ISSN 0439-755X
CN 11-1911/B

心理学报 ›› 2014, Vol. 46 ›› Issue (11): 1691-1703.doi: 10.3724/SP.J.1041.2014.01691

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  1. (上海对外经贸大学工商管理学院, 上海 201620)
  • 收稿日期:2014-01-15 出版日期:2014-11-25 发布日期:2014-11-25
  • 通讯作者: 张辉华, E-mail:
  • 基金资助:


Individual Emotional Intelligence on Task Performance: A Social Network Perspective

ZHANG Huihua   

  1. (Management School, Shanghai University of International Business and Economics, Shanghai 201620 China)
  • Received:2014-01-15 Online:2014-11-25 Published:2014-11-25
  • Contact: ZHANG Huihua, E-mail:


基于社会网络视角, 分别以社会资本的关系性维度为中介变量, 以社会资本的结构性维度为跨层调节变量, 探讨了个体情绪智力对任务绩效的影响。通过收集模拟网络实验背景中46个项目团队210位个体的调查数据, 运用多元统计分析方法对提出的假设模型进行了实证检验。研究发现:在控制个性的前提下, 关系性社会资本在个体情绪智力影响任务绩效过程中起到中介作用, 结构性社会资本(咨询网络密度)跨层正向调节影响个体情绪智力与任务绩效的关系。结果表明, 不同层次的社会资本及其维度在情绪智力影响绩效过程中扮演着不同角色, 运用社会资本概念框架有助于解释情绪智力的作用机制。

关键词: 情绪智力, 社会网络视角, 社会资本, 任务绩效


Previous studies have provided sufficient evidence that emotional intelligence (EI) can predict important work outcomes, including performance. However, we found that the extant research on why and under what conditions EI can predict performance is relatively weak after reviewing the research on EI. Two limitations exit in extant studies in the functional mechanism of EI. One is the ignorance of the context in which the role of EI plays. The other is the lack of an interdisciplinary approach to examine how EI influences the performance. To narrow the gaps, our research employs the social network approach to investigate the relation between individual EI and task performance under the team project background. Specifically, based on the social capital conceptual framework, we examine the mediation effect of relational social capital on the relation between individual EI and task performance, and cross-level moderation effect of structural social capital on the random slope for individual EI predicting task performance. Our theoretical model was tested using data from 46 teams composed of 210 individuals. All subjects who were undergraduates and postgraduates in a China university were required to participate and finish a team project in given time. Survey data were collected at two time points separated by 2 months. At Time 1, subjects responded to measures of personality and EI. Two months later, At Time 2, subjects responded to measures of relational social capital (perceived intra-group trust) and structural social capital (the density of team consulting network), and teammates rated subjects’ task performance in their own team. Confirmatory factor analysis, social network analysis, multiple regression analysis and multilevel modeling analysis were conducted by using Mplus6.11, SPSS19.0 and Pajek software. Analyses of multisource and lagged data firstly indicated positive correlations between individual EI and relational social capital, and between relational social capital and task performance. Secondly, it showed that relational social capital mediated the relation of individual EI with task performance. Finally, our findings demonstrated that the cross-level moderation effect of structural social capital (the density of team consulting network) on the random slope for individual EI predicting task performance is significant, and the relation between individual EI and task performance was stronger when the density of consulting network was greater. All of the above results were obtained on the condition of controlling personality. The finding suggests that relational social capital is an important pathway of how individual EI influences performance. It also indicates that the advantage of structural social capital can strengthen the relationship of EI with performance. Based on the social network perspective and the concept of social capital, the research answered two important questions about the functional mechanism of EI. Our research gives significantly practical and theoretical insights. Specifically, we offer both organizational and individual facts to better their performances. Organizations should provide communication platforms and interaction environment to build structural social capital for employees. Individuals should improving and making full use of EI to develop high-quality online and offline relationships. Theoretically, this study not only provides a guideline on study of EI by applying the social network approach, but also enhances our understanding the functional mechanism of EI.

Key words: emotional intelligence, social network perspective, social capital, task performance

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