Levitats Zehavit, Ivcevic Zorana, Brackett Marc
Department of Political Studies, Bar-Ilan University, Ramat Gan, Israel.
Yale Center for Emotional Intelligence, Yale University, New Haven, CT, United States.
Front Psychol. 2022 Sep 26;13:980339. doi: 10.3389/fpsyg.2022.980339. eCollection 2022.
Despite continuing interest in the impact of employees' emotional intelligence (EI) in explaining for their engagement and emotional exhaustion, there are still large gaps in our understanding of the role played by contextual EI-related factors, such as an EI-related organizational culture and supervisors' emotionally intelligent behavior (EIB). This two-study research approaches EI from a macro-level perspective, attempting to address three objectives: (1) to develop and define a theoretical concept of EI-supportive organizational culture, (2) to develop and validate measures of organizations' EI-related values and practices, and (3) to investigate their top-down effect on employee engagement and exhaustion, supervisor EI-related behavior. In the first study, we conceptualize and develop measures of perceived EI-related organizational values and human resource management (HRM) practices, as separate yet related dimensions of organizations' EI-related culture, and test their validity. In the second study, we build on the job demands-resources (JD-R) theory and Ability-Motivation-Opportunity (AMO) framework to develop and test a model of the process links between perceived EI-related values and HRM practices and employee engagement and exhaustion, using a large sample of employees across industries in the USA workforce ( = 12,375). In line with our hypotheses, the findings suggest that EI-supportive HRM practices have a top-down effect on employee engagement and exhaustion supervisor EIB, whereas low regard for emotions values has a top-down effect on employee exhaustion supervisor emotional misbehavior. Results are discussed in the context of the JD-R theory, AMO framework, and the EI literature.
尽管人们持续关注员工情商（EI）对其工作投入度和情绪耗竭的影响，但在理解情境情商相关因素所起的作用方面，我们仍存在很大差距，比如与情商相关的组织文化以及上级的情商行为（EIB）。这项包含两项研究的项目从宏观层面研究情商，试图实现三个目标：（1）开发并定义支持情商的组织文化的理论概念；（2）开发并验证组织情商相关价值观和实践的测量方法；（3）研究它们对员工工作投入度和耗竭、上级情商相关行为的自上而下的影响。在第一项研究中，我们将感知到的情商相关组织价值观和人力资源管理（HRM）实践概念化并开发测量方法，将其作为组织情商相关文化中相互独立但又相关的维度，并测试其有效性。在第二项研究中，我们以工作需求-资源（JD-R）理论和能力-动机-机会（AMO）框架为基础，开发并测试一个模型，该模型描述了感知到的情商相关价值观和人力资源管理实践与员工工作投入度和耗竭之间的过程联系，研究样本为美国劳动力中各行业的大量员工（n = 12,375）。与我们的假设一致，研究结果表明，支持情商的人力资源管理实践对员工工作投入度和耗竭、上级情商行为有自上而下的影响，而对情绪价值观的低重视度对员工耗竭、上级情绪不当行为有自上而下的影响。我们将在JD-R理论、AMO框架和情商文献的背景下讨论研究结果。
