Burnout from emotion regulation at work: The moderating role of gratitude

Guan, B; Jepsen, DM

Burnout from emotion regulation at work: The moderating role of gratitude

Guan, B

Jepsen, DM

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Publisher:: PERGAMON-ELSEVIER SCIENCE LTD
Publication Type:: Journal Article
Citation:: Personality and Individual Differences, 2020, 156
Issue Date:: 2020-04-01

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Field	Value	Language
dc.contributor.author	Guan, B https://orcid.org/0000-0001-9688-0353
dc.contributor.author	Jepsen, DM
dc.date.accessioned	2020-10-01T20:01:32Z
dc.date.available	2020-10-01T20:01:32Z
dc.date.issued	2020-04-01
dc.identifier.citation	Personality and Individual Differences, 2020, 156
dc.identifier.issn	0191-8869
dc.identifier.uri	http://hdl.handle.net/10453/142972
dc.description.abstract	© 2019 Elsevier Ltd In an increasingly service-oriented workplace, individual differences in emotion regulation (ER) and gratitude are important personal resources to cope with potentially overwhelming emotional demands. This study examined the effects of intrinsic (i.e., regulating emotions of self through reappraisal or suppression) and extrinsic (i.e., regulating emotions of others through cognitive change or response modulation) ER strategies on burnout in service relationships and the moderating role of dispositional gratitude. Survey data from 336 Australian aged care employees show that gratitude moderated the effects of extrinsic ER strategies on burnout. When employees regulated others’ emotions, gratitude as a positive resource buffered the effect of cognitive change on emotional exhaustion and the effects of response modulation on emotional exhaustion and depersonalization. Gratitude also strengthened the negative relationship between cognitive change and depersonalization. When employees regulated their own emotions, gratitude did not moderate the relationships between ER strategies and burnout. Our study implies that gratitude and ER strategies can be included in selection and training to enhance individual well-being and promote healthy organizations.
dc.language	English
dc.publisher	PERGAMON-ELSEVIER SCIENCE LTD
dc.relation.ispartof	Personality and Individual Differences
dc.relation.isbasedon	10.1016/j.paid.2019.109703
dc.rights	info:eu-repo/semantics/closedAccess
dc.subject	1701 Psychology, 1702 Cognitive Sciences
dc.subject.classification	Social Psychology
dc.title	Burnout from emotion regulation at work: The moderating role of gratitude
dc.type	Journal Article
utslib.citation.volume	156
utslib.for	1701 Psychology
utslib.for	1702 Cognitive Sciences
pubs.organisational-group	/University of Technology Sydney/Faculty of Business
pubs.organisational-group	/University of Technology Sydney
utslib.copyright.status	closed_access	*
dc.date.updated	2020-10-01T20:01:18Z
pubs.publication-status	Published
pubs.volume	156

Abstract:

© 2019 Elsevier Ltd In an increasingly service-oriented workplace, individual differences in emotion regulation (ER) and gratitude are important personal resources to cope with potentially overwhelming emotional demands. This study examined the effects of intrinsic (i.e., regulating emotions of self through reappraisal or suppression) and extrinsic (i.e., regulating emotions of others through cognitive change or response modulation) ER strategies on burnout in service relationships and the moderating role of dispositional gratitude. Survey data from 336 Australian aged care employees show that gratitude moderated the effects of extrinsic ER strategies on burnout. When employees regulated others’ emotions, gratitude as a positive resource buffered the effect of cognitive change on emotional exhaustion and the effects of response modulation on emotional exhaustion and depersonalization. Gratitude also strengthened the negative relationship between cognitive change and depersonalization. When employees regulated their own emotions, gratitude did not moderate the relationships between ER strategies and burnout. Our study implies that gratitude and ER strategies can be included in selection and training to enhance individual well-being and promote healthy organizations.

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http://hdl.handle.net/10453/142972