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“组织情绪”是导致组织发展壮大和组织竞争失败的双刃剑。越来越多的研究表明,在复杂变革环境下,组织情绪是提升企业竞争力的宝贵资源。传统的“情绪性工作”研究将注意力聚焦于个体或群体心理学领域,没有回答组织如何增强管理、引导和利用组织情绪的能力问题。本文在有关研究的基础上,探讨了组织情绪能力与组织学习、组织创新间的关系,分析了其中的影响机制和作用路径,进而提出下一步在中国组织背景下对组织情绪能力的实证研究建议。
“Organizing emotions” is a double-edged sword that leads to the development of organizations and the failure of organizational competition. More and more research shows that in a complex and transformative environment, organizational emotion is a valuable resource for enhancing the competitiveness of enterprises. Traditional “emotional work” studies have focused on the field of individual or group psychology and have not answered how organizations can enhance the ability to manage, direct, and use organizational emotions. Based on relevant research, this article discusses the relationship between organizational emotional ability and organizational learning and organizational innovation, analyzes the impact mechanism and the role of the mechanism, and then proposes the next step to empirical research on organizational emotional competence in the context of Chinese organizations. .