本文選題：領(lǐng)導(dǎo)者負(fù)性情緒 + 組織成員績效�。� 參考：《領(lǐng)導(dǎo)科學(xué)》2017年17期

【摘要】：領(lǐng)導(dǎo)者負(fù)性情緒與組織成員績效之間的正向關(guān)系逐漸得到證實(shí)。EASI模型引入信息加工理論對領(lǐng)導(dǎo)者負(fù)性情緒產(chǎn)生積極效應(yīng)的作用機(jī)制進(jìn)行了分析,但該模型在作用路徑和情緒感染論述上存在局限,情緒—認(rèn)知雙路徑模型對EASI模型進(jìn)行了完善,論證了作用路徑的交互作用,但依然存在論證籠統(tǒng)的問題。整合各理論和模型,提出較為完善的解釋模型,論證領(lǐng)導(dǎo)者負(fù)性情緒與組織成員績效之間的非對稱關(guān)系,為領(lǐng)導(dǎo)者情緒領(lǐng)導(dǎo)力提升提供相應(yīng)借鑒。
[Abstract]:The positive relationship between the negative emotions of leaders and the performance of organizational members is gradually confirmed. The EASI model introduces the information processing theory to analyze the mechanism of the positive effects of the negative emotions of the leaders. However, the model is limited in the discussion of action path and emotional infection. The model of mood-cognition dual pathway has improved the EASI model and demonstrated the interaction of the action path, but there are still some problems in the argumentation. By integrating various theories and models, a more perfect explanatory model is put forward to demonstrate the asymmetric relationship between the negative emotions of leaders and the performance of the members of the organization, so as to provide a reference for the improvement of the leaders' emotional leadership.
【作者單位】： 陜西廣播電視大學(xué)公共管理學(xué)院;
【分類號】：F272.92

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