The Impact of Hopelessness on Perceived Organizational Performance: The Mediating Role of Emotion Regulation

A. Emhan, Amanda M. Main, Etka Topaloglu, Sinem Guravsar Gokce, Yasin Bez
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Abstract

The purpose of this study is to determine whether there is a relationship between hopelessness and organizational performance; and if so, to evaluate the mediating effect of emotion regulation on this relationship. To test this model, hopelessness, organizational performance, and emotion regulation was measured in employees working in the banking sector. In total, 221 employees completed this study and to test research hypothesis structural equation modeling was used. The current study demonstrated that hopelessness has a significant negative relationship with both emotion regulation and organizational performance. It was also found that emotion regulation has a mediating effect on this relationship where higher emotion regulation decreases its strength. Additionally, t-test and ANOVA analyzes were used to reveal differences between demographic variables and study variables. Efforts of employees to develop their emotion regulation abilities in a variety of situations may play an important role in reducing the negative effects of hopelessness and develop the performance of individuals. The current study presents new insights on the mediating effects of emotion regulation on the relationship between hopelessness and individual perceptions of organizational performance.
无望感对组织绩效感知的影响:情绪调节的中介作用
本研究的目的是确定无望感与组织绩效之间是否存在关系;如果存在关系,则评估情绪调节对这种关系的中介作用。为了验证这一模型,我们对银行业员工的绝望感、组织绩效和情绪调节进行了测量。共有 221 名员工完成了这项研究,研究采用了结构方程模型来检验研究假设。本研究表明,无望感与情绪调节和组织绩效都有显著的负相关。研究还发现,情绪调节对这种关系具有中介效应,情绪调节越高,这种关系的强度就越低。此外,研究还采用了 t 检验和方差分析来揭示人口统计学变量与研究变量之间的差异。员工在各种情况下努力发展自己的情绪调节能力,可能会在减少绝望的负面影响和提高个人绩效方面发挥重要作用。本研究就情绪调节对无望感与个人组织绩效认知之间关系的中介效应提出了新的见解。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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