Transformati on al leadership and employee voice: an affective perspective

This study aims to examine the effect of transformational leadership on employee voice behavior. Specifically, this study investigates the mediating role of positive affect in linking sformational leadership with voice and the moderating role of over-qualification in influencing the mediation of positive affect. In particular, a twowave survey was con ducted. A sample of 271 participa nts complete a questionnaire measuring tran sformati on al leadership, positive affect and various demographic variables in the first wave. Then, they complete a second questionnaire measuring perceived over-qualification and voice behavior 2 weeks later. We conduct a series of multiple regression analyses to test the model. The results show that positive affect partially mediated the relationship between transformational leadership and employee voice behavior. Over-qualification moderated the relationship between positive affect and voice. In addition, moderated mediation analyses reveal that positive affect mediates the relationship between transformational leadership and voice only for highly over-qualified employees. This study investigates a new method linking transformational leadership and voice from an affective perspective by finding the mediating effect of positive affect. We also verify the role of "energized to" process in shaping proactive behaviors. Finally, this study examines the boundary conditions of the effect of positive affect on voice.

人格特质对社会适应不良的影响:情绪调节效能感的中介作用

本研究采用中文版大五人格量表、情绪调节效能感量表以及社会适应不良量表对898名在校大学生进行问卷调查,探讨人格特质、情绪调节效能感以及社会适应不良之间的关系。研究结果发现,严谨性、外向性、开放性与社会适应不良之间呈显著负相关,神经质与社会适应不良之间呈显著正相关,宜人性与社会适应不良之间相关不显著;宜人性、严谨性、外向性和开放性与表达积极情绪和管理消极情绪自我效能感之间均呈显著正相关,神经质与表达积极情绪和管理消极情绪自我效能感均呈显著负相关;社会适应不良与表达积极情绪自我效能感和管理消极情绪自我效能感之间呈显著负相关。表达积极情绪自我效能感在严谨性、开放性、神经质与社会适应不良之间具有部分中介效应;管理消极情绪自我效能感在严谨性、外向性、神经质、开放性与社会适应不良之间具有部分中介效应。情绪调节效能感在人格特质与社会适应不良之间起中介作用,但是不同的人格特质会通过不同的情绪调节效能感对社会适应产生不同影响。