监管和新兴:外部影响改善和领导力的出现
Arik Cheshin1, Gil Luria1, Sagi Goldberger1
1Department of Human Services, University of Haifa.
Emotion (Washington, D.C.)
|November 14, 2024
概括
团队成员的战略情绪调节可以培养非正式的领导力. 提高群体情绪的个人被认为是领导者,证明了外在影响改善对团队动态的影响.
科学领域:
- 社会心理学 社会心理学
- 组织行为 组织行为
- 领导力研究 领导力研究
背景情况:
- 情绪显著影响正式的领导力和追随者动态.
- 战略情绪调节在非正式领导层出现中的作用未被充分探索.
研究的目的:
- 调查外部情绪调节是否可以导致非正式的领导力.
- 为了测试改善群体情绪导致非正式领导的假设.
主要方法:
- 进行了两项研究:一项实验室研究,25个特设小组 (n=100) 和一项实地研究,43个学生小组 (n=141).
- 方法包括识别被认可改善群体影响和自我报告的外部影响改善行为的个人.
主要成果:
- 改善群体影响的个人被选为实验室研究中的非正式领导者.
- 在实地研究中,自我报告的外在影响改善个体被认可为培养积极的群体影响,并被选为非正式的领导者.
- 外在影响改善具有远远超过内在影响改善的重大影响.
结论:
- 外在情绪调节是非正式领导的出现的一个关键因素.
- 人际情感调节,特别是外在影响改善,在团队领导力学中起着独特的作用.
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