Abstract
The ever more increasing popularity of global virtual teams (GVTs) has brought attention to the importance of team identification in these diverse and geographically dispersed work settings. This study examines the relationship between emotional intelligence (EQ), team identification, and performance outcomes in GVTs, drawing on social identity theory as a theoretical framework. Employing data from 2,024 international participants collaborating in 443 GVTs from 37 countries, we conducted multilevel structural equation modeling to examine the direct and indirect effects of EQ dimensions on team identification and performance. Our findings reveal that the EQ dimensions, except for self-emotional appraisal, positively influence team identification in GVTs. Furthermore, we find that team identification mediates the relationship between certain EQ dimensions (others’ emotional appraisal, regulation of emotion, and use of emotion) and team performance, but not individual performance. This study contributes to the understanding of team identification and performance in GVTs, providing valuable insights for human resource managers seeking to optimize the effectiveness of their GVTs.