Research On The Dual-path Influence Mechanism Of Leaders’ Emotional Labor On Subordinates’ Voice Behavior

At present,China’s economy is in a critical period of reform and transformation.Faced with the complex and changeable market environment,employees’ voices are conducive to the improvement of organizational performance.However,voice behavior is an extra-role behavior.It is difficult to be included in performance appraisal as a mandatory requirement.Therefore,various organizations are seeking for diversified measures to stimulate employees’ enthusiasm for voice behavior.In the research and practice,it is found that leader’s emotions plays an important role in shaping the behavior of employees,the voice behavior of employees may also be related to leader’s emotion,which triggers more and more scholars to discuss the connotation and characteristics of leaders in the new era from the perspective of emotions.Some achievements have been made,but not enough.Therefore,this study mainly discusses the following three specific questions: First of all,do different forms of emotional labor of leaders affect employees’ voice behavior? Secondly,how do different forms of leaders’ emotional labor affect employees’ voice behavior? Finally,what are the moderator factors of different forms of leaders’ emotional labor affecting employees’ voice behavior?In order to answer these questions,this study is based on the emotional as social information model,combined with literature review and exploratory case study.This model holds that individual emotional expression will affect the behavior of the perceiver through inference process and affective reaction process.The specific research content includes the following aspects: Firstly,the main effect research,based on EASI model,discusses the influence of leaders’ different emotional labor forms on subordinates’ voice behavior;Secondly,the study of the mediation path introduces the subordinates’ cognitive trust in leader as the mediation variable in the inference process and the subordinates’ liking in leader as the mediating variable in the affective reaction process,and studies the mediation effect of the leader’s emotional labor on the subordinates’ voice behavior.Thirdly,boundary conditions are studied.Based on EASI model’s influence conditions of emotional information processing,emotional intelligence of subordinates is introduced as the mediation variable to study the moderating effect of emotional labor on subordinates’ voice behavior and the moderating mediation effect,so as to improve the model construction of the overall influence mechanism.This study mainly used questionnaire survey to collect data and verify the hypothesis model.On the basis of preliminary investigation and revision of the scale,617 pairs of effective matching samples of leaders and subordinates of enterprises were collected through the distribution and recycling of questionnaires.Through descriptive statistics,correlation analysis,reliability analysis,validity analysis,hierarchical regression analysis,bootstrap analysis and a series of methods to process formal survey data,the correlation between variables and the mechanism of action were verified.The results show that most of the hypotheses of this study are supported:(1)Leaders’ emotional labor of different forms has an impact on subordinates’ voice behavior.Among them,leaders’ genuine and faked positive emotions have positive effects on voice behavior,genuine negative emotions and faked negative emotions have negative effects on voice behavior.(2)On the one hand,leaders’ emotional labor will affect employees’ voice behavior by influencing their liking in leader(affective reaction process);on the other hand,it will affect employees’ voice behavior by influencing their cognitive trust in leader(inference process).(3)Emotional intelligence of employees is a moderating factor for the leader’s emotional labor to influence the subordinate’s voice behavior and behavior as the main effect and mediating effect.Employees with low emotional intelligence are strongly affected.This study enriches the theory of emotional labor within organizations,increases the study of leaders’ emotional labor on interpersonal interaction,expands the antecedent study of voice behavior from the perspective of emotion,and makes up for the lack of an integrated framework in relevant research fields.In addition to theoretical contributions,this study also has a guiding significance for enterprise management and practice,which is conducive to leaders adopting appropriate emotional labor strategies according to the situation and needs of management practice,and improving the communication effect with employees.By increasing the expression of positive emotions,leaders can improve the goodwill and cognitive trust of subordinates,and use different emotional labor methods to promote the positive behavior of employees with different emotional intelligence,so as to increase the level and quality of voice behavior.In addition,it is beneficial for enterprises to formulate reasonable emotional labor rules within the organization according to the research results,and design training courses to help managers and employees master reasonable emotional labor strategies,so as to promote the construction of organizational culture.In addition,there are limitations and deficiencies in this study.In the follow-up studies,emotional forms and intensities can be distinguished.Based on EASI model,new influencing factors are further discussed to analyze the influence of leaders’ emotional labor on different voice behavior,and data are collected at multiple time points to further enrich relevant theoretical researches.