Abstract
Understanding employees’ feelings at work plays a significant role in developing practical and effective organizational and human resource management policies and practices. Furthermore, work-related emotions may have a considerable effect on workers’ health and wellbeing and affect work effectiveness and work performance. The objectives of the current study were to investigate the relationships among four work-related (WOR) affective feelings (WORAF) and to validate the WORAF questionnaire in a Turkish sample. A survey was performed including four constructs: (1) WOR feelings of happiness, (2) WOR feelings of anxiety, (3) WOR feelings of anger, and (4) WOR feelings of dejection. A total of 322 workers from various companies in Turkey completed a paper-based survey. A research model was developed, and its main components were estimated with partial least squares structural equation modeling (PLS-SEM). The results revealed that dejection and anger at work play a critical role in experienced anxiety in occupational settings. Similarly, dejection, anger, and anxiety at work play a crucial role in perceived happiness at work.
Highlights
Understanding the roles of employees’ feelings is critical to effective human resource management in contemporary organizations, because most individuals in the population spend more than 50% of their lives at work [1]
Multicollinearity was described as a high correlation among two or more constructs [32] and was verified by an indicator of variance inflation factors (VIF)
A cross-sectional quantitative methodology with a correlational design was used for this purpose
Summary
Understanding the roles of employees’ feelings is critical to effective human resource management in contemporary organizations, because most individuals in the population spend more than 50% of their lives at work [1]. This study focuses on investigating feelings of happiness, anxiety, anger, and dejection. These feelings are recognized as the most frequently expressed emotions and are considered fundamental emotions [2,3,4,5]. Lindebaum and Jordan [7] have observed a propensity to investigate symmetrical relations between distinct emotions that are viewed positively and negatively. They suggest that asymmetries of feelings should be studied in the workplace. Social and sociocultural theories posit that feeling as a personal phenomenon clearly lacks the importance of complex social and cultural backgrounds and the internal, communicative role of emotions [14]. Feelings are processes in the mind and entities, according to socially orientated viewpoints, that shape and organize social interactions and their effects [15]
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