探究其在领导风格与员工组织忠诚度关系中的桥梁作用。考虑到个体差异对员工心理和行为反应的影响，本研究还将调节定向作为调节变量，分析其在领导风格、心理契约和员工组织忠诚度关系中的调节作用。Withtheintensificationofglobalcompetitionandtheincreasingfrequencyoforganizationalchanges,employeeorganizationalloyaltyhasbecomeakeyfactorforthesustainabledevelopmentandcompetitiveadvantageofenterprises.Asoneofthemostimportantinfluencingfactorswithinanorganization,leadershipstylehasincreasinglyattractedattentionfrombothacademiaandpracticeinshapingemployeeorganizationalloyalty.Theaimofthisstudyistoexploreindepththeimpactmechanismofleadershipstyleonemployeeorganizationalloyalty,andintroducepsychologicalcontractasamediatingvariabletoexploreitsbridgingroleintherelationshipbetweenleadershipstyleandemployeeorganizationalloyalty.Consideringtheimpactofindividualdifferencesonemployeepsychologicalandbehavioralresponses,thisstudywillalsousemoderatingorientationasamoderatingvariabletoanalyzeitsmoderatingroleintherelationshipbetweenleadershipstyle,psychologicalcontract,andemployeeorganizationalloyalty.本研究通过文献回顾和理论推演，构建了领导风格、心理契约、调节定向和员工组织忠诚度之间的概念模型，并提出了相应的研究假设。在研究方法上，本研究将采用问卷调查法，收集来自不同行业、不同规模企业的员工数据，运用统计分析方法对模型进行验证。Thisstudyconstructedaconceptualmodelbetweenleadershipstyle,psychologicalcontract,regulatoryorientation,andemployeeorganizationalloyaltythroughliteraturereviewandtheoreticaldeduction,andproposedcorrespondingresearchhypotheses.Intermsofresearchmethods,thisstudywilladoptaquestionnairesurveymethodtocollectemployeedatafromdifferentindustriesandenterprisesofdifferentscales,andusestatisticalanalysismethodstovalidatethemodel.通过本研究，我们期望能够揭示领导风格对员工组织忠诚度的内在影响机制，为企业优化领导行为、提升员工组织忠诚度提供理论支持和实践指导。本研究还将为心理契约和调节定向在组织行为学领域的应用拓展新的研究视角和思路。Throughthisstudy,wehopetorevealtheinternalimpactmechanismofleadershipstyleonemployeeorganizationalloyalty,providingtheoreticalsupportandpracticalguidanceforoptimizingleadershipbehaviorandenhancingemployeeorganizationalloyaltyinenterprises.Thisstudywillalsoexpandnewresearchperspectivesandideasfortheapplicationofpsychologicalcontractandregulatoryorientationinthefieldoforganizationalbehavior.二、文献综述Literaturereview在现代组织行为学的研究中，领导风格、员工组织忠诚度、心理契约以及调节定向等概念一直受到广泛的关注。这些概念不仅各自在学术领域有着深厚的理论基础，而且它们之间的相互关系也逐渐成为研究的热点。本文旨在探讨领导风格对员工组织忠诚度的影响，并重点分析心理契约的中介作用以及调节定向的调节作用。Intheresearchofmodernorganizationalbehavior,conceptssuchasleadershipstyle,employeeorganizationalloyalty,psychologicalcontract,andregulatoryorientationhavealwaysreceivedwidespreadattention.Theseconceptsnotonlyhaveprofoundtheoreticalfoundationsintheacademicfield,buttheirinterrelationshipshavealsograduallybecomearesearchhotspot.Thisarticleaimstoexploretheimpactofleadershipstyleonemployeeorganizationalloyalty,withafocusonanalyzingthemediatingroleofpsychologicalcontractsandthemoderatingeffectofregulatoryorientation.领导风格是影响员工组织忠诚度的关键因素之一。不同的领导风格，如变革型领导、交易型领导、服务型领导等，对员工的工作态度和行为有不同的影响。例如，变革型领导通过激发员工的内在动机和愿景，能够促进员工对组织的认同和忠诚；而交易型领导则更侧重于通过明确的奖励和惩罚来影响员工的行为。Leadershipstyleisoneofthekeyfactorsaffectingemployeeorganizationalloyalty.Differentleadershipstyles,suchastransformationalleadership,transactionalleadership,andservice-orientedleadership,havedifferentimpactsontheworkattitudeandbehaviorofemployees.Forexample,transformationalleadershipcanpromoteemployeeidentificationandloyaltytotheorganizationbystimulatingtheirintrinsicmotivationandvision;Transactionalleadership,ontheotherhand,focusesmoreoninfluencingemployeebehaviorthroughclearrewardsandpunishments.心理契约作为员工与组织之间隐性的心理约定，对于员工的组织忠诚度有着重要的影响。心理契约的履行和违背直接关系到员工对组织的信任和承诺。当领导风格能够与员工的心理契约相契合时，员工的组织忠诚度往往更高。Asanimplicitpsychologicalagreementbetweenemployeesandorganizations,psychologicalcontractshaveasignificantimpactonemployeeorganizationalloyalty.Thefulfillmentandviolationofpsychologicalcontractsaredirectlyrelatedtothetrustandcommitmentofemployeestowardstheorganization.Whentheleadershipstylecanalignwiththepsychologicalcontractofemployees,theirorganizationalloyaltyisoftenhigher.调节定向作为一个重要的个体心理特征，能够影响员工对领导风格和心理契约的感知和反应。调节定向是指个体在面对目标实现过程中的困难和挑战时所采取的应对策略。具有不同调节定向的员工在面对相同的领导风格和心理契约时，可能会产生不同的反应和行为。Adjustingorientation,asanimportantindividualpsychologicalcharacteristic,caninfluenceemployees'perceptionandresponsetoleadershipstyleandpsychologicalcontracts.Regulatoryorientationreferstothecopingstrategiesadoptedbyindividualswhenfacingdifficultiesandchallengesinachievinggoals.Employeeswithdifferentregulatoryorientationsmayexhibitdifferentreactionsandbehaviorswhenfacingthesameleadershipstyleandpsychologicalcontract.领导风格、心理契约和调节定向是影响员工组织忠诚度的重要因素。通过深入研究和理解这些因素之间的关系和作用机制，可以为组织管理者提供有益的启示和建议，帮助他们更好地设计和实施有效的领导策略，提高员工的组织忠诚度。Leadershipstyle,psychologicalcontract,andregulatoryorientationareimportantfactorsthataffectemployeeorganizationalloyalty.Byconductingin-depthresearchandunderstandingtherelationshipsandmechanismsofthesefactors,valuableinsightsandsuggestionscanbeprovidedtoorganizationalmanagers,helpingthembetterdesignandimplementeffectiveleadershipstrategies,andimprovingemployeeorganizationalloyalty.三、理论框架与研究假设Theoreticalframeworkandresearchhypotheses本研究以组织行为学和心理学的相关理论为基础，构建了领导风格、心理契约、员工组织忠诚度以及调节定向之间的理论框架。该框架以领导风格作为自变量，员工组织忠诚度作为因变量，心理契约作为中介变量，同时考虑到调节定向在其中的调节作用。领导风格的不同可能会对员工与组织之间的心理契约产生不同的影响，进而影响到员工的组织忠诚度。同时，员工个人的调节定向也会在这一过程中发挥作用，对心理契约与组织忠诚度之间的关系产生调节效应。Thisstudyisbasedontherelevanttheoriesoforganizationalbehaviorandpsychology,andconstructsatheoreticalframeworkbetweenleadershipstyle,psychologicalcontract,employeeorganizationalloyalty,andregulatoryorientation.Thisframeworktakesleadershipstyleastheindependentvariable,employeeorganizationalloyaltyasthedependentvariable,andpsychologicalcontractasthemediatingvariable,whileconsideringthemoderatingeffectofregulatoryorientation.Differentleadershipstylesmayhavedifferentimpactsonthepsychologicalcontractbetweenemployeesandtheorganization,therebyaffectingemployeeorganizationalloyalty.Atthesametime,theindividualregulatoryorientationofemployeeswillalsoplayaroleinthisprocess,exertingamoderatingeffectontherelationshipbetweenpsychologicalcontractsandorganizationalloyalty.领导风格对员工组织忠诚度有直接影响。具体而言，变革型领导和服务型领导等积极领导风格能够提升员工的组织忠诚度，而交易型领导等消极领导风格可能会降低员工的组织忠诚度。Leadershipstylehasadirectimpactonemployeeorganizationalloyalty.Specifically,positiveleadershipstylessuchastransformationalleadershipandservice-orientedleadershipcanenhanceemployeeorganizationalloyalty,whilenegativeleadershipstylessuchastransactionalleadershipmayreduceemployeeorganizationalloyalty.心理契约在领导风格与员工组织忠诚度之间起中介作用。即领导风格不仅直接影响员工组织忠诚度，还通过影响员工与组织之间的心理契约来间接影响组织忠诚度。Psychologicalcontractsplayamediatingrolebetweenleadershipstyleandemployeeorganizationalloyalty.Leadershipstylenotonlydirectlyaffectsemployeeorganizationalloyalty,butalsoindirectlyaffectsorganizationalloyaltybyinfluencingthepsychologicalcontractbetweenemployeesandtheorganization.调节定向对心理契约与员工组织忠诚度之间的关系具有调节作用。具体而言，高成长需求强度的员工（即高调节定向）在心理契约得到满足时，其组织忠诚度会更高；而低成长需求强度的员工（即低调节定向）在心理契约得到满足时，其组织忠诚度可能不会显著增加。Theregulatoryorientationhasamoderatingeffectontherelationshipbetweenpsychologicalcontractandemployeeorganizationalloyalty.Specifically,employeeswithhighgrowthdemandintensity(i.e.highregulatoryorientation)willhavehigherorganizationalloyaltywhentheirpsychologicalcontractsaremet;Whenemployeeswithlowgrowthdemandintensity(i.e.lowregulatoryorientation)aresatisfiedwiththeirpsychologicalcontract,theirorganizationalloyaltymaynotsignificantlyincrease.本研究旨在深入探讨领导风格对员工组织忠诚度的影响，以及心理契约在这一过程中的中介作用和调节定向的调节作用。通过实证研究，我们期望为组织管理和领导实践提供有益的启示和建议。Thisstudyaimstoexploreindepththeimpactofleadershipstyleonemployeeorganizationalloyalty,aswellasthemediatingroleofpsychologicalcontractsinthisprocessandthemoderatingeffectofregulatoryorientation.Throughempiricalresearch,wehopetoprovideusefulinsightsandsuggestionsfororganizationalmanagementandleadershippractices.四、研究方法Researchmethods本研究旨在深入探讨领导风格对员工组织忠诚度的影响，并揭示心理契约的中介作用以及调节定向的调节作用。为达到这一研究目的，本研究将采用定量和定性相结合的研究方法，具体包括文献研究、问卷调查和统计分析。Theaimofthisstudyistoexploreindepththeimpactofleadershipstyleonemployeeorganizationalloyalty,andtorevealthemediatingroleofpsychologicalcontractsandthemoderatingeffectofregulatoryorientation.Toachievethisresearchobjective,thisstudywilladoptacombinationofquantitativeandqualitativeresearchmethods,includingliteraturereview,questionnairesurvey,andstatisticalanalysis.通过文献研究，梳理领导风格、心理契约、组织忠诚度和调节定向的相关理论和研究成果，为本研究提供理论基础和假设依据。在此基础上，结合实际情况，构建本研究的理论模型和研究假设。Throughliteratureresearch,thisstudysummarizestherelevanttheoriesandresearchresultsonleadershipstyle,psychologicalcontract,organizationalloyalty,andregulatoryorientation,providingatheoreticalbasisandhypothesisbasisforthisstudy.Onthisbasis,combinedwiththeactualsituation,constructthetheoreticalmodelandresearchhypothesesofthisstudy.采用问卷调查法收集数据。问卷设计将参考国内外相关量表的成熟量表，并结合本研究的实际情况进行适当修改和完善。问卷内容包括领导风格、心理契约、组织忠诚度和调节定向等多个方面，采用李克特量表进行评分。通过向企业员工发放问卷，收集研究所需的数据。Collectdatausingquestionnairesurveymethod.Thequestionnairedesignwillrefertomaturedomesticandforeignscales,andmakeappropriatemodificationsandimprovementsbasedontheactualsituationofthisstudy.Thequestionnaireincludesmultipleaspectssuchasleadershipstyle,psychologicalcontract,organizationalloyalty,andregulatoryorientation,andisratedusingtheLikertscale.Collectthenecessarydataforresearchbydistributingquestionnairestoenterpriseemployees.运用统计分析方法对收集到的数据进行处理和分析。具体包括描述性统计分析、相关性分析、回归分析等方法，以检验本研究的理论模型和研究假设。还将采用结构方程模型等高级统计方法，进一步探讨领导风格、心理契约、组织忠诚度和调节定向之间的关系及其作用机制。Processandanalyzethecollecteddatausingstatisticalanalysismethods.Thisincludesdescriptivestatisticalanalysis,correlationanalysis,regressionanalysis,andothermethodstotestthetheoreticalmodelandresearchhypothesesofthisstudy.Advancedstatisticalmethodssuchasstructuralequationmodelingwillalsobeusedtofurtherexploretherelationshipandmechanismbetweenleadershipstyle,psychologicalcontract,organizationalloyalty,andregulatoryorientation.本研究将遵循科学、严谨的研究方法，确保数据的真实性和可靠性，以期得到准确、可靠的研究结果，为企业管理实践提供有益的参考和启示。Thisstudywillfollowscientificandrigorousresearchmethodstoensuretheauthenticityandreliabilityofdata,inordertoobtainaccurateandreliableresearchresults,andprovideusefulreferenceandinspirationforenterprisemanagementpractices.五、实证研究结果Empiricalresearchresults本研究旨在探讨领导风格对员工组织忠诚度的影响，以及心理契约在其中的中介作用和调节定向的调节作用。通过对收集的数据进行深入分析，我们得到了一系列有趣且具有启示性的结果。Thisstudyaimstoexploretheimpactofleadershipstyleonemployeeorganizationalloyalty,aswellasthemediatingroleofpsychologicalcontractsandthemoderatingeffectofregulatoryorientation.Throughin-depthanalysisofthecollecteddata,wehaveobtainedaseriesofinterestingandenlighteningresults.我们发现不同类型的领导风格对员工组织忠诚度产生了显著影响。具体而言，变革型领导和服务型领导风格与员工的组织忠诚度之间存在正相关关系，而交易型领导风格则与组织忠诚度之间存在负相关关系。这一结果表明，变革型领导和服务型领导风格能够有效提升员工的组织忠诚度，而交易型领导风格则可能导致员工忠诚度的下降。Wefoundthatdifferenttypesofleadershipstyleshaveasignificantimpactonemployeeorganizationalloyalty.Specifically,thereisapositivecorrelationbetweentransformationalleadershipandservice-orientedleadershipstylesandemployeeorganizationalloyalty,whiletransactionalleadershipstyleshaveanegativecorrelationwithorganizationalloyalty.Thisresultindicatesthattransformationalleadershipandservice-orientedleadershipstylescaneffectivelyenhanceemployeeorganizationalloyalty,whiletransactionalleadershipstylesmayleadtoadecreaseinemployeeloyalty.心理契约在领导风格与员工组织忠诚度之间发挥了重要的中介作用。研究结果显示，心理契约能够显著影响员工对组织的认知和态度，进而影响到员工的组织忠诚度。具体来说，变革型领导和服务型领导风格通过强化员工与组织之间的心理契约关系，提高了员工的组织忠诚度；而交易型领导风格则可能破坏员工与组织之间的心理契约，导致员工忠诚度的降低。Psychologicalcontractsplayanimportantmediatingrolebetweenleadershipstyleandemployeeorganizationalloyalty.Theresearchresultsshowthatpsychologicalcontractscansignificantlyaffectemployees'cognitionandattitudetowardstheorganization,therebyaffectingtheirorganizationalloyalty.Specifically,transformationalleadershipandservice-orientedleadershipstylesenhanceemployeeorganizationalloyaltybystrengtheningthepsychologicalcontractrelationshipbetweenemployeesandtheorganization;Transactionalleadershipstylemaydisruptthepsychologicalcontractbetweenemployeesandtheorganization,leadingtoadecreaseinemployeeloyalty.我们还探讨了调节定向在领导风格与员工组织忠诚度之间的调节作用。研究结果显示，调节定向能够影响员工对领导行为的感知和反应，进而调节领导风格对员工组织忠诚度的影响。具体而言，当员工的调节定向倾向于促进焦点时，他们更倾向于积极响应变革型领导和服务型领导的行为，从而提高组织忠诚度；而当员工的调节定向倾向于预防焦点时，他们可能对交易型领导的行为更为敏感，导致组织忠诚度的下降。Wealsoexploredthemoderatingeffectofregulatoryorientationontherelationshipbetweenleadershipstyleandemployeeorganizationalloyalty.Theresearchresultsshowthatregulatingorientationcanaffectemployees'perceptionandresponsetoleadershipbehavior,therebyregulatingtheimpactofleadershipstyleonemployeeorganizationalloyalty.Specifically,whenemployees'regulatoryorientationtendstopromotefocus,theyaremoreinclinedtoactivelyrespondtothebehaviorsoftransformationalandservice-orientedleaders,therebyimprovingorganizationalloyalty;Whenemployeestendtofocusonpreventionintheirregulatoryorientation,theymaybemoresensitivetotransactionalleadershipbehavior,leadingtoadecreaseinorganizationalloyalty.本研究的结果揭示了领导风格、心理契约和调节定向在员工组织忠诚度形成过程中的重要作用。这些发现不仅有助于我们深入理解员工组织忠诚度的形成机制，还为组织管理者提供了有益的启示和建议。未来研究可以进一步拓展这些领域，以更全面地揭示员工组织忠诚度的影响因素和提升路径。Theresultsofthisstudyrevealtheimportantrolesofleadershipstyle,psychologicalcontract,andregulatoryorientationintheformationofemployeeorganizationalloyalty.Thesefindingsnotonlyhelpusgainadeeperunderstandingoftheformationmechanismofemployeeorganizationalloyalty,butalsoprovideusefulinsightsandsuggestionsfororganizationalmanagers.Futureresearchcanfurtherexpandthesefieldstomorecomprehensivelyrevealtheinfluencingfactorsandimprovementpathsofemployeeorganizationalloyalty.六、讨论Discussion本研究探讨了领导风格对员工组织忠诚度的影响，并深入分析了心理契约的中介作用以及调节定向的调节作用。通过实证分析，我们得到了一些有趣的发现，这些发现对于理解员工组织忠诚度的形成机制，以及如何通过有效的领导风格来提高员工的组织忠诚度具有重要的理论和实践意义。Thisstudyexplorestheimpactofleadershipstyleonemployeeorganizationalloyalty,anddeeplyanalyzesthemediatingroleofpsychologicalcontractsandthemoderatingeffectofregulatoryorientation.Throughempiricalanalysis,wehaveobtainedsomeinterestingfindingsthathaveimportanttheoreticalandpracticalsignificanceforunderstandingtheformationmechanismofemployeeorganizationalloyaltyandhowtoimproveemployeeorganizationalloyaltythrougheffectiveleadershipstyles.研究结果表明，不同类型的领导风格对员工组织忠诚度的影响存在显著差异。变革型领导和服务型领导通过激发员工的内在动机，促进员工与组织之间的心理契约形成，进而提升员工的组织忠诚度。这一发现强调了领导风格在塑造员工心态和行为中的重要性，为领导者提供了有针对性的指导。Theresearchresultsindicatethattherearesignificantdifferencesintheimpactofdifferenttypesofleadershipstylesonemployeeorganizationalloyalty.Transformationalleadershipandservice-orientedleadershipstimulatetheintrinsicmotivationofemployees,promotetheformationofpsychologicalcontractsbetweenemployeesandtheorganization,andtherebyenhanceemployeeorganizationalloyalty.Thisdiscoveryemphasizestheimportanceofleadershipstyleinshapingemployeeattitudesandbehaviors,providingtargetedguidanceforleaders.心理契约在领导风格与员工组织忠诚度之间起到了中介作用。这意味着领导者的行为不仅直接影响员工的组织忠诚度，还通过影响员工与组织之间的心理契约来间接影响员工的组织忠诚度。因此，领导者在关注自身领导风格的同时，还应关注与员工之间的心理契约关系，以实现更好的组织效果。Thepsychologicalcontractplaysamediatingrolebetweenleadershipstyleandemployeeorganizationalloyalty.Thismeansthatthebehaviorofleadersnotonlydirectlyaffectsemployeeorganizationalloyalty,butalsoindirectlyaffectsemployeeorganizationalloyaltybyinfluencingthepsychologicalcontractbetweenemployeesandtheorganization.Therefore,whilefocusingontheirownleadershipstyle,leadersshouldalsopayattentiontothepsychologicalcontractrelationshipwithemployeestoachievebetterorganizationalresults.调节定向在领导风格与心理契约之间的关系中起到了调节作用。具体而言，促进定向的员工在变革型领导和服务型领导下更倾向于形成积极的心理契约，而防御定向的员工则对这两种领导风格的反应较弱。这一发现揭示了员工个人特质在领导风格影响过程中的重要作用，为领导者提供了更加精细化的管理策略。Regulatoryorientationplaysamoderatingroleintherelationshipbetweenleadershipstyleandpsychologicalcontract.Specifically,employeeswhopromoteorientationtendtoformpositivepsychologicalcontractsundertransformationalandservice-orientedleadership,whileemployeeswhodefendorientationhaveweakerresponsestothesetwoleadershipstyles.Thisdiscoveryrevealstheimportantroleofemployeepersonaltraitsintheprocessofinfluencingleadershipstyle,providingleaderswithmorerefinedmanagementstrategies.本研究通过深入探讨领导风格、心理契约、调节定向和员工组织忠诚度之间的关系，揭示了员工组织忠诚度的形成机制及其影响因素。这些发现对于指导领导者如何调整自身领导风格、优化员工与组织之间的心理契约关系以及提高员工的组织忠诚度具有重要的启示意义。未来的研究可以在此基础上进一步拓展，探讨其他可能影响员工组织忠诚度的因素及其作用机制。Thisstudyexploresindepththerelationshipbetweenleadershipstyle,psychologicalcontract,regulatoryorientation,andemployeeorganizationalloyalty,revealingtheformationmechanismandinfluencingfactorsofemployeeorganizationalloyalty.Thesefindingshaveimportantimplicationsforguidingleadersonhowtoadjusttheirleadershipstyle,optimizethepsychologicalcontractrelationshipbetweenemployeesandtheorganization,andimproveemployeeorganizationalloyalty.Futureresearchcanbefurtherexpandedonthisbasistoexploreotherfactorsandtheirmechanismsthatmayaffectemployeeorganizationalloyalty.七、结论与建议Conclusionandrecommendations本研究探讨了领导风格对员工组织忠诚度的影响，以及心理契约在其中的中介作用和调节定向的调节作用。通过理论分析和实证研究，我们得出以下Thisstudyexplorestheimpactofleadershipstyleonemployeeorganizationalloyalty,aswellasthemediatingroleofpsychologicalcontractsandthemoderatingeffectofregulatoryorientation.Throughtheoreticalanalysisandempiricalresearch,wehavecometothefollowingconclusions:领导风格对员工组织忠诚度具有显著影响。变革型领导和服务型领导均能有效提升员工的组织忠诚度。变革型领导通过激发员工的创新和进取精神，促使员工更加积极地投入到工作中，从而提高其对组织的忠诚度。而服务型领导则通过关注员工的需求和发展，建立与员工的良好关系，进而提升员工的组织忠诚度。Leadershipstylehasasignificantimpactonemployeeorganizationalloyalty.Bothtransformationalleadershipandservice-orientedleadershipcaneffectivelyenhanceemployeeorganizationalloyalty.Transformationalleadershipstimulatesemployees'innovationandenterprisingspirit,encouragesthemtobemoreactivelyinvolvedintheirwork,andthusenhancestheirloyaltytotheorganization.Serviceorientedleadership,ontheotherhand,establishesgoodrelationshipswithemployeesbyfocusingontheirneedsanddevelopment,therebyenhancingtheirorganizationalloyalty.心理契约在领导风格与员工组织忠诚度之间起到了中介作用。领导风格通过影响员工的心理契约感知，进而影响员工的组织忠诚度。当员工感受到领导的支持和关心时，他们更可能形成积极的心理契约，从而增强对组织的忠诚感。Thepsychologicalcontractplaysamediatingrolebetweenleadershipstyleandemployeeorganizationalloyalty.Leadershipstyleinfluencesemployees'perceptionofpsychologicalcontracts,whichinturnaffectstheirorganizationalloyalty.Whenemployeesfeelthesupportandconcernoftheirleaders,theyaremorelikelytoformapositivepsychologicalcontract,therebyenhancingtheirloyaltytotheorganization.调节定向在领导风格与员工组织忠诚度之间起到了调节作用。对于具有成长型调节定向的员工，变革型领导的影响更为显著；而对于具有防御型调节定向的员工，服务型领导的影响更为显著。这意味着不同类型的员工在面对不同的领导风格时，其组织忠诚度的变化会有所不同。Adjustingorientationplays