An Empirical Study On Effects Of Knowledge Staff’s Emotional Management On Contextual Performance

With the development of knowledge economy, the importance of the knowledge staff inthe enterprise is increasingly prominent. Therefore, many researches are showing outgradually about the knowledge staff. Some scholars point out that except the basic knowledgeand skills, employees need more higher EQ in their excellent work. Research has shown thatemotional management have a positive effect on work performance. However, how can theemotion management of knowledge staff influence the surrounding performance, that is afield which has a few researches in theoretical or empirical aspects. So this provides adirection for subsequent research of my paper.Firstly, this paper summarized the related research material about the emotionmanagement and the surrounding performance, and choose the more mature measurement inhome and abroad. The empirical study of questionnaire investigation was the method whichwas used to analysis the knowledge staff. After collect relative data, this paper mainlyadopted the correlation analysis and regression analysis to get the present situation of therelationship and verify the effection of emotion management and the surroundingperformance. the management and performance. Finally, paper put forward some methods andmeasures to make the enterprise managers to help employees to do emotional management.The main conclusions after an empirical study of this paper as follows: in the gender,age, record of formal schooling, unit properties, positions and professional type personalattributes, knowledge staff’s emotional management and surrounding performance haddifferences, but the difference was not significant. There was a significantly positivecorrelation between emotional self-perception, emotional self-motivation, identify othersmood, interpersonal and work assignments responsibility performance, interpersonalrelationship performance, organization citizens. And also had a significant positive predictedeffect to the neighboring performance in three dimensions; Emotional self control and workassignments and interpersonal performance responsibility performance had a significantpositive correlation, but the correlation with organizational citizenship performance was notsignificant. It could not accurately predict employee organizational citizenship performance.