| Information overload and the rapid changes of organizational environment lead to individual emotional fluctuations in the daily life and work.Organizational members,especially subordinates,inevitably produce negative emotions such as impetuosity and anxiety.These negative emotions not only seriously affect the work status of employees themselves,but also bring negative emotions to colleagues around through the emotional contagion,which greatly affects the improvement of organizational efficiency and the realization of organizational goals.As employees' superiors,it is necessary for leaders to help employees face the problems of work and life,and solving the negative emotions of employees,Which is one of the embodiment of leadership.In addition,nowdays the market environment is not only becoming increasingly complex,but also often faced with many uncertainties,and organization leaders are facing with the growing challenges in dealing with information and making decisions.Organizations often need staff's suggestions and ideas to speed up organizational innovation and improve organizational efficiency,enterprises are gradually aware of the need to give full play to the wisdom of employees,motivate their initiative and offer advices for the development of enterprises.Therefore,how to stimulate employee's voice behavior and promote employees to actively express their views on the status quo of the organization has been the focus.This study suggests that leaders help subordinates adjust their negative emotions,which can motivate employees to make suggestions for the development of the organization.As for the influencing factors and generating mechanism of voice,scholars at home and abroad have conducted in-depth research and discussion,Most of which focus on the impact of leadership behavior on employees' voice behavior.However,these studies ignore the influence mechanism of interpersonal emotion management on employee voice behavior,academic circles have not been deeply studied and discussed how interpersonal emotion management behavior affect voice behavior,the black box of influence mechanism of leadership interpersonal emotion management on employee voice behavior limits the more deeply understanding and implement of academic circles on voice behavior.Therefore,it is necessary for us to study the relationship between leader interpersonal emotion management and voice behavior.This study attempts to explore the mechanism of leadership interpersonal emotion management on employee voice behavior based on social exchange and attribution theory in chinese cultural background,and build a research model,which includes trust in leader as an intermediary,employee' power distance as moderate variable,and puts forward some relevant research hypotheses.First of all,the existing studies of leader interpersonal emotional management,trust,employee voice behavior,power distance are reviewed;secondly,research hypothesis is presented based on literature review;then we used SPSS21.0 and Amos 17.0 to conduct statistical analysis on 314 questionnaires to verify the proposed the hypothesis;finally,the research results were discussed and put forward the prospect.The research draws the following conclusions:(1)Leader interpersonal emotional management is positively related to employee voice behavior.(2)Leadership interpersonal emotional management is positively related to employee's trust in leader.(3)Employee's trust in leader mediates the role of interpersonal emotion management in voice.(4)Employee's power distance moderate the relationship between leader interpersonal emotion management and trust in leader.The higher employee's power distance is,the stronger their relationship is,vice versa.(5)Employee's power distance also moderate the mediating effect of employee's trust in leader between leadership interpersonal emotional management and voice,that is the level of employee's power distance is higher,the mediating effect of employee's trust in leader is stronger. |
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