遵从规范还是真情流露？组织情境下领导情绪表达策略研究

Managers in organizations are confronted with increasingly high environmental uncertainty and are challenged by a variety of unexpected workplace events in today’s business world. Within this rapidly changing organizational context, therefore, managers using appropriate emotional display tactics to proactively manage, regulate, and motivate employees’ affective and psychological states in an attempt to increase employee and team outputs has garnered increasing attention in current leadership research. Integrating research on leader emotional display and emotional labor, this research develops a new theory of leader emotional display tactic. Drawing on two core dimensions of leader emotional display (i.e., adherence to organizational display rules and authentic expression), this research examines four discrete tactics of leader emotional display, including authentic rule adherence, intended rule adherence, authentic rule deviance, and intended rule deviance. Through a series of research methods such as experiencing sampling method, laboratory experiment, and survey, this research systematically explores how attributes of the leader, the follower, and the workplace event, affect a leader’s emotional display tactic used in a very context. Moreover, this research reveals the motivational mechanisms and boundary conditions underlying the effects of leader emotional display tactics on both employee performance and team outcomes. In total, the findings of this research provide valuable insights into the leadership research and the leadership development practices in the business world.

知识经济时代，企业管理者面临高度的环境不确定性和各类突发事件的挑战，管理者如何在快速变化的组织环境下运用合适的情绪表达策略去主动管理、控制与激励下属的情绪状态与心理反应，并最终实现员工个人产出与团队产出的提升，是当前领导力研究的新趋势。本研究整合领导情绪表达与情绪劳动的相关研究成果，提出领导情绪表达策略的概念。从领导是否遵从组织情绪表达规范（应然）和是否真实表达自我情绪（实然）两个维度，提出了四种不同形式的领导情绪表达策略：真实规范遵从、刻意规范遵从、真实规范偏离、刻意规范偏离。通过经验抽样、实验室实验和问卷调查等研究方法，系统研究了领导者个人因素、下属因素与工作事件属性对领导情绪表达策略的影响与作用机制；此外，研究还揭示了四种领导情绪表达策略对下属工作绩效与团队产出的激励机制与关键权变因素。相关研究成果不仅丰富了领导情绪表达领域的理论研究，还为领导力开发实践提供了情绪管理的新视角。

在知识经济时代和高速发展的互联网信息技术背景下，领导面临前所未有的环境不确定性和遭遇突发事件冲击的压力。此时，领导理性的行为风格与决策方式将不再奏效。因此，关注领导的情绪表达，从领导与下属的情绪互动视角研究情感导向的领导力过程对企业的发展至关重要。本课题从领导行为视角，创新性的提出领导情绪表达策略的概念，反映领导在组织情绪表达规范和管理目的的共同驱动下，有意识地面向下属表达或抑制情绪的过程。主要包括四个研究板块：第一，探讨领导情绪劳动的内涵与维度结构，发现出积极情绪表达、消极情绪抑制和消极情绪表达三个维度，并在此基础上探索了中国特有的家长式领导所对应的情绪劳动；第二，研究领导行为对员工工作行为的影响与机制，并从领导、员工和领导员工双向互动的视角，全面探索了可能的边界条件；第三，从个体内和个体间两个视角，深入探索领导具体情绪（愤怒和感恩）的表达行为对领导自身和下属绩效产出的影响；第四，补充员工视角的研究，探讨员工行为对组织的影响。最后，提炼中国组织情境下管理者实施领导情绪表达策略的具体管理对策建议。