1. 1 Emotional tendency and its connotation
Emotional tendency is similar to some personality characteristics, but it is not the same as personality characteristics. It is the combination or aggregation of some components and characteristics in personality composition. Berry and Han—sen divide emotional response into two latitudes, namely, positive emotion (PA) and negative emotion (NA), and point out that these two latitudes are not either one or the other, but independent of each other, so for a specific individual, they can exist at a higher or lower level at the same time, or at a higher level. Although recent research shows the independence and polarity of positive emotions and negative emotions, an individual with positive emotions is more confident, enthusiastic, uplifting and passionate, while an individual with negative emotions is lazy, indifferent and depressed. Individuals with high negative emotions are more likely to have anxiety, fear, tension and anger, while individuals with low negative emotions are usually calm and satisfied.
1.2 Emotional Tendency in Work Scenes
In the work scene, emotional tendency affects work attitude and work behavior. Spector and others believe that interpersonal conflict is the main source of stress in professional activities, and interpersonal relationship is the main consideration in the study of attitude and behavior, and the formation of attitude, especially the emotional level of attitude, is closely related to the individual's emotional tendency. Individuals with positive emotions show better social support and are more satisfied with interpersonal relationships, so they may face the triggering events positively and successfully handle the stressful environment, and usually have higher job and organizational identity. Levin and others have studied the relationship between emotional tendency and work attitude, and found that there is an inverse relationship between negative emotions and job satisfaction. Cropanzano and others found that negative emotional response is based on emotional tendency, which is not only negatively related to job satisfaction, but also negatively related to organizational commitment, and positively related to turnover intention and turnover rate. George explained that work attitude is an individual's emotional response to the work environment, and this process is influenced by the individual's emotional tendency, so an individual with positive emotions will have a positive emotional response to the work environment, which will be reflected in the work attitude. On the other hand, the relationship between emotional tendency and work stress is also a hot issue. Burke and Watson found that individuals with high negative emotions are prone to stress and dissatisfaction. They always stare at their own shortcomings and failures, and tend to think about the negative and negative characteristics in the environment, which will lead to negative self-concept. Emotional intelligence also plays a role in this process through emotional process and emotional state (by influencing judgment results). Therefore, individuals with high negative emotions will make relatively pessimistic judgments in the face of difficulties, feel depressed and have low psychological well-being.
1.3 Emotional intelligence and its connotation
The concept of EQ first appeared in Gardner's works. Although the word EQ is not used, its meaning is very similar to the definition of EQ today: knowing and understanding the emotions and intentions of yourself and others, and guiding your behavior on this basis. Salovey and Mayer formally put forward the concept of emotional intelligence in 1990, and defined it as "the ability to correctly and effectively process emotional information (including the emotional information of oneself and others), which is related to emotional recognition, emotional construction and emotional adjustment and control". Salovi and Meyer pointed out that emotional intelligence is embodied in the process of emotion perception, absorption, assimilation, understanding and management, and its structure includes four elements: emotional language and nonverbal mode. Adjustment of self and others' emotions; Emotional knowledge conducive to growth; Ability to generate emotions that help solve problems, etc. On this basis, Gorman put forward "five ability models" of emotional intelligence, namely: self-perception, self-regulation, self-motivation, social perception (empathic thinking) and social skills (relationship management). It can be seen that EQ is about the ability of individuals to perceive and manage their own and others' emotions and intentions.
1.4 the relationship between emotional intelligence and grades
When studying the relationship between emotional intelligence and personal success, Gorman believes that emotional intelligence plays an irreplaceable role in personal success. He even thinks that 80% of personal success is attributed to emotional intelligence, while IQ only contributes 20%. Salovey and Meyer believe that EQ can explain 10% to 20% of personal success if evaluated from both academic achievement and professional status, although later research shows that IQ is related to personal success (r = 0.45, Meyer, Salovey and caruso, 2000. They also pointed out that a single personality factor can only explain a small part of personal success, but the conclusion about the relationship between emotional intelligence and personal success still lacks empirical support. Jordan and Ashkanasy studied the relationship between team emotional intelligence level and team effectiveness, and found that teams with high emotional intelligence level maintained high performance level during the study period, while teams with low emotional intelligence level had low initial performance. Lennox and wolfe believe that the ability to adjust and correct self-expression and sensitivity to others are important factors in interpersonal relationship management ability, which can effectively promote the improvement of self-status and obtain the support of relevant resources, thus improving task efficiency.
2. The buffering effect of emotional tendency and emotional intelligence in the choice of work behavior
Behavior is the result of interaction between individuals and environment, and the interaction process is multidimensional and complex. Walbot and scherer's five-step model of emotional experience explains this process as follows: individuals monitor and evaluate the environment at any time, and unusual events lead to physical and psychological changes. With the improvement of physiological stress level, there will be certain body movements and facial expressions, and individuals will have specific action tendencies due to stimulation. Cognition and explanation of environmental events are the basis of emotional experience. If they perceive that environmental events have improved their self-welfare, they will have positive emotions, and vice versa. Emotion-inspired actions will reduce previous negative and negative feelings. These actions are either to directly change the environment or to avoid getting rid of it. In a work scenario, some behaviors may be beneficial to the organization, while others are harmful. In the workplace, typical employee behaviors can be divided into two categories: organizational citizenship behavior (OCB) and anti-work.