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UBC Theses and Dissertations
Emotional fit in the workplace : its psychological and behavioural outcomes Ozcelik, Hakan
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 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 work domain, emotional fit was negatively related to psychological withdrawal behaviors and intention for turnover. Supporting the theoretical model, these relationships were mediated by emotional exhaustion and psychological safety.
Item Metadata
Title |
Emotional fit in the workplace : its psychological and behavioural outcomes
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Creator | |
Publisher |
University of British Columbia
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Date Issued |
2004
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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 work domain, emotional
fit was negatively related to psychological withdrawal behaviors and intention for
turnover. Supporting the theoretical model, these relationships were mediated by
emotional exhaustion and psychological safety.
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Extent |
7308004 bytes
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Genre | |
Type | |
File Format |
application/pdf
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Language |
eng
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Date Available |
2009-12-02
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Provider |
Vancouver : University of British Columbia Library
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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.
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DOI |
10.14288/1.0091911
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URI | |
Degree | |
Program | |
Affiliation | |
Degree Grantor |
University of British Columbia
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Graduation Date |
2004-05
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Campus | |
Scholarly Level |
Graduate
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Aggregated Source Repository |
DSpace
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Item Media
Item Citations and Data
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.