组织情绪能力:概念、测量、前因与后果

被引：16

作者：

李树文 ^{[1
]}

罗瑾琏 ^{[1
]}

孙锐 ^{[2
]}

机构：

[1] 同济大学经济与管理学院

[2] 不详

来源：

外国经济与管理 | 2019年 / 41卷 / 06期

关键词：

组织情绪能力; 情绪动态性; 领导—成员交换; 环境竞争性; 环境动态性;

D O I：

10.16538/j.cnki.fem.2019.06.005

中图分类号：

C936 [管理组织学];

学科分类号：

摘要：

传统情绪研究主要聚焦于个体层次,没有进一步分析和回答复杂环境下组织层次的"情绪能力"相关问题。组织情绪能力是组织层次情绪能力和情绪构面组织能力研究的新型主题,具体表现为认同动态性、和谐动态性、体验动态性、游戏动态性、表达动态性、鼓舞动态性六个层面。本文通过文献梳理,首先在分析了组织情绪能力的形成、概念内涵、结构与测量基础上,从资源视角、情绪视角与刺激—反应视角阐释其理论基础;其次,基于前置要素、后效变量及边界条件三方面内容构建了一个组织情绪能力整合分析框架;最后,对未来研究方向进行了展望。

引用

页码：59 / 70

页数：12

共 21 条

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