硕士学位论文�壛斓既思是樾鞴芾矶栽惫そㄑ孕形�的影响研宄一下属信任和权力距离的作用机制�崳�
建言行为间的中介作用，当员工权力距离感较高时，员工的信任的中�崳�
介作用就越强；反之，则越弱。�崳�
关键词：领导人际情绪管理；下属的信任；员工建言；权力距离；社�崳�
会交换理论？，归因理论�崳�
THE�燛FFECT�燨F�燣EADER�營NTERPERSONAL�燛MOTIONAL�崳�
MANAGEMENT�燨N�燛MPLOYEE�燰OICE�燘EHAVIOR—TEOE�崳�
MECHANISM�燨F�燭RUST�燗ND�燩OWER�燚ISTANCE�崳�
ABSTRCT�墸蓿崳�
Information�爋verload�燼nd�爐he�爎apid�燾hanges�爋f�爋rganizational�崳�
environment�爈ead�爐o�爄ndividual�爀motional�爁luctuations�爄n�爐he�燿aily�爈ife�燼nd�崳�
work．�燨rganizational�爉embers，�爀specially�爏ubordinates，�爄nevitably�崳�
produce�爊egative�爀motions�爏uch�燼s�爄mpetuosity�燼nd�燼nxiety．�燭hese�崳�
negative�爀motions�爊ot�爋nly�爏eriously�燼ffect�爐he�爓ork�爏tatus�爋f�爀mployees�崳�
themselves，�燽ut�燼lso�燽ring�爊egative�爀motions�爐o�燾olleagues�燼round�爐hrough�崳�
the�爀motional�燾ontagion，�爓hich�爂reatly�燼ffects�爐he�爄mprovement�爋f�崳�
hi�崳�
硕士学位论文�壛斓既思是樾鞴芾矶栽惫そㄑ孕形�的影响研究一下属信任和权力距离的作用机制�崳�
organizational�爀fficiency�燼nd�爐he�爎ealization�爋f�爋rganizational�爂oals．�燗s�崳�
employees＇�爏uperiors，�爄t�爄s�爊ecessary�爁or�爈eaders�爐o�爃elp�爀mployees�爁ace�爐he�崳�
problems�爋f�爓ork�燼nd�爈ife，�燼nd�爏olving�爐he�爊egative�爀motions�爋f�爀mployees，�崳�
Which�爄s�爋ne�爋f�爐he�爀mbodiment�爋f�爈eadership．�營n�燼ddition，�爊owdays�爐he�崳�
market�爀nvironment�爄s�爊ot�爋nly�燽ecoming�爄ncreasingly�燾omplex，�燽ut�燼lso�崳�
often�爁aced�爓itii�爉any�爑ncertainties，�燼nd�爋rganization�爈eaders�燼re�爁acing�崳�
with�爐he�爂rowing�燾hallenges�爄n�燿ealing�爓ith�爄nformation�燼nd�爉aking�崳�
decisions．�燨rganizations�爋ften�爊eed�爏taffs�爏uggestions�燼nd�爄deas�爐o�爏peed�崳�
up�爋rganizational�爄nnovation�燼nd�爄mprove�爋rganizational�爀fficiency，�崳�
enterprises�燼re�爂radually�燼ware�爋f�爐he�爊eed�爐o�爂ive�爁ull�爌lay�爐o�爐he�爓isdom�崳�
of�爀mployees，�爉otivate�爐heir�爄nitiative�燼nd�爋ffer�燼dvices�爁or�爐he�崳�
development�爋f�爀nterprises．�燭herefore，�爃ow�爐o�爏timulate�爀mployee＇s�爒oice�崳�
behavior�燼nd�爌romote�爀mployees�爐o�燼ctively�爀xpress�爐heir�爒iews�爋n�爐he�崳�
status�爍uo�爋f�爐he�爋rganization�爃as�燽een�爐he�爁ocus．�燭his�爏tudy�爏uggests�爐hat�崳�
leaders�爃elp�爏ubordinates�燼djust�爐heir�爊egative�爀motions，�爓hich�燾an�崳�
motivate�爀mployees�爐o�爉ake�爏uggestions�爁or�爐he�燿evelopment�爋f�爐he�崳�
organization．�崳�
As�爁or�爐he�爄nfluencing�爁actors�燼nd�爂enerating�爉echanism�爋f�爒oice，�崳�
scholars�燼t�爃ome�燼nd�燼broad�爃ave�燾onducted�爄n－depth�爎esearch�燼nd�崳�
discussion，�燤ost�爋f�爓hich�爁ocus�爋n�爐he�爄mpact�爋f�爈eadership�燽ehavior�爋n�崳�
employees’�爒oice�燽ehavior．�燞owever，�爐hese�爏tudies�爄gnore�爐he�爄nfluence�崳�
mechanism�爋f�爄nterpersonal�爀motion�爉anagement�爋n�爀mployee�爒oice�崳�
rv�崳�
硕士学位论文�壛斓既思是樾鞴芾矶栽惫そㄑ孕形�的影响研宄一下属信任和权力距离的作用机制�崳�
behavior，�燼cademic�燾ircles�爃ave�爊ot�燽een�燿eeply�爏tudied�燼nd�燿iscussed�爃ow�崳�
interpersonal�爀motion�爉anagement�燽ehavior�燼ffect�爒oice�燽ehavior，�爐he�崳�
black�燽ox�爋f�爄nfluence�爉echanism�爋f�爈eadership�爄nterpersonal�爀motion�崳�
management�爋n�爀mployee�爒oice�燽ehavior�爈imits�爐he�爉ore�燿eeply�崳�
understanding�燼nd�爄mplement�爋f�燼cademic�燾ircles�爋n�爒oice�燽ehavior．�崳�
Therefore，�爄t�爄s�爊ecessary�爁or�爑s�爐o�爏tudy�爐he�爎elationship�燽etween�爈eader�崳�
interpersonal�爀motion�爉anagement�燼nd�爒oice�燽ehavior．�崳�
This�爏tudy�燼ttempts�爐o�爀xplore�爐he�爉echanism�爋f�爈eadership�崳�
interpersonal�爀motion�爉anagement�爋n�爀mployee�爒oice�燽ehavior�燽ased�爋n�崳�
social�爀xchange�燼nd�燼ttribution�爐heory�爄n�燙hinese�燾ultural�燽ackground，�燼nd�崳�
build�燼�爎esearch�爉odel，�爓hich�爄ncludes�爐rust�爄n�爈eader�燼s�燼n�爄ntermediary，�崳�
employee，�爌ower�燿istance�燼s�爉oderate�爒ariable，�燼nd�爌uts�爁orward�爏ome�崳�
relevant�爎esearch�爃ypotheses．�燜irst�爋f�燼ll，�爐he�爀xisting�爏tudies＾of�爈eader�崳�
interpersonal�爀motional�爉anagement，�爐rust，�爀mployee�爒oice�燽ehavior，�崳�
power�燿istance�燼re�爎eviewed；�爏econdly，�爎esearch�爃ypothesis�爄s�爌resented�崳�
based�爋n�爈iterature�爎eview；�爐hen�爓e�爑sed�燬PSS21．0�燼nd�燗mos��17．0�爐o�崳�
conduct�爏tatistical�燼nalysis�爋n��314�爍uestionnaires�爐o�爒erify�爐he�爌roposed�崳�
the�爃ypothesis；�爁inally，�爐he�爎esearch�爎esults�爓ere�燿iscussed�燼nd�爌ut�爁orward�崳�
the�爌rospect．�燭he�爎esearch�燿raws�爐he�爁ollowing�燾onclusions：�崳�
（1）�塋eader�爄nterpersonal�爀motional�爉anagement�爄s�爌ositively�爎elated�崳�
to�爀mployee�爒oice�燽ehavior．�崳�
（2）�塋eadership�爄nterpersonal�爀motional�爉anagement�爄s�爌ositively�崳�
v�崳�
硕士学位论文�壛斓既思是樾鞴芾矶栽惫そㄑ孕形�的影响研宄一下属信任和权力距离的作用机制��
related�爐o�爀mployee＇s�爐rust�爄n�爈eader．�崳�
（3�牐��燛mployee＇s�爐rust�爄n�爈eader�爉ediates�爐he�爎ole�爋f�爄nterpersonal�崳�
emotion�爉anagement�爄n�爒oice．�崳�
（4）�燛mployee’s�爌ower�燿istance�爉oderate�爐he�爎elationship�燽etween�崳�
leader�爄nterpersonal�爀motion�爉anagement�燼nd�爐rust�爄n�爈eader．�燭he�爃igher�崳�
employee＇s�爌ower�燿istance�爄s，�爐he�爏tronger�爐heir�爎elationship�爄s，�爒ice�爒ersa．�崳�
（5�牐��燛mployee’s�爌ower�燿istance�燼lso�爉oderate�爐he�爉ediating�爀ffect�爋f�崳�
employee＇s�爐rust�爄n�爈eader�燽etween�爈eadership�爄nterpersonal�爀motional�崳�
management�燼nd�爒oice，�爐hat�爄s�爐he�爈evel�爋f�爀mployee＇s�爌ower�燿istance�爄s�崳�
higher，�爐he�爉ediating�爀ffect�爋f�爀mployee＇s�爐rust�爄n�爈eader�爄s�爏tronger．�崳�
KEYWORDS：�爈eader�爄nterpersonal�爀motional�爉anagement；�爏ubordinates�崳�
trust�爄n�爈eader；�爒oice；�爌ower�燿istance；�爏ocial�爀xchange�爐heory；�燼ttribution�崳�
theory�崳�
VI�崳姟�