| dc.description.abstract | Occupational stress is a significant workplace health hazard. There are a variety
of workplace factors, called stressors, which lead to negative outcomes for both
individuals as well as organizations. Interpersonal conflict is one such stressor and stems
from sources such as supervisor, coworker and customer interactions. Interpersonal
conflict is related to a variety of negative strains such as lower physical and
psychological wellbeing, job dissatisfaction, turnover and depression. Research has
shown that interpersonal conflict leads to negative outcomes as well as a variety of
emotions. Social interactions may induce an emotional response that requires the
individual to engage in emotional regulation to manage those emotions. Some have
argued that engaging in emotional regulation plays a role in the relationship between
interpersonal conflict and outcomes. The purpose of this study was to examine the role of
emotional regulation as it applies to abusive supervision and the resulting outcomes.
More specifically, the goal was to empirically test whether engaging in emotional
regulation mediates the relationship between abusive supervision and outcomes. Data
was collected through an anonymous on-line survey instrument to employees of an
international, full-service engineering firm. The results supported past research and
theorizing in that abusive supervision was related to all three outcome variables
(wellbeing, turnover intentions and emotional exhaustion). The results also showed
support for the mediating role of emotional regulation with the wellbeing and emotional
exhaustion outcome variables when individuals engaged in emotional suppression, but
not when individuals engaged in emotional reappraisal. | en |
