The Emotion Regulation Roots of Job Satisfaction

Abstract

Job satisfaction is a core variable in the study and practice of organizational psychology because of its implications for desirable work outcomes. Knowledge of its antecedents is abundant and informative, but there are still psychological processes underlying job satisfaction that have not received complete attention. This is the case of employee emotion regulation. In this study, we argue that employees’ behaviors directed to manage their affective states participate in their level of job satisfaction and hypothesize that employee affect-improving and -worsening emotion regulation behaviors increase and decrease, respectively, job satisfaction, through the experience of positive and negative affect. Using a diary study with a sample of professionals from diverse jobs and organizations, for the most part, the mediational hypotheses were supported by the results albeit a more complex relationship was found in the case of affect worsening emotion regulation. This study contributes to expanding the job satisfaction and emotion regulation literatures and informs practitioners in people management in organizations about another route to foster and sustain positive attitudes at work.

Does Greenwashing Affect Employee’s Career Satisfaction? The Mediating Role of Organizational Pride, Negative Emotions and Affective Commitment.

“…The in uence of negative emotions on career satisfaction Negative affect arises from worsening emotion at work (Madrid et al, 2020), and employees with higher levels of negative affectivity tend to have lower job satisfaction (Judge & Larsen, 2001), which is a proxy for career satisfaction (Moreo et al, 2020). Employees who frequently experience negative emotions tend to focus on their own unpleasant attributes (Nikolaev et al, 2020), the world's worst problems, the future, and the worst in other people (Judge & Larsen, 2001).…”

“…Employees who frequently experience negative emotions tend to focus on their own unpleasant attributes (Nikolaev et al, 2020), the world's worst problems, the future, and the worst in other people (Judge & Larsen, 2001). They are more centered on the dark side of their lives, priming memories of displeasing and unsuccessful experiences or events in the workplace (Madrid et al, 2020). Negative emotions at work usually affect the employees on views on their skills (Madrid et al, 2020), lowering their job performance (Bouckenooghe et al, 2013).…”

Does Greenwashing Affect Employee’s Career Satisfaction? The Mediating Role of Organizational Pride, Negative Emotions and Affective Commitment.

“…Employees who frequently experience negative emotions tend to focus on their own unpleasant attributes (Nikolaev et al, 2020), the world's worst problems, the future, and the worst in other people (Judge & Larsen, 2001). They are more centered on the dark side of their lives, priming memories of displeasing and unsuccessful experiences or events in the workplace (Madrid et al, 2020). Negative emotions at work usually affect affect the employees' on views on their skills (Madrid et al, 2020), lowering their job performance (Bouckenooghe, Raja, & Butt, 2013).…”

“…They are more centered on the dark side of their lives, priming memories of displeasing and unsuccessful experiences or events in the workplace (Madrid et al, 2020). Negative emotions at work usually affect affect the employees' on views on their skills (Madrid et al, 2020), lowering their job performance (Bouckenooghe, Raja, & Butt, 2013). Individuals that experience higher levels of negative affect appear to be dissatis ed with their surroundings, other people, and themselves, and are pessimistic about the future (Judge & Larsen, 2001).…”

Onsite versus remote working: the impact on satisfaction, productivity, and performance of medical call center workers

“…Job satisfaction is determined as the measure to know the individuals' feelings toward their work, either positive or negative [1]. The response of each worker toward his job and workplace environment is important for the organization to improve and supply more positive energy to enhance agents' performance [2].…”