Exhibiting emotional flexibility to alleviate employee hateful emotions and elevate their justice perceptions
Exhibiting emotional flexibility to alleviate employee hateful emotions and elevate their justice perceptions
复制标题
表现出情感灵活性，以减轻员工的仇恨情绪并提升他们的正义感
DOI：
10.1108/ijcma-11-2022-0196
复制
发表时间：
2023
影响因子：
3.3
通讯作者：
Ayesha Shakoor
中科院分区：
文献类型：
--
作者：
M. Iqbal;Ayesha Shakoor
目的
本研究运用扩展-构建理论，考察（1）在不同情绪灵活性水平下，员工是否会产生憎恨情绪反应，并认为绩效考核公平;（2）员工憎恨情绪反应的差异在不同情绪灵活性条件下，对管理者情绪灵活性与员工绩效考核公平性感知之间的关系起中介作用。
设计/方法/方式
110名巴基斯坦本科生参加了七波基于网络的实验研究。对于单向重复测量分析，使用一般线性模型，对于双条件受试者内中介路径分析，使用重复测量的中介和调节分析（MEMORE）。
结果
当管理者在会议期间情绪更灵活时，员工会体验到高水平的绩效评估公正和低水平的仇恨情绪反应，反之亦然。管理者的情绪灵活性也可以防止员工在绩效评估中做出充满敌意的反应，这反过来又使他们认为整体绩效评估是公正的。
独创性/价值
本研究扩展了思想-行动剧目和个人资源，支持拓宽和建设理论。该研究将这一概念应用于绩效评估，这是管理者和员工的情感体验。这项研究及时解决了各组织对业绩管理制度进行全面改革的需要，建议管理人员在有替代的业绩审查制度之前使用情绪上的灵活性。
Purpose
Using the broaden-and-build theory, this study aims to examine whether (1) employees have hateful emotional responses and think the overall performance review is fair at different levels of managers’ emotional flexibility; and (2) the difference in employees’ hateful emotional responses mediates the relationship between managers’ emotional flexibility and employees’ perceptions of performance review fairness across flexibility conditions.
Design/methodology/approach
A sample of 110 Pakistani undergraduates participated in the seven waves of online scenario-based experimental research. For a one-way repeated-measures analysis, the general linear model was used, and for a two-condition within-subject mediational path analysis, the mediation and moderation analysis for repeated measures (MEMORE) was used.
Findings
Employees experience a high level of performance review justice and a low level of hateful emotional responses when managers are more emotionally flexible during the meeting, and vice versa. A manager’s emotional flexibility may also prevent employees from responding hatefully during performance reviews, which in turn makes them perceive the overall performance review as just.
Originality/value
The study expands on the thought–action repertoire and personal resources, supporting the broaden-and-build theory. The research applies this notion to performance reviews, which are an emotional experience for managers and employees. The study timely addresses organizations’ need for performance management system overhauls by suggesting managers to use emotional flexibility until an alternate performance review system is available.
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影响因子：
5.9
作者：
Ford, Brett Q;Mauss, Iris B
通讯作者：
Mauss, Iris B
DOI：
10.1098/rstb.2004.1512
发表时间：
2004-09-29
影响因子：
6.3
作者：
Fredrickson, BL
通讯作者：
Fredrickson, BL
影响因子：
7.6
作者：
Gross, JJ;John, OP
通讯作者：
John, OP
影响因子：
12.8
作者：
Kashdan, Todd B.;Rottenberg, Jonathan
通讯作者：
Rottenberg, Jonathan
影响因子：
2.6
作者：
B. Fredrickson;R. Levenson
通讯作者：
B. Fredrickson;R. Levenson