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In response to growing calls for such research, we develop and test a model of leader behaviors directed at managing followers' negative emotions. These leader interpersonal emotion management strategies (IEMS) are posited to affect followers' organizational citizenship behaviors performed within interpersonal relationships (OCBIs) and job satisfaction via follower perceptions of the quality of the leader–member exchange relationship (LMX). In addition, we posit that some, but not all, leader IEMS promote and strengthen LMX relationships. Results from multisource data in a sample of 163 leader–follower dyads confirmed the majority of the hypothesized direct effects of the leader IEMS and mediating effects of LMX.
Little et al. (Wed,) studied this question.