Positive or Negative Emotions as Mediators and Team Identification as a Moderator

Abstract

Abstract:

This study examines the mediating role of employees' emotions and the moderating role of team identification on the relationship between supervisor developmental feedback and voice behavior. According to the statistical results, we find that (1) supervisor developmental feedback positively relates to employee positive or negative emotions. (2) Employee positive or negative emotions could completely mediate the relationship between supervisor developmental feedback and voice behavior. (3) Employee team identification effectively moderates the relationship between supervisor developmental feedback and employee positive or negative emotions. Specifically speaking, the stronger the team identification is, the more significant the positive relationship between supervisor developmental feedback and positive emotions. On the contrary, the stronger the team identification is, the more significant the negative relationship between supervisor developmental feedback and negative emotions. (4) Meanwhile, employee team identification moderates the mediating role of employee positive or negative emotions on the relationship between supervisor developmental feedback and voice behavior. A stronger sense of team identification could boost the positive effect of supervisor developmental feedback on voice behavior through positive or negative emotions. Ultimately, we discuss the theoretical and practical implications of this study and future research directions.

Key words: supervisor developmental feedback, positive or negative emotions, voice, team identification

Sui Yang, Zhang Yue, Chen Qin. Positive or Negative Emotions as Mediators and Team Identification as a Moderator[J]. , 2019, 31(11): 161-170.

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