Ally or antagonist? Moral identity determines the curvilinear effect of ethical leadership on employee stress
基于工作要求-资源理论，研究发现伦理领导力与员工压力呈U型关系，且受员工道德认同水平调节：高道德认同者压力随伦理领导力升高而降低，低道德认同者在中等伦理领导力下压力最低。
Building on the Job Demands-Resources theory, we present moral identity internalization as moderator for the curvilinear relationship between ethical leadership and stress. Study 1 (N = 231, MTurkers) showed participants a vignette indicating low, high, or extreme levels of ethical leadership and then measured moral identity and stress. We found that extreme levels of ethical leadership are more stressful than high levels for participants low in moral identity, while there is no difference in stress for those high in moral identity. Study 2 (N = 257, prolific.com participants) replicated these findings using continuous measures and Johnson-Neyman analyses. Both studies support our hypothesized interaction pattern: While higher levels of ethical leadership negatively related to stress for those high in moral identity, those low in moral identity may experience a U-shaped pattern such that high levels of ethical leadership are optimal, while both low and extreme levels of ethical leadership evoke stress.