Leadership and emotion management for complex tasks: Different emotions, different strategies
Leadership and emotion management for complex tasks: Different emotions, different strategies
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DOI：
10.1016/j.leaqua.2011.12.005
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发表时间：
2012-06
影响因子：
7.5
通讯作者：
Chase E. Thiel;S. Connelly;Jennifer A. Griffith
中科院分区：
文献类型：
--
作者：
Chase E. Thiel;S. Connelly;Jennifer A. Griffith
工作场所的情绪会影响许多关键的认知任务，包括信息处理和决策。此外，情绪对这些手术的影响往往是特定于情绪的。鉴于这些独特的影响，领导者可能需要学习如何管理下属的离散情绪，而不仅仅是一般的情绪。本实验考察了在下属经历愤怒或悲观情绪后，领导者提出不同监管策略的效果。在不同的领导促进的监管策略下，这些情绪的影响就计划，一个关键的组织任务，和领导者有效性的感知进行了评估。结果表明，领导促进的监管策略类型调节了愤怒和悲观与计划的关系。研究结果表明，领导者应该了解离散情绪的不同影响，并准备好帮助下属相应地管理情绪。
Emotions in the workplace influence a number of critical cognitive tasks including information processing and decision-making. Moreover, the effect of emotion on these operations is often emotion-specific. Given these unique effects, leaders may need to learn how to manage subordinates' discrete emotions, and not just general affect. This laboratory experiment examined the effects of leaders suggesting different regulation strategies after subordinates experienced anger or pessimism. Effects of these emotions under different leader-facilitated regulation strategies were evaluated with respect to planning, a critical organizational task, and perceptions of leader effectiveness. Results demonstrated that the type of leader-facilitated regulation strategy moderates the relationships of anger and pessimism to planning. The findings imply that leaders should understand the differential effects of discrete emotions, and be prepared to help subordinates manage emotions accordingly.