In the context of internships, we develop and test theory regarding the relationship between interns' happiness and their perceptions of leader-member exchange (LMX). Adopting a discrete and dynamic emotions perspective, we examine interns' happiness that is elicited by the most memorable daily interactions with their supervisor and bring attention to the construct of happiness variability (i.e., between-person differences in the fluctuation of happiness over time). Integrating Affective Events Theory and Feelings as Information Theory, we theorize and investigate how interns' happiness variability interacts with their psychological resources (i.e., optimism and core self-evaluation) to inform their perceptions of LMX, and ultimately, is indirectly associated with interns' job-seeking goals related to future employment with the organization. Findings from our daily field study reveal a positive relationship between happiness variability and LMX among interns low in optimism and interns low in core self-evaluation. The findings also provide evidence of a conditional indirect relationship between interns' happiness variability and a key employment outcome, job-seeking goals, via their perceptions of LMX. Extending our results, we discuss theoretical and empirical implications for future research and practice.

在实习的背景下，我们开发并测试了有关实习生幸福感与他们对领导-成员交流 (LMX) 的看法之间关系的理论。我们采用离散和动态的情绪视角，研究实习生与上司最难忘的日常互动所引发的幸福感，并关注幸福感可变性的构建（即，人与人之间幸福感随时间波动的差异）。将情感事件理论和感觉作为信息理论，我们对实习生的幸福变化如何与他们的心理资源（即乐观和核心自我评价）相互作用以告知他们对 LMX 的看法，并最终与实习生​​的幸福感间接相关。与未来在该组织的就业相关的求职目标。我们日常实地研究的结果显示，在乐观程度低的实习生和核心自我评价低的实习生中，幸福感可变性与 LMX 之间存在正相关关系。调查结果还通过实习生对 LMX 的看法，提供了证据，证明实习生的幸福感可变性与关键就业结果、求职目标之间存在有条件的间接关系。扩展我们的结果，我们讨论了对未来研究和实践的理论和实证意义。通过他们对 LMX 的看法，幸福感的可变性和关键的就业结果、求职目标。扩展我们的结果，我们讨论了对未来研究和实践的理论和实证意义。通过他们对 LMX 的看法，幸福感的可变性和关键的就业结果、求职目标。扩展我们的结果，我们讨论了对未来研究和实践的理论和实证意义。