摘要
领导人际情绪管理(LIEM)作为一种管理和调节下属消极情绪的领导行为正逐渐受到学界关注。本研究对314份员工和领导的配对问卷进行调查。研究结果显示:领导人际情绪管理积极影响员工建言行为;下属信任在领导人际情绪管理和员工建言行为间起到部分中介作用;权力距离对下属信任的中介效应起到调节作用。
With the increasingly fierce competition in workplace,emotional problems of employees within organization is becoming more and more prominent.Leader interpersonal emotional management is defined as a leader’s behavior which can manage and regulate the negative emotions of subordinates.It is gradually being concerned by academic community;however,the whole concept of leader interpersonal emotional management has not yet received much attention among researchers.Voice behavior has been widely recognized beneficial to organization.In consideration of driving forces of voice behavior,most of the existing studies discuss the function of leadership and employee characteristics.What’s more,we should also explore the internal mechanism between the leader and employee factors on voice behavior.In view of this,based on social exchange theory,we developed a mediating effect of subordinate’s trust in this relationship to clarify the mechanism between the leader interpersonal emotional management and employee’s voice behavior.Moreover,we also examined the moderating effect of employee’s power distance to specify the boundary conditions of leader interpersonal emotional management effectiveness.In this study,we collected data from manufacturing firms in Hangzhou,314 employees and 71 supervisors returned the questionnaires.In the sample of employees,54.7%were male,54.1%were with bachelor’s degree.In the sample of leaders,43.2%were with bachelor’s degree.To examine the distinctiveness of the study variables,we first conducted a confirmatory factor analysis by using AMOS 21.0,then we employed SPSS 19.0 to test our hypotheses.The results supported our hypotheses.It showed that:(1)Leader interpersonal emotional management exerted a positive impact on employee’s voice behavior;(2)Subordinate’s trust played a mediating role in leader interpersonal emotional management and voice behavior;(3)Employee’s power distance moderated the mediation relationship.Specifically,the indirect effect of leader interpersonal emotional management on voice behavior was significant when employee’s power distance was high and insignificant when employee’s power distance was low.Our findings provide some theoretical and practical implications.Firstly,this study extends individual emotion regulation theory to interpersonal emotional regulation,examining how the leadership interpersonal emotion influences the subordinate’s attitude and behavior.Secondly,this study can enrich the formation mechanism of employee voice behavior and provide a new perspective for voice research.Thirdly,through exploring the mediating role of subordinates’trust and moderating role of employee’s power distance,this study offers a more comprehensive view that leader interpersonal emotion management is more likely to increase voice behavior.Beyond the theoretical significance highlighted above,there is a number of practical strategies for organizational management and employee practice.First of all,managers should demonstrate appropriate leadership behavior to promote employee’s voice behavior.At the same time,it is necessary to cultivate a careful human resource management environment,which will achieve the rational coordination between management behavior and employee characteristics.In addition,organization leaders should pay attention to employees’negative emotions,which will effectively encourage them to offer advice and suggestions for organizations.Finally,we recommend that subsequent studies be performed to examine the crossover effects of leader interpersonal emotional management.
作者
王晓辰
李佳颢
吴颖斐
张东
刘梁
Wang Xiaochen;Li Jiahao;Wu Yingfei;Zhang Dong;Liu Liang(School of Business Administration,Zhejiang Gongshang University,Hangzhou,310018;Zheshang Research Institute,Zhejiang Gongshang University,Hangzhou,310018;Publicity Department,Zhejiang Gongshang University,Hangzhou,310018)
出处
《心理科学》
CSSCI
CSCD
北大核心
2020年第1期158-164,共7页
Journal of Psychological Science
基金
教育部人文社会科学基金(18YJA630111和17YJC190012)
浙江省新兴特色专业配套建设(1010XJ2914100)
浙江工商大学研究生科研创新基金(17020010026)的资助.
关键词
领导人际情绪管理
下属信任
建言行为
权力距离
leader interpersonal emotional management
subordinates’trust
voice behavior
power distance
