Abstract：This study tested a mediated/moderated model of top managers’ ethical leadership on employee outcomes (i.e., turnover intention and counterproductive behavior). Data were collected from 286 employees in 8 companies located in Hangzhou and Shanghai. Results showed that ethical leadership was negatively related to employee outcomes, and corporate integrity mediated these relationships. Moreover, moderation analyses showed that organizational collectivism moderated the relationship between corporate integrity and employee outcomes, such that the relationship was stronger under high level of organizational collectivism. Moderated mediation results showed that organizational collectivism also served as a moderator of the indirect effects of ethical leadership – employee outcomes through organizational integrity, such that these mediated relationships were stronger under high level of organizational collectivism. The theoretical and practical implications were further discussed.