情绪和谐还是情绪失调更有利于员工提高绩效?——基于领导者情绪劳动的实验研究

Is Emotional Fit or Emotional Dissonance Better Able to Improve Employees' Performance?——An Experimental Study Based on the Leader Emotional Labor

本文以情绪即社会信息模型为理论框架,基于内心状态观点的领导者情绪劳动(领导者情绪和谐/失调),将差序式领导作为本土化的情境因素引入领导者情绪劳动与员工绩效关系的研究中,借助公共物品博弈实验,采用领导者情绪劳动与员工类型2×2被试间实验设计,考察了领导者情绪劳动影响员工绩效的作用机制。结果表明:对高效率员工而言,领导者情绪和谐有利于其提高绩效,领导者情绪失调会降低其绩效,并且,员工的情感反应具有中介作用,"自己人"员工的情感反应更强,低认知动机的员工更倾向于提高绩效;对低效率员工而言,领导者情绪和谐有利于其提高绩效,领导者情绪失调会降低其绩效,其中,员工的绩效推断具有中介作用,"自己人"员工推断加工程度更强,高认知动机的员工更倾向于提高绩效。最后,对领导者的情绪管理、情感治理、关系治理及未来研究提出了建议。

The inner state of emotional labor is divided into emotional fit and emotional dissonance. Using the theory of emotion as social information, the differential leadership is introduced into the study of the relationship between leader emotional labor and employee performance. Based on the public goods game, this paper designs the leader emotional labor and the type of employee 2×2 between subjects experiment, and tests the impact of leader emotional labor on employee performance. The results show that leader emotional labor and the employee performance have significant positive correlation. For high efficiency employees, affective reactions partially mediate the effects of leader emotional labor on employee performance. For low efficiency employees, performance inference partially mediates the effects of leader emo- tional labor on employee performance. Differential leadership and employee epistemic motivation have significant moderating effect. Finally, suggestions on leader＇ s emotional management, emotional management, relationship management and future research are discussed.