Managing your feelings at work, for a reason: The role of individual motives in affect regulation for performance-related outcomes at work
Affect regulation matters in organizations, but research has predominantly focused on how employees regulate their feelings. Here, we investigate the motives for why employees regulate their feelings. We assess employees' engagement in affect regulation based on distinct motives and investigate...
| Main Authors: | , , , |
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| Format: | Journal Article |
| Language: | English |
| Published: |
WILEY
2022
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| Subjects: | |
| Online Access: | http://purl.org/au-research/grants/arc/FL160100033 http://hdl.handle.net/20.500.11937/90881 |
| _version_ | 1848765450130817024 |
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| author | Bindl, U.K. Parker, Sharon Sonnentag, S. Stride, C.B. |
| author_facet | Bindl, U.K. Parker, Sharon Sonnentag, S. Stride, C.B. |
| author_sort | Bindl, U.K. |
| building | Curtin Institutional Repository |
| collection | Online Access |
| description | Affect regulation matters in organizations, but research has predominantly focused on how employees regulate their feelings. Here, we investigate the motives for why employees regulate their feelings. We assess employees' engagement in affect regulation based on distinct motives and investigate their implications for performance-related outcomes. We develop a framework and measure for distinct types of motivated affect regulation at work, comprising hedonic affect regulation (motive to feel better), task-related affect regulation (motive to reach an achievement-related goal), and social affect regulation (motive to get along with others). Study 1 (N = 621 employees) indicated each type of motivated affect regulation was distinct from the others. In Study 2 (N = 80 employees; n = 821 observations), in line with our theorizing, hedonic and task-related affect regulation were both positively associated with performance-related outcomes via perceived affect-regulation success. In addition, the link between task-related affect regulation and perceived affect-regulation success was strongest for those individuals who habitually engage in deep acting. By contrast, social affect regulation did not predict perceived affect-regulation success or performance-related outcomes. Understanding why employees choose to manage their feelings advances insights on individual motives in employee behavior and provides new avenues for improving performance outcomes in organizations. |
| first_indexed | 2025-11-14T11:35:26Z |
| format | Journal Article |
| id | curtin-20.500.11937-90881 |
| institution | Curtin University Malaysia |
| institution_category | Local University |
| language | English |
| last_indexed | 2025-11-14T11:35:26Z |
| publishDate | 2022 |
| publisher | WILEY |
| recordtype | eprints |
| repository_type | Digital Repository |
| spelling | curtin-20.500.11937-908812023-11-08T05:19:56Z Managing your feelings at work, for a reason: The role of individual motives in affect regulation for performance-related outcomes at work Bindl, U.K. Parker, Sharon Sonnentag, S. Stride, C.B. Social Sciences Business Psychology, Applied Management Business & Economics Psychology affect regulation diary study motives in affect regulation overall job performance taking charge EMOTION REGULATION ORGANIZATIONAL-BEHAVIOR PROCESS MODEL PROACTIVITY LABOR PLEASURE TASK DETERMINANTS CONSEQUENCES CITIZENSHIP Affect regulation matters in organizations, but research has predominantly focused on how employees regulate their feelings. Here, we investigate the motives for why employees regulate their feelings. We assess employees' engagement in affect regulation based on distinct motives and investigate their implications for performance-related outcomes. We develop a framework and measure for distinct types of motivated affect regulation at work, comprising hedonic affect regulation (motive to feel better), task-related affect regulation (motive to reach an achievement-related goal), and social affect regulation (motive to get along with others). Study 1 (N = 621 employees) indicated each type of motivated affect regulation was distinct from the others. In Study 2 (N = 80 employees; n = 821 observations), in line with our theorizing, hedonic and task-related affect regulation were both positively associated with performance-related outcomes via perceived affect-regulation success. In addition, the link between task-related affect regulation and perceived affect-regulation success was strongest for those individuals who habitually engage in deep acting. By contrast, social affect regulation did not predict perceived affect-regulation success or performance-related outcomes. Understanding why employees choose to manage their feelings advances insights on individual motives in employee behavior and provides new avenues for improving performance outcomes in organizations. 2022 Journal Article http://hdl.handle.net/20.500.11937/90881 10.1002/job.2628 English http://purl.org/au-research/grants/arc/FL160100033 http://creativecommons.org/licenses/by/4.0/ WILEY fulltext |
| spellingShingle | Social Sciences Business Psychology, Applied Management Business & Economics Psychology affect regulation diary study motives in affect regulation overall job performance taking charge EMOTION REGULATION ORGANIZATIONAL-BEHAVIOR PROCESS MODEL PROACTIVITY LABOR PLEASURE TASK DETERMINANTS CONSEQUENCES CITIZENSHIP Bindl, U.K. Parker, Sharon Sonnentag, S. Stride, C.B. Managing your feelings at work, for a reason: The role of individual motives in affect regulation for performance-related outcomes at work |
| title | Managing your feelings at work, for a reason: The role of individual motives in affect regulation for performance-related outcomes at work |
| title_full | Managing your feelings at work, for a reason: The role of individual motives in affect regulation for performance-related outcomes at work |
| title_fullStr | Managing your feelings at work, for a reason: The role of individual motives in affect regulation for performance-related outcomes at work |
| title_full_unstemmed | Managing your feelings at work, for a reason: The role of individual motives in affect regulation for performance-related outcomes at work |
| title_short | Managing your feelings at work, for a reason: The role of individual motives in affect regulation for performance-related outcomes at work |
| title_sort | managing your feelings at work, for a reason: the role of individual motives in affect regulation for performance-related outcomes at work |
| topic | Social Sciences Business Psychology, Applied Management Business & Economics Psychology affect regulation diary study motives in affect regulation overall job performance taking charge EMOTION REGULATION ORGANIZATIONAL-BEHAVIOR PROCESS MODEL PROACTIVITY LABOR PLEASURE TASK DETERMINANTS CONSEQUENCES CITIZENSHIP |
| url | http://purl.org/au-research/grants/arc/FL160100033 http://hdl.handle.net/20.500.11937/90881 |