Guanghua School of Management, Peking University, Beijing, China.
School of Management, Henan University of Technology, Zhengzhou, China.
Work. 2023;75(1):253-263. doi: 10.3233/WOR-211425.
Past research has demonstrated connections between emotional intelligence and organizational citizenship behavior. However, how they are connected has been rarely explored, especially from a communication perspective.
This study considered the mixed role of co-worker communication satisfaction and supervisory communication satisfaction in the relationship between emotional intelligence and organizational citizenship behavior.
Based on a two-wave survey of 230 employees in China, we conducted a moderated mediation analysis using the PROCESS Macro in SPSS.
We found that co-worker communication satisfaction (CCS) was a mediator in the relationship between emotional intelligence (EI) and organizational citizenship behavior (OCB). On top of that, the relationship between CCS and OCB became more significant when supervisory communication satisfaction (SCS) was at a high level. In contrast, that relationship became non-significant when SCS was at a low level.
These findings extends the pathway research between EI and OCB, primarily through the lens of communication. Also, this work verifies the different values of types of communication satisfaction as resources. It extends the Conservation of Resources Theory in the Chinese context by integrating cultural traits with employee behaviors.
过去的研究表明，情绪智力与组织公民行为之间存在联系。然而，它们之间的联系很少被探讨，尤其是从沟通的角度来看。
本研究从沟通的角度出发，考虑了同事沟通满意度和上级沟通满意度在情绪智力与组织公民行为之间的混合作用。
本研究基于对中国 230 名员工的两波调查，使用 SPSS 中的 PROCESS Macro 进行了中介调节分析。
我们发现，同事沟通满意度（CCS）在情绪智力（EI）与组织公民行为（OCB）之间的关系中起到了中介作用。此外，当上级沟通满意度（SCS）较高时，CCS 和 OCB 之间的关系变得更加显著；而当 SCS 较低时，这种关系变得不显著。
这些发现通过沟通视角扩展了 EI 和 OCB 之间的关系研究，并验证了不同类型沟通满意度作为资源的价值。本研究通过将文化特征与员工行为相结合，在中国背景下扩展了资源保存理论。
