RESUMO
Mass lockdowns are a powerful infection-reduction strategy but are a significant stressor. This study aimed to explore whether various factors known to predict distress in normal contexts (e.g. social connectedness, emotional-regulation strategies, and health-related behaviors) are associated with daily distress under lockdown conditions. A time-based diary study evaluated how perceived social connectedness, health-promoting, and risk behaviors predicted within-person and between-person psychological distress. One hundred and nine adults completed surveys on these variables daily for 15 days while under stringent COVID-19 lockdown in Colombia. Emotional suppression and reappraisal were measured at the start of the study to explore whether they predicted distress. Distress was lower on the days that people experienced greater social connectedness (within-person analyses) but was not significantly predicted by between-participant differences in emotional regulation. Health-promoting behaviors such as exercising and meaningful activity were associated with lower distress, while watching COVID-19 news and eating high-calorie food were associated with higher distress. Looking at individual dynamics provides meaningful insights on daily behaviors associated with distress that might improve people's wellbeing during lockdown, such as social connectedness, meaningful activity, nutrition, exercise, and minimizing news exposure. Future research with alternative designs will enable causal conclusions to be drawn.
Assuntos
COVID-19 , Regulação Emocional , Adulto , Humanos , Saúde Mental , Controle de Doenças Transmissíveis , Comportamentos Relacionados com a SaúdeRESUMO
Job satisfaction is a core variable in the study and practice of organizational psychology because of its implications for desirable work outcomes. Knowledge of its antecedents is abundant and informative, but there are still psychological processes underlying job satisfaction that have not received complete attention. This is the case of employee emotion regulation. In this study, we argue that employees' behaviors directed to manage their affective states participate in their level of job satisfaction and hypothesize that employee affect-improving and -worsening emotion regulation behaviors increase and decrease, respectively, job satisfaction, through the experience of positive and negative affect. Using a diary study with a sample of professionals from diverse jobs and organizations, for the most part, the mediational hypotheses were supported by the results albeit a more complex relationship was found in the case of affect worsening emotion regulation. This study contributes to expanding the job satisfaction and emotion regulation literatures and informs practitioners in people management in organizations about another route to foster and sustain positive attitudes at work.
RESUMO
Promotive voice is an essential behavior in today's organizations to facilitate improvements and make constructive changes in the way that work is conducted. Expanding previous research on the individual drivers of voice behavior in organizations, and drawing on theory about emotion regulation, I propose that speaking out with ideas at work is a function of employee emotion regulation and positive affect. Accordingly, results of a weekly diary study, conducted with professionals from diverse organizations and industries, showed that employees using emotion regulation strategies to improve their feelings increase the experience of positive affect at work, while behaviors oriented to worsen their own feelings were negatively related to the same outcome. Positive affect, in turn, increases the likelihood of promotive voice behavior. These results contribute to the voice behavior literature by showing that emotion regulation is an individual factor that participates in the construction of positive affective experiences, which is in turn conducive to speaking out with ideas for improvements and changes at work. Furthermore, these findings inform organizational practitioners about the value of training emotion regulation strategies to improve organizational effectiveness.