ABSTRACT

Employing conservation of resources (CoR) theory, we tested the mediating effect of employees’ emotional energy in the connection between transformational leadership style (TFL) and subordinates’ job performance. Additionally, drawing on self-concept theory, the moderating effect of meaningful work in the association between emotional energy and job performance was tested. Data collection (N = 546) was conducted in 72 hotels in Bangladesh using convenience sampling. SmartPLS was used for data analysis. TFL was positively associated with emotional energy, and emotional energy was the underlying mechanism between TFL and job performance. Meaningful work was the significant moderator strengthening the association between emotional energy and job performance. By explaining the mediating and moderating role of emotional energy and meaningful work, the findings contribute to the literature on CoR theory, TFL, job performance, self-concept theory, and hospitality. Recruiting employees who are more emotionally energized and alive, along with leadership practices and generating meaningful work, is imperative.

摘要

运用资源守恒（CoR）理论，我们检验了员工情绪能量在变革型领导风格（TFL）与下属工作绩效之间的中介作用。此外，利用自我概念理论，测试了有意义的工作在情绪能量和工作绩效之间的调节作用。数据收集（N = 546）是在孟加拉国 72 家酒店使用便利抽样进行的。SmartPLS用于数据分析。TFL与情绪能量呈正相关，情绪能量是TFL与工作绩效之间的潜在机制。有意义的工作是加强情绪能量与工作绩效之间联系的重要调节因素。通过解释情绪能量和有意义的工作的中介和调节作用，这些发现为 CoR 理论、TFL、工作绩效、自我概念理论和热情好客的文献做出了贡献。招聘情绪更加活跃、充满活力的员工，以及领导力实践和开展有意义的工作，势在必行。