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论文编号：	9418
作者编号：	1120130820
上传时间：	2017/6/21 22:33:58
中文题目：	领导者情绪与员工绩效：行为与实验的范式
英文题目：	Leader Emotion and Employee Performance: Paradigms of Behavior and Experiment
指导老师：	李建标
中文关键字：	领导者情绪表达的类型；领导者情绪表达的频率；领导者情绪劳动；员工绩效；实验研究
英文关键字：	Leader Emotion Display Type; Leader Emotion Display Frequency; Leader Emotional Labor; Employee Performance; Experimental Study
中文摘要：	企业绩效的提升已成为经济新常态下中国经济发展的重要动力，为了应对外部环境动态性及竞争不确定性的日趋增强，高效企业的建立势在必行。然而企业绩效是员工或团队绩效在组织层面的实现，归根结底，企业绩效主要取决于员工的绩效。因此，员工绩效作为组织绩效的基础，一直倍受国内外学者的广泛关注。在员工绩效的探讨中，领导者被认为是非常重要的影响因素，领导者的情感对员工行为和组织绩效都会产生影响。因此，领导者如何运用情绪引导员工提高绩效已成为当前管理学领域亟待研究的重要课题。然而当前的研究结论并不统一，理论框架也有待完善，而且现有的研究基本上都是在西方社会情境中进行的，在中国情境中是否也成立还有待检验，同时上述研究并没有考虑到中国人特有的社会心理和行为逻辑。因此，有必要整合现有的研究，构建一个符合中国情境的理论框架，总结领导者情绪表达的基本维度，分析领导―成员交换关系、员工的特质因素，如情感反应、绩效推断、认知动机等，以及符合中国本土化的情境因素，如差序式领导、面子压力等，探讨领导者情绪影响员工绩效的具体作用机制、破解领导者情绪治理的难题。 以往的研究依据情绪的效价将情绪划分为积极情绪和消极情绪，在此基础上研究这两类情绪的效用。本文认为，情绪的研究不仅要考虑其类型产生的短期效应，还应该全面考察情绪表达的频繁程度以及情绪表达的真实性所产生的长期效应。基于此，本研究将领导者情绪表达的类型、领导者情绪表达的频率以及领导者情绪表达的真实性（情绪劳动）共同纳入领导者情绪的结构维度中，并以上述领导者情绪的三个维度作为本文的三大研究主题，依次探讨领导者情绪表达的类型、领导者情绪表达的频率和领导者情绪表达的真实性对员工绩效的影响，及其各自的具体作用机制。 为了尽可能地保证研究的内部效度和外部效度，本文的三个研究主题依据各自变量的特征，分别采用不同的研究方法来收集数据，包括：实验室实验、现场实验和问卷调查，以此形成不同研究方法的优势互补。 本文首先考察了领导者情绪表达的类型对员工绩效的影响，这项研究采用现场实验（field experiment），选取了天津市一家科技型企业的126名知识型员工作为研究被试，借鉴Van Kleef等的实验设计，借用公共物品博弈实验的研究框架探讨了企业中领导者情绪表达的类型影响员工绩效的作用机制。实验数据表明：领导者表达消极情绪更有利于员工提高绩效；领导者表达积极情绪对员工绩效的影响并不显著。这一结论验证了情绪的“非对称性效应”，说明其在中国企业情境中也得到了支持。此外，领导―成员交换关系具有部分中介作用，员工的认知动机和“怕掉面子”压力具有调节作用。 然后，本文探讨了中国企业情境中领导者情绪表达的频率与员工绩效的关系。通过在全国多家知识密集型企业中发放调查问卷，采用领导者―员工配对样本，最后获得32个工作组的271名员工的有效样本。调查数据表明：领导者频繁地表达积极情绪有利于员工提高绩效；领导者频繁地表达消极情绪会使员工降低绩效。此外，领导―成员关系在上述主效应中具有部分中介作用，而且领导―成员关系、真实型领导和员工“想要面子”压力具有调节效应。 最后，借助公共物品博弈实验，本研究采用领导者情绪劳动与员工类型2×2被试间实验设计，收集了144名被试的研究数据，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。 本文的创新体现在以下三个方面：一是，率先将领导者的情绪依据情绪表达的类型、情绪表达的频繁程度以及情绪表达的真实性这三个维度进行划分，并试图对上述研究进行整合；二是，率先在领导者情绪与员工绩效的研究中同时采用实验和问卷调查的研究方法，使研究结论更具说服力；三是，率先将中国本土化的情境因素引入领导者情绪与员工绩效的研究中，在检验西方研究结论是否适用于中国情境的同时，也有利于加强国际间的学术交流与对话。
英文摘要：	The promotion of enterprise performance has become an important driving force for China's economic development under the new economic normal. In order to response to the external environment and the increasing uncertainty of competition, the establishment of efficient enterprises is enforced. However, the enterprise performance is the realization of employee or team performance at the organizational level, which depends largely on the employee performance after all. So the employee performance is presented as the basis for organizational performance, and always catches the scholars’ attention. In the discussion of employee performance, the leader has often seen as a very influential factor. In contrast with the current research on leadership behavior and leadership style, more and more researches begin to pay attention on the leader's emotional expression in the process of leadership. In fact, the leader’s emotional expression will have an impact on employee behavior and organizational performance. Therefore, how to use emotional expression to improve employee performance has become an important issue in the field of management science domain. However, the current research conclusion is not unified, which also needs to improve the theoretical framework, and the existing researches basically concern western social situation, less involved in China situations, also discounted the psychology and behavior in Chinese contexts. So this thesis aims to build a theory framework to sum up the basic dimension of leader emotional expression in Chinese contexts, which could analysis leader-member exchange relationship (LMX), idiosyncrasy traits of employee (e.g. emotional response, performance inference, epistemic motivation) and Chinese localization contexts (e.g. differential leadership, face pressure), discuss the specific action mechanism of leader’s emotional expression on employee performance, and crack problem on leader’s emotional expression management. Based on the previous researches, the emotion is always divided into positive emotions and negative emotions. This thesis considers that the emotional expression research should not only consider the short-term effects, but also the long-term effects of the frequency and authenticity of leader's emotional expression. So this thesis puts together the type, the frequency and the authenticity of leader’s emotional expression into leader’s emotional expression, and successively explores the effect and specific action mechanism of the type, the frequency and the authenticity of leader’s emotional expression on employee performance. Different research methods have their own advantages and limitations. In order to guarantee the internal and external validity, this thesis respectively uses different research methods to collect data according to different characteristic of variations, which includes laboratory experiment, field experiment and questionnaire survey to achieve the complementary advantages of different research methods. This thesis firstly explores the influence on the type of leader's emotional expression to employee performance in Chinese contexts. This field experiment selects 126 knowledge employees in Tianjin city, and explores the action mechanism of the type of leader’s emotional expression to employee performance by public goods game experiment from the experimental design of Van Kleef. The results show that the leader’s negative emotion becomes more catholic in improving employee performance, but the leader’s positive emotion is not significant. This conclusion verifies the mood of “non-symmetry effect” in the Chinese enterprise situation. In addition, the relationship between leader and employee has a partial mediating effect, the employees’ cognitive motivation and "fear of losing face" has a regulating effect. Secondly,this thesis explores the influence on the frequency of leader's emotional expression to employee performance in Chinese contexts. The questionnaire survey selects a number of knowledge intensive enterprises, using the sample of leader-employee to get 271 effective samples of employees in 32 working groups finally. The results show that it is helpful for employees to improve their performance by expressing positive emotions frequently. In addition, the relationship of leader-employee has a partial mediating effect in the main effect, meanwhile the relationship of leader-employee, authentic leadership and the “face-saving” pressure of employee also have regulating effect. Lastly, this thesis explores the authenticity on the frequency of leader's emotional expression to employee performance in Chinese contexts. With the help of the public goods game, this thesis designs the leader emotional labor and the type of employee 2x2 between subjects experiment, selects 144 students to participate experiment, and tests the impact of leader emotional labor on employee performance improvement. The results show that leader emotional labor and the employee performance improvement have significant positive correlation. For high efficiency employees, an affective reaction partially mediates the effects of leader emotional labor on employee performance improvement. For low efficiency employees, performance inference partially mediates the effects of leader emotional labor on employee performance improvement. Differential leadership and employee epistemic motivations have significant moderating effect. Specific say, the innovation of this thesis basically expresses range of the following tripartite. Above all, this thesis creatively classifies the leader's emotional expression into the type of leader's emotional expression, the frequency of leader's emotional expression, and the authenticity of leader's emotional expression, then this thesis attempts to pull together above three themes. Secondly, this thesis creatively uses kinds of research methods to study the relationship between the leader’s emotional expression and employee performance, which could realize the advantage complementation in validity and reliability. Thirdly, this thesis creatively introduces Chinese localization situation factors into current research, which could test the suitability of external research conclusions, and also could strengthen academic exchanges and continuous dialogue.
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