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Title: The influence of emotion regulation on job outcomes
Author: Alfalah, Abdulrahman
ISNI:       0000 0004 2736 1156
Awarding Body: University of Sheffield
Current Institution: University of Sheffield
Date of Award: 2013
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Research has suggested that emotion regulation plays a crucial role in work settings. However, few studies have investigated the possibility of enhancing job outcomes through modifying emotion regulation behaviour. Thus, three studies were conducted. Study 1 involved 230 employees from charitable organizations, while Studies 2 and 3 involved 41 and 45 employees from two of the organizations. In Study 1, participants completed a questionnaire containing measures of emotion regulation, job performance, well-being, commitment, and relationships. Regression analysis showed that different types of emotion regulation strategies influence different kinds of job outcomes, and some of these relationships were moderated by the value placed on particular aspects of job outcomes. Study 2 used an implementation intentions intervention, in which half the participants formed If-Then plans concerning feelings arising from their job and the other half were a control group. Study 3 used a construal-level intervention in which half the sample formed a high-level (Why) construal and the other half a low-level (How) construal. In both intervention studies, participants completed a pre-post questionnaire, a daily diary for one month, and a follow-up questionnaire after eight months. Multi-level modelling analysis was used to analyse the diary data while ANOVA analysis was used to analyse the pre-post and follow-up data. The results suggested that both interventions significantly enhanced emotion regulation factors as well as most of the job outcomes. More precisely, improving one.s own and others. emotions were found to be the most consistent mediators for the effect of the interventions on job outcomes such. It should also be noted that the effects of the interventions on emotion regulation and most of the job outcomes were increased by the time of the follow-up. These findings provide a basis for understanding and enhancing emotion regulation and job outcomes in the workplace.
Supervisor: Sheeran, Paschal ; Totterdell, Peter Sponsor: Not available
Qualification Name: Thesis (Ph.D.) Qualification Level: Doctoral
EThOS ID:  DOI: Not available