People in organizations often try to change the feelings of those they interact with. Research in this area has to date focused on how people try to regulate others’ emotions, with less attention paid to understanding the reasons why. This paper presents a theoretical framework that proposes three overarching dimensions of motivations for interpersonal emotion regulation at work, relating to the extent to which regulation is motivated by autonomy (intrinsic vs. extrinsic), relatedness (prosocial vs. egoistic), and competence (performance- vs. pleasure-oriented). Combining these dimensions suggests eight possible categories of motives that underlie interpersonal emotion regulation. The framework enables new predictions about how motives influence the types of emotions elicited in others, the strategies employed, and the effectiveness of interpersonal emotion regulation in organizations.

中文翻译：

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人们为什么在工作中进行人际情感调节？

组织中的人们经常尝试改变与之互动的人们的感受。迄今为止，该领域的研究一直集中在人们如何尝试调节他人的情绪上，而很少注意了解其原因。本文提出了一个理论框架，提出了工作中人际情绪调节动机的三个主要方面，涉及到调节的程度受自主性（内在性与外在性），亲和力（亲社会性，利己主义）和能力（表现）的影响。 -与以娱乐为导向）。将这些方面结合起来，就可以说明构成人际情绪调节基础的八种可能动机。该框架可对动机如何影响他人引发的情绪类型，所采用的策略，