Purpose

The purpose of this study was to investigate the associations between personal sense of power (PSP) and compliance as a function of the interaction between negative emotion intensity and emotion regulation tactics.

Design/methodology/approach

First, hypotheses linking PSP to different emotional reactions and to different levels of compliance with two types of conflict management styles were formulated. Subsequently, data were collected in three waves with a five-week interval between them to test the hypotheses.

Findings

Results based on principle component analysis and confirmatory factor analysis indicated that workers with high PSP reported lower internalized negative emotions (negative emotions directed to the self) in the workplace and were less inclined to comply with harsh tactics, in comparison to workers with low PSP. The importance of emotional components (suppression and negative emotions in the workplace) was underscored by the moderated mediation model: internalized negative emotions mediated the association between PSP and compliance with harsh tactics as a function of level of suppression such that the link between negative affect and compliance was negative only under high suppression, but not under low suppression.

Research limitations/implications

The findings point to the deleterious influence of high emotional suppression of negative emotions on study behaviors, especially for employees with a low sense of power. Because the data were collected from a single source, which could raise concerns about common method variance and social desirability bias, future study should examine other-reports.

Practical implications

Recruitment and training of employees and managers should aim to create an open and safe organizational environment that encourages emotional expression and lessens emotional suppression.

Social implications

The findings can help develop empowering interventional programs to coach employees to use suppression in an adaptive manner.

Originality/value

The current study sheds new light on the relationships between PSP and compliance from the emotion regulation perspective.

中文翻译：

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工作场所的个人权力，情感和合规感：适度的调解方法

目的

这项研究的目的是调查个人力量感（PSP）与依从性之间的联系，这些联系是负面情绪强度与情绪调节策略之间相互作用的函数。

设计/方法/方法

首先，提出了将PSP与不同的情绪反应以及对两种冲突管理方式的不同依从性水平相关的假设。随后，以三波的形式收集数据，它们之间的间隔为五周，以检验假设。

发现

基于主成分分析和验证性因素分析的结果表明，与PSP较低的工人相比，PSP较高的工人在工作场所内化的负性情绪（针对自我的负面情绪）较低，并且不愿意遵循苛刻的策略。适度的调解模型强调了情绪成分（工作场所中的抑制和消极情绪）的重要性：内在的消极情绪介导了PSP与苛刻策略的依从性之间的关联，这与抑制程度有关，消极情绪与顺应性仅在高抑制下为负，而在低抑制下则为负。

研究局限/意义

研究结果指出，高度抑制负面情绪会对学习行为产生有害影响，特别是对于那些权力意识低下的员工而言。由于数据是从单一来源收集的，这可能引起人们对通用方法差异和社会期望偏差的担忧，因此未来的研究应检查其他报告。

实际影响

员工和管理人员的招聘和培训应旨在创建一个开放和安全的组织环境，以鼓励情感表达并减少情感压抑。

社会影响

研究结果可以帮助制定授权干预计划，以指导员工以适应性方式使用抑制。

创意/价值

当前的研究从情绪调节的角度为PSP和依从性之间的关系提供了新的思路。