Purpose

The purpose of this paper is to test whether follower psychological need satisfaction, a key variable in the self-determination theory (SDT), mediates between both follower and leader use of emotions and follower job performance.

Design/methodology/approach

The authors surveyed health-care professionals who were employed by various organizations, and at the same time, were enrolled in a bachelor and part-time MSc program at an Indonesian university (N = 220). Structural equation modeling was used to test the two hypothesized mediation effects.

Findings

The results show that to get high follower job performance, both leaders and followers must be proficient in using their own emotions in constructive ways. Both significant associations were mediated by follower psychological need satisfaction. In addition, follower use of emotions was also directly related to follower job performance, indicating partial mediation.

Originality/value

By examining the emotional intelligence dimension “use of emotions” by both followers and their leaders, and by pointing to the importance of the constructive use of their emotions at work, the authors extend the SDT. Two probable affective mechanisms, which precede the job performance effects of satisfying followers’ psychological needs, were identified from the results.

中文翻译：

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追随者心理需求满意度作为领导者和追随者情绪使用和追随者工作绩效之间的中介

目的

本文的目的是测试追随者的心理需求满意度是否在自决理论（SDT）中的一个关键变量，在追随者和领导者的情绪使用和追随者的工作绩效之间起中介作用。

设计/方法/方法

作者调查了受雇于各种组织并同时在印度尼西亚大学攻读学士和非全日制理学硕士课程的医疗保健专业人员 (N = 220)。结构方程模型用于检验两种假设的中介效应。

发现

结果表明，为了获得较高的追随者工作绩效，领导者和追随者都必须精通以建设性的方式使用自己的情绪。两种重要的关联都由追随者的心理需求满意度介导。此外，追随者的情绪使用也与追随者的工作绩效直接相关，表明部分中介。

原创性/价值

通过检查追随者和他们的领导者的情商维度“使用情绪”，并指出在工作中建设性地使用他们的情绪的重要性，作者扩展了 SDT。从结果中确定了两种可能的情感机制，它们先于满足追随者心理需求的工作绩效影响。