School of Psychology.
Department of Psychology.
J Occup Health Psychol. 2019 Aug;24(4):467-481. doi: 10.1037/ocp0000150. Epub 2019 Apr 4.
When interacting with supervisors, employees often engage in emotion regulation (i.e., surface acting and deep acting), and the consequences may extend beyond work boundaries. Based on the spillover-crossover model and the strength model of self-control, we examined the relationship between employee emotion regulation during supervisory interactions and marital well-being (i.e., spouse's perceived marriage quality and satisfaction). Two survey studies using Chinese employee-spouse dyads showed that employees' surface acting was positively related to ego depletion. Surface acting was found to be negatively related to spouses' perceived marital well-being through the serial mediating roles of both ego depletion and social undermining behavior. Moreover, leader-member exchange (LMX) relationship quality moderated the association between surface acting and ego depletion such that the relationship was weaker for employees with a high-quality LMX relationship compared with those with a low-quality LMX relationship. These findings extend theory and research on emotion regulation to employee-leader interactions and contribute to future research and theory-building on emotion regulation, leadership, and work-family integration. Practical implications for leaders, organizations, and employees were discussed. (PsycINFO Database Record (c) 2019 APA, all rights reserved).
当与上级互动时，员工通常会进行情绪调节（即表面行为和深度行为），其后果可能超出工作范围。基于溢出-交叉模型和自我控制的强度模型，我们考察了员工在监督互动期间的情绪调节与婚姻幸福感（即配偶感知的婚姻质量和满意度）之间的关系。使用中国员工-配偶二元组的两项调查研究表明，员工的表面行为与自我损耗呈正相关。通过自我损耗和社会破坏行为的串联中介作用，表面行为与配偶的感知婚姻幸福感呈负相关。此外，领导-成员交换（LMX）关系质量调节了表面行为与自我损耗之间的关系，对于具有高质量 LMX 关系的员工来说，这种关系比具有低质量 LMX 关系的员工要弱。这些发现将情绪调节理论和研究扩展到员工-领导互动中，并为情绪调节、领导和工作-家庭融合的未来研究和理论建设做出贡献。讨论了对领导者、组织和员工的实际影响。（PsycINFO 数据库记录（c）2019 APA，保留所有权利）。
