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Emotion Regulation Can Build Resources: How Amplifying Positive Emotions Is Beneficial for Employees and Organizations

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Abstract

Prior research has framed emotion regulation as resource-depleting and has primarily focused on strategies that avoid feelings. In this paper, we present an alternative view that emotion regulation can generate resources, and we investigate amplification of positive emotions, a potential resource-generating strategy. In study 1, using a field design, we demonstrate that amplification of positive emotion is positively related to employee psychological resources. Furthermore, we show that amplification of positive emotion may reduce absenteeism. In study 2, using a longitudinal lab design, we demonstrate that amplification of positive emotions predicts changes in employee psychological resources over time and does so above and beyond positive affect. We discuss the theoretical implications of our findings for emotion researchers, the practical applications of our findings for managers, and areas that require future research.

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Notes

  1. Côté and Morgan (2002) did not find a significant relationship between amplification of positive emotion and intention to quit (a work attitude). We find that amplification of positive emotion may be negatively related to absenteeism (i.e., number of workdays missed).

  2. We thank an anonymous review for pointing out the benefit of distinguishing our construct (amplification of positive emotion) from other constructs such as emotional labor (i.e., surface acting and deep acting). Prior research shows that both surface acting and deep acting are associated with cognitive dissonance and ill-being (Hülsheger & Schewe 2011). Notably, surface acting creates substantial dissonance because expressed and felt emotions are incongruent, while with deep acting one tries to convince oneself to feel the expressed emotion (Grandey and Melloy 2017). Even deep acting may distort one’s sense of authentic self and, ultimately, impair one’s ability to experience genuine emotion (Ashforth & Mael 1989; Ashforth and Humphrey 1993; Grandey and Melloy 2017). In this study, we empirically demonstrate that amplification of positive emotions is distinct from both surface acting and deep acting.

  3. The head nurses helped to distribute the surveys but did not participate themselves.

  4. Based on previous research performed by the Chilean Ministry of Health (Ministerio de Salud del Gobierno de Chile 2017), healthcare workers have the highest rate of absence due to sickness compared to all other professions, and this rate is increasing in Chile. Between 2013 and 2016, the average number of sick days per healthcare worker increased from 18.9 to 22 due to work-related stresses, including the physical and emotional demands of their jobs. This makes it extremely important to analyze absence due to sickness in our sample.

  5. Our CFA model produced acceptable fit with RMSEA below 0.10 (Kline et al. 2010); however, we also explored where misfit might exist in the model. We found that a single personal accomplishment item (which was negatively worded) loaded onto emotional exhaustion. When we allowed this item to load onto emotional exhaustion, the fit of the CFA improved slightly, (χ2(269) = 725.78, CFI = 0.87, RMSEA = 0.065, SRMR = 0.076). Because the Maslach burnout inventory is a well-validated scale with over 20,000 citations, we chose to retain the original scale structure (Maslach, Jackson, and Leiter 1997).

  6. We note that in Table 2 absenteeism had counterintuitive but nonsignificant relationships with employee engagement and patient complaints (i.e., absenteeism was positively correlated with engagement and negatively correlated with patient complaints, both nonsignificant). These counterintuitive findings were due to a single outlier that corresponds to the clinical oncology Ward. This unique outlier is likely explained by the fact that oncology healthcare workers face high-levels of emotional labor (see Zaghini et al., 2020 and Tuna and Baykal 2017) compared to other specialties and must remain highly engaged to meet their patients’ complex medical needs. Oncology health providers in our sample engaged deeply with their highly vulnerable patients and their families (having the highest engagement value of all the services, 30% over the average value) due to the complex nature of the illnesses their patients face (complex symptomatology and often death), resulting frequently in emotional exhaustion (20% higher than the average value of all other services) and absenteeism (highest value from all services, 350% higher than the average value). This explains why oncology ward workers have high engagement and higher absenteeism compared to other healthcare providers belonging to other hospital units. Further, oncology units attend to patients during a terminal period of their lives, which might explain why there are fewer complaints (e.g., end-of-life care is perceived differently by patients and families compared to care in other units).

    When we remove this outlier, the direction of the relationship changes. The correlation between absenteeism and engagement changes from 0.44 (p = 0.13) to 0.027 (p = 0.93), and the correlation between absenteeism and complaints changes from − .17 (p = 0.64) to 0.29 (p = 0.44). Because this outlier was real data rather than an error, we chose to keep it in our analyses in the paper.

  7. Our CFA model produced acceptable fit with RMSEA below 0.10 (Kline et al., 2010); however, we also explored where misfit might exist in the model. We found that three burnout items loaded poorly, and we conducted an alternative CFA dropping these items. When we dropped these three items, the fit of the model improves (χ2(419) = 584.48, CFI = 0.911, RMSEA = 0.059, SRMR = 0.078). Because the Maslach burnout inventory is a well-validated scale with over 20,000 citations, we chose to retain the original scale structure (Maslach, Jackson, and Leiter 1997).

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Authors and Affiliations

  1. Yale University, 350 George Street, New Haven, CT, 06511, USA

    Matthew L. Lapalme

  2. Pontificia Universidad Catolica de Chile, 4860 Av. Vicuña Mackenna, Macul, Santiago, 7820436, Chile

    Felipe Rojas-Quiroga, Julio A. Pertuzé & Juan Felipe Ananias

  3. Faculty of Medicine and Sciences, Universidad San Sebastian, 2465 Lota St, Providencia, Santiago, 7510157, Chile

    Pilar Espinoza

  4. Universidad Católica del Norte, Av. Angamos 0610, Antofagasta, 1240000, Chile

    Carolina Rojas-Córdova

Authors
  1. Matthew L. Lapalme
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  2. Felipe Rojas-Quiroga
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  3. Julio A. Pertuzé
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  4. Pilar Espinoza
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  5. Carolina Rojas-Córdova
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  6. Juan Felipe Ananias
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Correspondence to Matthew L. Lapalme.

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Lapalme, M.L., Rojas-Quiroga, F., Pertuzé, J.A. et al. Emotion Regulation Can Build Resources: How Amplifying Positive Emotions Is Beneficial for Employees and Organizations. J Bus Psychol 38, 539–560 (2023). https://doi.org/10.1007/s10869-023-09875-x

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