领导情绪智力对员工组织认同、组织公民行为影响的跨层分析

发布时间：2018-04-13 05:30

本文选题：领导情绪智力 + 领导感知自我情绪智力　；参考：《南开管理评论》2010年04期

【摘要】：本文探讨了领导感知自我情绪智力、员工感知领导情绪智力与员工组织公民行为之间的跨层关系。并且在不同层次上讨论了领导情绪智力对员工组织认同、组织公民行为的影响,同时分析了领导情绪智力对组织公民行为的影响机制。研究通过对九家制造业企业的70个团队的领导与员工的问卷调查发现,领导感知自我情绪智力跨层调节员工感知领导情绪智力与组织公民行为、组织认同之间的关系。且在单层模型与多层模型中,组织认同都是员工感知领导情绪智力与组织公民行为之间的完全中介变量。当员工感知领导情绪智力大到某一范围时,领导感知自我情绪智力正向调节员工感知领导情绪智力与组织公民行为之间的关系。而当员工感知领导情绪智力低于某一范围时,领导感知自我情绪智力反而负向调节这一关系。
[Abstract]:This paper probes into the cross-layer relationship between leadership perceived self-emotional intelligence, employee perceived leadership emotional intelligence and employee organizational citizenship behavior.At the same time, it discusses the influence of leadership emotional intelligence on organizational identity and organizational citizenship behavior, and analyzes the influence mechanism of leadership emotional intelligence on organizational citizenship behavior.Based on a questionnaire survey of 70 teams and staff in nine manufacturing enterprises, it is found that the relationship between leadership perceived emotional intelligence, organizational citizenship behavior and organizational identity can be adjusted across layers.In single-layer model and multi-layer model, organizational identity is a complete intermediary variable between employee's perceived emotional intelligence of leadership and organizational citizenship behavior.When the perceived emotional intelligence of the employee reaches a certain range, the self-perceived emotional intelligence of the leader positively regulates the relationship between the perceived emotional intelligence of the employee and the organizational citizenship behavior.When the employee's perceived emotional intelligence is lower than a certain range, the leader's perceived emotional intelligence negatively regulates this relationship.
【作者单位】：西南交通大学经济管理学院;
【基金】：教育部“长江学者和创新团队发展计划”项目(IRT0860)资助
【分类号】：C936

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