Extrinsic Emotion Regulation at Work

Abstract

In this thesis, I investigate the processes people use to influence the intensity, timing, type and duration of the emotions of others – referred to as extrinsic emotion regulation. Dealing with others’ emotions is a crucial aspect of the work environment, yet despite the increased awareness of the importance of expanding our understanding of extrinsic emotion regulation, there is a dearth of research on the antecedents, mechanisms and outcomes. To extend current knowledge, I conducted five empirical studies, compiled in three research papers. Paper 1 examined whether personality domains influence employees’ decision to engage in extrinsic emotion regulation (a meta-analysis of n=5,609, k=15; Study 1), as well as the selection of specific regulation strategies in daily life (n = 534; Study 2). Results show that anti- and pro-social personality traits influence the decision to engage whereas emotional personality traits influence strategy selection. Paper 2 examined the influence of goals on strategy selection of Australian co-workers (n=553) on relational outcomes (team-member exchange and relationship conflict; Study 3). Results show positive indirect effects of pro-hedonic goals on receptive listening and conflict and negative indirect effects of instrumental goals on suppression and both outcomes. An experimental study further supports causal claims of the relationship between goals and extrinsic emotion regulation strategies (n=398; Study 4). Paper 3 examined the influence of healthcare leaders’ (n=54) regulation of followers’ emotions (n=337) on followers’ job satisfaction. Results show positive effects of strategy reappraisal, negative effects of suppression, and the mechanisms through which this takes place (a mediation of affect, and a moderation of followers’ ability to cope with change). This thesis advances much-needed knowledge on extrinsic emotion regulation and has important practical implications for the regulation of others’ emotions at work.