The Relationships among Emotional Capital, Job Satisfaction and Organizational Citizenship Behavior: A Cross-Level Analysis

Abstract

員工工作滿意度和組織公民行為會受到個體變數的影響，同時也會受到群體層次的變數所影響。本研究利用跨層次的方式來探討員工工作滿意度及組織公民行為。我們首先探討個人情緒資本，之後討論群體情緒資本。利用階層線性迴歸，研究發現個人情緒資本分別會對工作滿意度及組織公民行為有顯著的正向影響，組織內的群體情緒資本也會對於員工的工作滿意度及組織公民行為有顯著的直接效果。而群體情緒資本對個人情緒資本與工作滿意度有干擾效果。根據實證研究，我們建議企業在徵選員工應挑選具有個人情緒資本的員工，此外管理團隊也應建立群體情緒資本，加強員工對組織的向心力，發揮出員工最大的潛力。 Employee job satisfaction and organizational citizenship behavior are affected not only by individual-level variables but also by group-level variables. Hence, this study uses a cross-level approach to investigate the relationships among individual and group emotional capitals with job satisfaction and organizational citizenship behaviors. We first explore the individual emotional capital effects, and then group emotional capital effects. Based on hierarchical linear modeling, the study found individual emotional capital has significant positive effects on job satisfaction and organizational citizenship behavior, and so does group emotional capital within organizations. In addition, this study also found that group emotional capital has moderate effects on job satisfaction but organizational citizenship behaviors. According to the empirical findings, this study proposes that enterprises should take individual emotional capital into account when recruiting new employees, and then develop and accumulate the group emotional capital to facilitate the cohesive spirits and team work performance.