在不信任中領導：真誠領導如何將犬儒的觀光從業人員轉化為環境公民

Leading Through Distrust: How Authentic Leadership Transforms Cynical Tourism Employees into Environmental Citizens

本研究探討社會犬儒主義（SC），一種對制度不信任的廣泛信念系統，如何影響觀光產業員工的環境組織公民行為（OCBE）。本研究整合Beck認知理論（解釋負向信念系統如何過濾組織資訊）與社會學習理論（闡明可信賴的角色典範如何重塑此認知過濾機制），提出一個調節式中介模型：知覺企業社會責任（PCSR）中介SC與OCBE的關係，而真誠領導（AL）調節此路徑。本研究採用配對問卷法，收集了來自貝里斯（Belize）21家旅遊企業的295組員工與其直屬主管的數據。研究結果顯示，SC負向影響PCSR並進而影響OCBE；然而，AL顯著削弱此負向效果，使SC與PCSR的關係變得不顯著。本研究證實員工對制度的不信任感會轉化為其對組織的不信任，此發現不僅擴展了對環境參與心理障礙的理論理解，並強調真誠領導在SC削弱CSR效能的負向認知過程中所扮演的關鍵角色。本文亦討論對制度挑戰情境中永續觀光管理、領導發展與員工參與政策的意涵。

This study investigates how social cynicism (SC), a generalized belief system characterized by institutional distrust, is associated with employees’organizational citizenship behavior for the environment (OCBE) in tourism settings. Integrating Beck’s cognitive theory, which explains how negative belief systems may filter organizational information, with Social Learning Theory, which elucidates how credible role models may reshape such cognitive filters, we propose a moderated mediation model where perceived corporate social responsibility (PCSR) mediates the SC–OCBE relationship, while authentic leadership (AL) moderates this pathway. Dyadic data from 295 employee-supervisor pairs in Belize-based tourism firms support our hypotheses. Results indicate that SC is negatively associated with PCSR and subsequently OCBE; however, high AL significantly appears to attenuate this negative effect, rendering the SC–PCSR relationship statistically insignificant. These findings expand theoretical understanding of psychological barriers to environmental engagement by demonstrating how generalized institutional distrust is linked to organizational-level perceptions and emphasize authentic leadership’s vital role in potentially buffering negative cognitive processes that undermine CSR effectiveness. Implications for sustainable tourism management, leadership development, and employee engagement policies in institutionally challenging contexts are discussed.