Emotional exhaustion and job performance: The moderating roles of distributive justice and positive affect
Emotional exhaustion and job performance: The moderating roles of distributive justice and positive affect
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DOI：
10.1002/job.614
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发表时间：
2010-08
影响因子：
6.8
通讯作者：
Onne Janssen;Catherine K. Lam;Xu Huang
中科院分区：
文献类型：
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作者：
Onne Janssen;Catherine K. Lam;Xu Huang
通过对中国和香港两地服装连锁店的241名店员及其59名主管的实地研究，我们发现当员工在与组织的交换关系中感受到较高的分配公平水平时，情绪衰竭与工作绩效的四个指标(总体绩效、情绪展示、组织公民行为-O和组织公民行为-I)呈负相关，而当员工感觉到较低的分配公平水平时，情绪衰竭与这些绩效类型中的任何一种都不相关。此外，分配公平的情绪耗竭对工作绩效的负双向交互作用在员工的积极情绪高时被缓冲，当员工的正向情绪低时被强化。运用资源节约理论、公平归因模型和积极情绪拓展构建理论，阐明和探讨了分配公平和积极情绪在情绪耗竭与工作绩效关系中的调节作用。版权所有(C)2009 John Wiley&Sons，Ltd.
In a field study among 241 shop assistants and their 59 supervisors in fashion chain stores in Mainland China and Hong Kong, we found a negative relationship between emotional exhaustion and four indicators of job performance (overall performance, emotional display, OCB-O, and OCB-I) when employees perceived high levels of distributive justice in the exchange relationship with the organization, whereas emotional exhaustion was unrelated to any of these performance types when employees perceived low levels of distributive justice. In addition, this negative two-way interaction effect of emotional exhaustion by distributive justice on job performance was buffered when employees were high on positive affect and intensified when they were low on positive affect. We used the conservation of resources (COR) theory, the attribution model of justice, and the broaden-and-build theory of positive emotions to clarify and discuss the moderating roles of distributive justice and positive affect in the relationship between emotional exhaustion and job performance. Copyright (C) 2009 John Wiley & Sons, Ltd.