Organizational-Level Affect: Antecedents, Boundary Conditions, and Consequences of Emotional Climates and Competencies DISSERTATION of the University of St. Gallen, Graduate School of Business Administration, Economics, Law and Social Sciences (HSG) to obtain the title of Doctor Oeconomiae submitted by Jochen Immanuel Menges from Germany Approved on the application of Prof. Dr. Heike Bruch and Prof. Dr. Andreas Herrmann Dissertation no. 3641 Difo-Druck GmbH, Bamberg 2009
Overview of Conlents Overview of Contents 1 Introduction 1 1.1 Relevance and Research Problem 1 1.2 Literature Review and Development of Research Questions 7 1.3 Methodological Approach 42 1.4 Outline of the Dissertation 46 2 Study 1: Leadership, Affect, and Performance.V 51 2.1 Introduction, Relevance, and Intended Contributions 51 2.2 Theoretical Background and Hypotheses Development 54 2.3 Description of Study Methods 60 2.4 Results 67 2.5 Discussion 73 3 Study 2: Human Resource Management, Productive Organizational Energy, and Performance 79 3.1 Introduction, Relevance, and Intended Contributions 79 3.2 Theoretical Background and Hypotheses Development 81 3.3 Description of Study Methods 91 3.4 Results 97 3.5 Discussion 101 4 Study 3: Organizational Emotional Intelligence and Performance 107 4.1 Introduction, Relevance, and Intended Contributions 107 4.2 Theoretical Background and Hypotheses Development 110 4.3 Description of Study Methods 116 4.4 Results 121 4.5 Discussion 124 5 Discussion 129 5.1 Summary and Integration of Research Findings 129 5.2 Overall Limitations and Directions for Future Research 132 5.3 Practical Implications and Extensions 140 5.4 Conclusions and Outlook 158 References 161 Curriculum Vitae 220
Table of Contents List of Figures List of Tables List of Abbreviations Abstract Zusammenfassung VII VIII IX X XI i 1 Introduction.S 1 1.1 Relevance and Research Problem 1 1.1.1 Introducing the Concept of Affect 1 1.1.2 Research Problem 1 1.1.3 Theoretical Contributions 3 1.1.4 Practical Contributions 5 1.2 Literature Review and Development of Research Questions 7 1.2.1 Findings and Unresolved Questions about Organizational-Level Affect... 7 1.2.1.1 Previous Theoretical Elaborations on Organizational-Level Affect... 7 1.2.1.2 Previous Empirical Research Findings on Organizational-Level Affect 11 1.2.1.3 Unresolved Research Questions about Organizational-Level Affect. 12 1.2.2 Definitions and Classification of Affective Constructs in Organizations. 14 1.2.2.1 Affective States and Climates 14 1.2.2.2 Affective Traits and Culture 16 1.2.2.3 Affective Competencies and Capabilities 18 1.2.3 Rationale for Organizational-Level Affect 20 1.2.3.1 Micro, Meso, and Macro-Level Concepts of Affect in Organizations20 1.2.3.2 Collective Processes for the Emergence of Organizational Affect... 24 1.2.4 Functioning of Affect in Organizations 29 1.2.5 Antecedents of Affect in Organizations 31 1.2.5.1 Leadership 32 1.2.5.2 Human Resource Management 33 1.2.5.3 Other Previously Identified Antecedents 33
1.2.6 Consequences of Affect in Organizations 34 1.2.6.1 Job Performance 35 1.2.6.2 Involuntary Absence 36 1.2.6.3 Innovation Performance 36 1.2.6.4 Organizational Performance 37 1.2.6.5 Other Previously Identified Consequences 37 1.2.7 Integration and Development of Specific Research Questions 38 1.3 Methodological Approach 42 1.3.1 Research Paradigm i..._.._ 42 1.3.2 Study Design 44 1.3.3 Measurement and Data Processing 45 1.4 Outline of the Dissertation 46 1.4.1 Overall Conception 46 1.4.2 S Chapter Structure 47 2 Study 1: Leadership, Affect, and Performance 51 2.1 Introduction, Relevance, and Intended Contributions 51 2.2 Theoretical Background and Hypotheses Development 54 2.2.1 Transformational Leadership Climate as an Organizational-Level Construct 54 2.2.2 Transformational Leadership Climate and Organization's Positive Affective Tone 55 2.2.3 Positive Affective Tone and Employees' Average Job Performance Level 57 2.2.4 The Moderating Role of Organizations' Internal Trust 58 2.3 Description of Study Methods 60 2.3.1 Data Collection and Sample Description 60 2.3.2 Measures ' 63 2.3.2.1 Transformational Leadership Climate 63 2.3.2.2 Positive Affective Tone 64 2.3.2.3 Internal Trust 64 2.3.2.4 Job Performance 65 2.3.2.5 Control Variables 65
2.3.3 Data Analyses 66 2.4 Results 67 2.4.1 Descriptive Statistics 67 2.4.2 Hypotheses Testing 68 2.5 Discussion 73 2.5.1 Summary of Findings 73 2.5.2 Theoretical Contributions 73 2.5.3 Practical Implications 75 2.5.4 Limitations S... 76 2.5.5 Directions for Future Research 77 3 Study 2: Human Resource Management, Productive Organizational Energy, and Performance 79 3.1 Introduction, Relevance, and Intended Contributions 79 3.2 Theoretical Background and Hypotheses Development 81 3.2.1 Productive Organizational Energy as a Collective Construct 81 3.2.2 Human Resource Management and Performance 83 3.2.3 The Mediating Role of Productive Organizational Energy in the High Performance Work Systems - Performance Linkage 83 3.3 Description of Study Methods 91 3.3.1 Data Collection and Sample Description 91 3.3.2 Measures 93 3.3.2.1 High Performance Work System 93 3.3.2.2 Productive Organizational Energy 94 3.3.2.3 Organizational Performance 94 3.3.2.4 Control Variables 95 3.3.3 Data Analyses 96 3.4 Results 97 3.4.1 Descriptive Statistics 97 3.4.2 Measurement Model Testing 98 3.4.3 Structural Model Testing. 99
3.5 Discussion 101 3.5.1 Summary of Findings 101 3.5.2 Theoretical contributions 102 3.5.3 Practical Implications 103 3.5.4 Limitations 104 3.5.5 Directions for future research 105 4 Study 3: Organizational Emotional Intelligence and Performance 107 4.1 Introduction, Relevance, and Intended Contributions 107 4.2 Theoretical Background and Hypotheses Development 110 4.2.1 Organizational Emotional Intelligence as a Collective Construct 110 4.2.2 The Association between Organizational Emotional Intelligence and Operational and Financial Performance 112 4.2.3 The Association between Organizational Emotional Intelligence and Innovation Performance 114 4.2.4 The Association between Organizational Emotional Intelligence and Involuntary Absence 115 4.3 Description of Study Methods 116 4.3.1 Sample Description and Data Collection Procedures 116 4.3.2 Measures 117 4.3.2.1 Organizational Emotional Intelligence 117 4.3.2.2 Performance 118 4.3.2.3 Control Variables 119 4.3.3 Data Analyses 119 4.4 Results 121 4.4.1 Aggregation Statistics and Descriptive Statistics 121 4.4.2 Measurement Model Testing 122 4.4.3 Structural Model Testing 124 4.5 Discussion 124 4.5.1 Summary of Findings and Contributions 124 4.5.2 Practical Implications 125 4.5.3 Limitations 126 4.5.4 Directions for Future Research 128
5 Discussion 129 5.1 Summary and Integration of Research Findings 129 5.2 Overall Limitations and Directions for Future Research 132 5.2.1 Limitations and Ways to Address Them in Future Research 132 5.2.2 General Ideas for Future Research 134 5.3 Practical Implications and Extensions 140 5.3.1 Influencing Affective Climates 141 5.3.1.1 Bottom-up Pathways : 141 5.3.1.2 Top-down Pathways :..7r.T. 147 5.3.2 Building Organizational Emotional Intelligence 150 5.3.2.1 Resources 150 5.3.2.2 Procedures 153 5.3.3 Creating Emotionally Effective Organizations 156 5.4 Conclusions and Outlook 158 6 Appendix 161 6.1 Survey Items for Study 1 161 6.2 Survey Items for Study 2 165 6.3 Survey Items for Study 3 169 References 171 Curriculum Vitae 220