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Development of a Chinese measure on twelve basic emotions and a preliminary test on a two-dimensional model on emotions-job outcome relationship

Author

Listed:
  • Yong Wang

    (Huaiyin Institute of Technology)

  • Kelly Z. Peng

    (Hong Kong Shue Yan University)

  • Yina Mao

    (Nanjing University)

  • Junbang Lan

    (Hong Kong Baptist University)

Abstract

The role of emotions in the workplace is getting more research attention in the past two decades. This is also true for research in the Chinese context recently. In this study, we attempt to develop a more comprehensive measurement scale for Chinese respondents, state-trait discrete emotions scale (STDES), to facilitate future research in the Chinese context. On top of scale development, with reference to the discrete emotions perspective and the exit, voice, loyalty and neglect (EVLN) classification of employee job outcomes, we propose a model with two dimensions for both discrete emotions and job outcomes: constructive versus destructive and active versus passive to further validate the scale. Empirically, we use a four-stage six-sample design to develop STDES and preliminarily test the two-dimensional model. Theoretical and practical implications are discussed.

Suggested Citation

  • Yong Wang & Kelly Z. Peng & Yina Mao & Junbang Lan, 2018. "Development of a Chinese measure on twelve basic emotions and a preliminary test on a two-dimensional model on emotions-job outcome relationship," Asia Pacific Journal of Management, Springer, vol. 35(2), pages 529-564, June.
    • Handle: RePEc:kap:asiapa:v:35:y:2018:i:2:d:10.1007_s10490-017-9533-0
    DOI: 10.1007/s10490-017-9533-0
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    References listed on IDEAS

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    1. Peng, Kelly Z. & Wong, Chi-Sum & Song, Jiwen Lynda, 2016. "How do Chinese employees react to psychological contract violation?," Journal of World Business, Elsevier, vol. 51(5), pages 815-825.
    2. J. Kruskal, 1964. "Multidimensional scaling by optimizing goodness of fit to a nonmetric hypothesis," Psychometrika, Springer;The Psychometric Society, vol. 29(1), pages 1-27, March.
    3. Allred, Keith G. & Mallozzi, John S. & Matsui, Fusako & Raia, Christopher P., 1997. "The Influence of Anger and Compassion on Negotiation Performance," Organizational Behavior and Human Decision Processes, Elsevier, vol. 70(3), pages 175-187, June.
    4. Winterich, Karen Page & Mittal, Vikas & Morales, Andrea C., 2014. "Protect thyself: How affective self-protection increases self-interested, unethical behavior," Organizational Behavior and Human Decision Processes, Elsevier, vol. 125(2), pages 151-161.
    5. Kelly Z. Peng, 2017. "Responding to emotions in China: Gender differences and the emotion-job outcome relationship," Asia Pacific Journal of Management, Springer, vol. 34(2), pages 443-460, June.
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    Cited by:

    1. Feng Wang & Wendian Shi, 2022. "The effect of work-leisure conflict on front-line employees’ work engagement: A cross-level study from the emotional perspective," Asia Pacific Journal of Management, Springer, vol. 39(1), pages 225-247, March.
    2. Junbang Lan & Yina Mao & Kelly Z. Peng & Yong Wang, 2022. "The combined effects of positive and negative affect on job satisfaction and counterproductive work behavior," Asia Pacific Journal of Management, Springer, vol. 39(3), pages 1051-1069, September.
    3. Yuan-Fang Zhan & Li-Rong Long & Kong Zhou & Hai-Jiang Wang, 2023. "Feeling obliged or happy to be a good soldier? Employee cognitive and affective reactions to receiving reactive and proactive help," Asia Pacific Journal of Management, Springer, vol. 40(1), pages 37-57, March.

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