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Implications of Human Resource Practices and Emotional Demands-Abilities Fit on Emotion Regulation- [electronic resource]
Implications of Human Resource Practices and Emotional Demands-Abilities Fit on Emotion Regulation- [electronic resource]
상세정보
- 자료유형
- 학위논문파일 국외
- 최종처리일시
- 20240214101643
- ISBN
- 9798380119641
- DDC
- 150
- 서명/저자
- Implications of Human Resource Practices and Emotional Demands-Abilities Fit on Emotion Regulation - [electronic resource]
- 발행사항
- [S.l.]: : Michigan State University., 2023
- 발행사항
- Ann Arbor : : ProQuest Dissertations & Theses,, 2023
- 형태사항
- 1 online resource(154 p.)
- 주기사항
- Source: Dissertations Abstracts International, Volume: 85-02, Section: B.
- 주기사항
- Advisor: Scott, Brent.
- 학위논문주기
- Thesis (Ph.D.)--Michigan State University, 2023.
- 사용제한주기
- This item must not be sold to any third party vendors.
- 초록/해제
- 요약My dissertation seeks to explain the relationship between organization level human resource (HR) practices related to affect and emotion regulation at the individual level through the concept of fit. Emotion regulation at work is inevitable but, to date, research has not evaluated how organizations may be able to reduce the emotion regulation and emotive dissonance of employees or how fit may mediate this relationship. Decades of research have established the importance of fit throughout the employee lifecycle and focused on the positive outcomes of fit such as increased job satisfaction and organizational commitment, and reduced turnover. Although little research has explored the effect of fit on emotion regulation, recent work by Diefendorff, Greguras, & Fleenor (2016) has introduced the concept of emotional demands-abilities (ED-A) fit, or the perceived compatibility between a job's emotional demands and the ability of the employee to meet those emotional demands.Drawing on the attraction-selection-attrition (ASA) model (Schneider, 1987) and fit literature, I suggest that the emotion regulation requirements of the job will be minimized for individuals with good ED-A fit and person-display rule fit. More specifically, in this dissertation, I explore the idea that organizations can, through human resource practices focused on emotions, improve the emotional demands-abilities fit of employees which, in turn, will reduce the emotion regulation required of employees on day-to-day basis. My dissertation also contributes to the management literature through the development and validation of a comprehensive scale of emotion-focused HR practices.
- 일반주제명
- Psychology.
- 키워드
- Human resources
- 기타저자
- Michigan State University Business Administration - Organizational Behavior - Human Resource Management - Doctor of Philosophy
- 기본자료저록
- Dissertations Abstracts International. 85-02B.
- 기본자료저록
- Dissertation Abstract International
- 전자적 위치 및 접속
- 로그인 후 원문을 볼 수 있습니다.
MARC
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■020 ▼a9798380119641
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■040 ▼aMiAaPQ▼cMiAaPQ
■0820 ▼a150
■1001 ▼aPassantino, Liana G.
■24510▼aImplications of Human Resource Practices and Emotional Demands-Abilities Fit on Emotion Regulation▼h[electronic resource]
■260 ▼a[S.l.]:▼bMichigan State University. ▼c2023
■260 1▼aAnn Arbor :▼bProQuest Dissertations & Theses, ▼c2023
■300 ▼a1 online resource(154 p.)
■500 ▼aSource: Dissertations Abstracts International, Volume: 85-02, Section: B.
■500 ▼aAdvisor: Scott, Brent.
■5021 ▼aThesis (Ph.D.)--Michigan State University, 2023.
■506 ▼aThis item must not be sold to any third party vendors.
■520 ▼aMy dissertation seeks to explain the relationship between organization level human resource (HR) practices related to affect and emotion regulation at the individual level through the concept of fit. Emotion regulation at work is inevitable but, to date, research has not evaluated how organizations may be able to reduce the emotion regulation and emotive dissonance of employees or how fit may mediate this relationship. Decades of research have established the importance of fit throughout the employee lifecycle and focused on the positive outcomes of fit such as increased job satisfaction and organizational commitment, and reduced turnover. Although little research has explored the effect of fit on emotion regulation, recent work by Diefendorff, Greguras, & Fleenor (2016) has introduced the concept of emotional demands-abilities (ED-A) fit, or the perceived compatibility between a job's emotional demands and the ability of the employee to meet those emotional demands.Drawing on the attraction-selection-attrition (ASA) model (Schneider, 1987) and fit literature, I suggest that the emotion regulation requirements of the job will be minimized for individuals with good ED-A fit and person-display rule fit. More specifically, in this dissertation, I explore the idea that organizations can, through human resource practices focused on emotions, improve the emotional demands-abilities fit of employees which, in turn, will reduce the emotion regulation required of employees on day-to-day basis. My dissertation also contributes to the management literature through the development and validation of a comprehensive scale of emotion-focused HR practices.
■590 ▼aSchool code: 0128.
■650 4▼aPsychology.
■653 ▼aEmotion regulation
■653 ▼aHuman resources
■653 ▼aEmployee lifecycle
■653 ▼aOrganizational commitment
■653 ▼aEmotional demands
■690 ▼a0703
■690 ▼a0621
■690 ▼a0454
■690 ▼a0624
■71020▼aMichigan State University▼bBusiness Administration - Organizational Behavior - Human Resource Management - Doctor of Philosophy.
■7730 ▼tDissertations Abstracts International▼g85-02B.
■773 ▼tDissertation Abstract International
■790 ▼a0128
■791 ▼aPh.D.
■792 ▼a2023
■793 ▼aEnglish
■85640▼uhttp://www.riss.kr/pdu/ddodLink.do?id=T16934692▼nKERIS▼z이 자료의 원문은 한국교육학술정보원에서 제공합니다.
■980 ▼a202402▼f2024
