Emotional fit in the workplace : its psychological and behavioural outcomes
department or school: Business, Sauder School of
data provider: DSpace
degree campus: UBCV
creator: Ozcelik, Hakan
issued: 2009-12-02T00:00:00
issued: 2004
related degree: Doctor of Philosophy - PhD
degree grantor: University of British Columbia
description: Prior research has looked at emotions in organizational life mostly at the individual level, providing us with little information about their role as a contextual factor in organizations. In this dissertation, I sought to fill this gap by developing the concept of emotional fit which I define as the congruence between the activation levels of an employee's affective trait and the emotional climate of their workplace environment. Drawing on a number of streams of research including the circumplex model of affect, activation theory, emotional exhaustion, psychological safety, and ego depletion theory, I developed and empirically tested a model analyzing how emotional fit affects an employee's psychological and behavioral engagement at work. The model proposes that emotional fit is positively related to an employee's connection with others, connection with work, and performance through the mediating effects of emotional exhaustion and psychological safety. To test the theoretical model, I conducted a cross-level field study. The research design is cross-level in that one component (i.e. emotional climate) of the independent variable (i.e. emotional fit) was analyzed at the level of the workplace context and then was compared with the other component (i.e. affective trait), measured at the level of the individual employee. I collected data from 257 employees within 40 work units across a variety of companies operating in sectors such as trade, forestry, high-tech, finance, and courier service. The data regarding the task and role performance of employees were collected from supervisors. Overall, the results show that an employee's degree of emotional fit is positively related to his/her psychological engagement at work with regards to connection with others and connection with work, but not task and role performance. In terms of connection with others, emotional fit was positively related to commitment and negatively related to surface acting. As for the connection with…
aggregated CHO: https://circle.library.ubc.ca/rest/handle/2429/16094
extent: 7308004 bytes
format: application/pdf
note: EMOTIONAL FIT IN THE WORKPLACE-ITS PSYCHOLOGICAL A N D B E H A V I O U R A L OUTCOMES by H A K A N OZCJELIK B.A. (Management and Political Science), Bosphorus University, 1995 M.A. (Management), Bosphorus University, 1998 A THESIS SUBMITTED IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE DEGREE OF DOCTOR OF PHILOSOPHY in THE F A C U L T Y OF G R A D U A T E STUDIES Sauder School of Business We accept this thesis as conforming to the required standard THE UNIVERSITY OF BRITISH C O L U M B I A July 2004 © Hakan Ozcelik, 2004 ABSTRACT Prior research has looked at emotions in organizational life mostly at the individual level, providing us with little information about their role as a contextual factor in organizations. In this dissertation, I sought to fill this gap by developing the concept of emotional fit which I define as the congruence between the activation levels of an employee's affective trait and the emotional climate of their workplace environment. Drawing on a number of streams of research including the circumplex model of affect, activation theory, emotional exhaustion, psychological safety, and ego depletion theory, I developed and empirically tested a model analyzing how emotional fit affects an employee's psychological and behavioral engagement at work. The model proposes that emotional fit is positively related to an employee's connection with others, connection with work, and performance through the mediating effects of emotional exhaustion and psychological safety. To test the theoretical model, I conducted a cross-level field study. The research design is cross-level in that one component (i.e. emotional climate) of the independent variable (i.e. emotional fit) was analyzed at the level of the workplace context and then was compared with the other component (i.e. affective trait), measured at the level of the individual employee. I collected data from 257 employees within 40 work units across a variety of companies operating in sectors such as tra…
has type: Thesis/Dissertation
date issued: 2004-05
is shown at: 10.14288/1.0091911
language: eng
degree discipline: Business Administration
provider: Vancouver : University of British Columbia Library
publisher: University of British Columbia
rights: For non-commercial purposes only, such as research, private study and education. Additional conditions apply, see Terms of Use https://open.library.ubc.ca/terms_of_use.
scholar level: Graduate
type: Text
identifier URI: http://hdl.handle.net/2429/16094