This paper develops two models to investigate the effect of team leader positive affectivity （PA） on team member turnover intention and team organizational citizenship behavior （OCB）, at the individual and team le...This paper develops two models to investigate the effect of team leader positive affectivity （PA） on team member turnover intention and team organizational citizenship behavior （OCB）, at the individual and team levels, respectively. A two-wave longitudinal study was conducted involving a survey of 58 team leaders and 174 team members in a large Chinese telecom company across a three-month period. We found that team members＇ organization-based self-esteem （OBSE） at Time 1 mediates the relationship between team leader PA at Time 1 and team member turnover intention at Time 2, whereas team aggregated OBSE at Time 1 mediates the relationship between leader PA at Time1 and team OCB at Time 2.展开更多
As the Chinese economy moves toward a market-based model, employees are likely to face more emotional demands and exhaustion at work. However, there are some unique aspects to the emotional demands of work in the Chin...As the Chinese economy moves toward a market-based model, employees are likely to face more emotional demands and exhaustion at work. However, there are some unique aspects to the emotional demands of work in the Chinese cultural context. We investigate emotional demands and exhaustion in China with a large-scale sample across the six major occupations identified by the Holland classification system. Results show that incumbents of social and enterprising jobs face higher emotional demands. Unexpectedly, exhaustion differs significantly between conventional and other types of jobs. Building on the Job Demand-Resources （JD-R） model, job crafting and the cultural context, we propose that the nonlinear relationship of emotional demands and exhaustion exists only when emotional intelligence is low. Our study may inform practitioners and policy makers in Chinese enterprises about emotional demands and exhaustion for various occupations and the importance of selection and training programs in emotional intelligence.展开更多
文摘This paper develops two models to investigate the effect of team leader positive affectivity （PA） on team member turnover intention and team organizational citizenship behavior （OCB）, at the individual and team levels, respectively. A two-wave longitudinal study was conducted involving a survey of 58 team leaders and 174 team members in a large Chinese telecom company across a three-month period. We found that team members＇ organization-based self-esteem （OBSE） at Time 1 mediates the relationship between team leader PA at Time 1 and team member turnover intention at Time 2, whereas team aggregated OBSE at Time 1 mediates the relationship between leader PA at Time1 and team OCB at Time 2.
文摘As the Chinese economy moves toward a market-based model, employees are likely to face more emotional demands and exhaustion at work. However, there are some unique aspects to the emotional demands of work in the Chinese cultural context. We investigate emotional demands and exhaustion in China with a large-scale sample across the six major occupations identified by the Holland classification system. Results show that incumbents of social and enterprising jobs face higher emotional demands. Unexpectedly, exhaustion differs significantly between conventional and other types of jobs. Building on the Job Demand-Resources （JD-R） model, job crafting and the cultural context, we propose that the nonlinear relationship of emotional demands and exhaustion exists only when emotional intelligence is low. Our study may inform practitioners and policy makers in Chinese enterprises about emotional demands and exhaustion for various occupations and the importance of selection and training programs in emotional intelligence.
