Multilevel Study Of The Effect Of Leader Emotional Labor On Organizational Identification

Researchers and practitioners generally thought we need to rely on the rational and efficiency at work. So the study of the mood of the relevant organizations were not taken seriously. However, emotions and emotional management problem in the work situation have always been implicit in the core issue of management practice and development. In organizations, the leaders' emotional expression might affect the work attitude and behavior of subordinates, and the enterprise's survival and development. Leaders should choose the appropriate emotion expression, shape the transformational leadership style to increase the employees to the organization's identity to stimulate employees' positive working behavior, and attain the effectiveness of the leadership. The mechanism of leader emotional labor on employees' work attitude and behavior is the issue in the future theory and practice.Firstly, this article reviewed the leader emotional labor, transformational leadership style and organizational identification, and analysis the correlation between variables based on the social exchange theory, the theory of emotional events and implicit leadership theory. For China's cultural background, we study the effects of leader emotional labor on the employee organizational identification, the mediation role of transformational leadership in the relationship between leader emotional labor and organizational identity, and the moderation role of leadership members exchange in the relationship between transformational leadership and organizational identity. Then we put forward the theoretical model and research assumptions. We study 120 senior and mid-level leadership and its subordinate employees of banks, real estate and technology consultancy as the research object. We investigated, collected data, verifyied the hypothesis to get the results of the study. The research results show that surface acting was negatively related to organizational identification. And Deep acting and the display of genuine emotions were positively related to organizational identification. Surface acting was negatively related to transformational leadership. And Deep acting and the display of genuine emotions were positively related to transformational leadership. Transformational leadership mediated the relationship between leader emotional labor and organizational identification. Leader-Member exchange moderated the relationship between transformational leadership and organizational identification.This paper discussed deeply the relationship and interaction between emotional labor, transformational leadership style and organizational identification, will further enrich the leadership of emotional labor related research. At the same time, the results provided the management practices of Chinese enterprises, especially for the leaders who choosed the right means of emotional expression and leadership style, to further increase the employees' organization identity, and thus improved the efficiency of management.