领导人际情绪调节策略对员工工作投入影响的研究

Research on the influence of leadership interpersonal emotion regulation strategy on employees' work engagement

现有研究较少探讨领导情绪调节策略对员工工作投入的影响。本文运用Gross人际情绪调节策略理论构建一个调节性中介模型,以探讨一定工作压力背景下领导通过情绪调节对员工工作投入的影响。研究表明变革型领导运用不同的情绪调节策略对员工的工作投入影响有显著差异:先行关注情绪调节策略能引导和激发下属的积极情绪并提升员工的工作投入,而反应关注情绪调节策略可能导致下属消极情绪进而负面影响员工工作投入。同时,这些影响会随工作压力的变化而变化。研究成果不仅丰富了领导行为对员工影响的研究成果,而且拓展了人际情绪调节理论的应用。

How can leaders use appropriate emotional regulation strategies to improve employee engagement?The existing research is less discussed.This paper applies Gross's theory of interpersonal emotion regulation strategy to build a regulatory mediation model to explore the influence of leaders on employees work engagement through emotional regulation under certain work pressure.Studies have shown that transformational leadership use different emotion regulation strategies influence on employee's job involvement has significant differences:first fccusing on emotion regulation strategies can lead and motivate the subordinates to positive emotions and improve employees'job involvement,and reaction on adjusting strategy could lead to subordinates negative emotions,in turn,negative influence employee job involvement,at the same time,these effects also changes over the stress of work.The research results not only enrich the research results on the influence of leadership on the behavior of subordinates,but also expand the application of the theory of interpersonal emotion regulation.