The existing studies, focused on emotion at the individual level, are inadequate to explore the effect of emotional capability at the organizational level, especially on the analysis under different circumstances. According to AET （Affective-Event-Theory）, triggered by specific events, organizational emotions can influence employees’ attitude and behavior, and form the " event-emotion-attitude-behavior-performance” cycle chain. Some studies claim that although emotion is an internal psychological experience, it has characteristics of both psychology and sociology, and significantly impacts not only on employees but on organizations, and employees’ organizational assumptions and judgements can also be influenced consequently. Recently, international attention has been paid to the concept of organizational emotional capacity based on organizational emotional governance, including dynamics of reconciliation, dynamics of experiencing, dynamics of identification, dynamics of playfulness, dynamics of display freedom and dynamics of encouragement. This paper systematically reviews the previous studies on organizational emotional capability in the following respects: Firstly, it introduces the formation, conceptual connotation and measurement methods of organizational emotional capability. Emotional capability in organizational settings is defined as an organizational capability to perceive, understand, monitor, adjust and utilize organizational emotions, and to guide and reflect organizational emotions in the organizational structure, routines and processes. Organizational emotional capability mainly includes six dimensions, namely dynamics of experiencing, reconciling, identification, encouragement, displaying freedom and playfulness, and these emotional dynamics demonstrate different emotional interactions, cognitive modes and behavioral patterns among employees. Secondly, it expounds the theoretical basis of organizational emotional capability. At present, domestic and foreign scholars have carried out the empirical study of emotional capability based on the following perspective: the perspective of resource, the perspective of emotion, and the perspective of stimulus-response. In this study, the perspective of resource is made up of the resource-based theory and the conservation of resource theory; the perspective of emotion is composed of the affective event theory and the emotional capability theory; and the perspective of stimulus-response is composed of the stimulus-organism-response theory. Again, the antecedent and outcome variables of organizational emotional capability are analyzed and summarized in this study. In the end, the future directions in emotional capability research are prospected.