摘要
领导情绪对员工绩效有非常重要的影响,但并非总是遵循"对称假设"。在特定条件下,领导表达的消极情绪对员工绩效起到积极作用。情绪即社会信息模型(EASI)可以通过情绪表达者、情绪接受者、组织氛围和组织文化四个角度解释这一不对称现象,但也存在局限性。文章在以往研究的基础上,从情绪和认知两条路径出发,对领导情绪和员工绩效间的中介机制及影响因素进行了系统梳理,并提出了一个整合模型。未来研究应该关注:领导消极情绪表达的时机和程度,不同类型的消极情绪对员工绩效的影响,员工情绪反应的差异性。
It is an important issue about Leaders＇ emotion and subordinates＇ performance in organizational behavior studies. Former studies put forward ＂symmetrical assumptions＂ to demonstrate the relation between the two factors; nevertheless, it is not always true in real management. Leaders＇ negative emotional expression may produce positive results. By critically reviewing The Emotion as Social Information （EASI） model and former researches, we developed cognitive and emotional paths to systematically investigate the effect of mediator and moderator between Leaders＇ emotion and subordinates＇ performance. Future studies may focus on： （1） the timing and dosage of leaders＇ negative emotional expression; （2） other kinds of leaders＇ negative emotion on subordinates＇ performance; （3） the difference of subordinates＇ emotional reaction.
出处
《心理科学进展》
CSSCI
CSCD
北大核心
2015年第11期1991-2000,共10页
Advances in Psychological Science
基金
国家自然科学基金项目(项目编号:71271101
71571087
71333007)
暨南大学企业发展研究所基金资助
关键词
领导
消极情绪
员工绩效
EASI模型
信息加工
leader
negative emotion
subordinates＇ performance
EASI
information processing
