Emotion Regulation Ability
Boosting Workplace Mental Health with Emotional Regulation Skills
In today’s fast-paced work environment, it can be a challenge to maintain good mental health. There are research-based strategies that could help us navigate workplace stressors more effectively. Emotional regulation is one such skill with the potential to enhance workplace mental health, along with overall mental well-being in those with and without mental disorders.
The Workplace Mental Health Challenge
Before we dive into the solution, let us understand the problem. Job dissatisfaction is a significant risk factor for mental health issues.1 When we are unhappy at work, it doesn’t just affect our 9-to-5 life. It can lead to a weakened immune system, strain on our personal relationships, and increased risk of depression and anxiety.2,3
A meta-analysis of 485 studies found that employees with high job dissatisfaction report more burnout, lower self-esteem, and higher levels of anxiety and depression.1 It is a domino effect – when work fails to provide satisfaction, we are more likely to feel unhappy or unfulfilled, which leads to a low mood and self-worth.
Emotional Regulation
Emotional regulation is a core component of emotional intelligence that involves the capacity to regulate one’s own and others’ emotional states.4 In simpler terms, it is our ability to handle our emotions effectively. Emotion Regulation Ability (ERA) comprises four interrelated abilities, which are: emotion perception, emotion assimilation, emotion understanding, and emotion regulation. These skills allow us to recognize, process, and manage our emotions in a healthy way.
The Protective Power of Emotional Regulation
Research suggests that Emotion Regulation Ability can act as a buffering factor, modifying how employees respond to job dissatisfaction.5 Employees with stronger ERA are better equipped to handle workplace pressures and stress, positively influencing their job satisfaction and mental health. A study found that while job dissatisfaction is linked to depression, anxiety, and stress, these relationships are buffered by levels of ERA.6 Employees with higher ERA experienced a weaker effect of job dissatisfaction on their mental health.
ERA serves as a personal resource, modulating how employees interpret and react to work-related events. It is like having an emotional shock absorber that helps cushion the impact of workplace stressors. According to the Job Demands-Resources model (JD-R), high job stressors can exhaust employees’ mental and physical resources, leading to health problems.7 However, personal resources like ERA can buffer the effect of high job demands on employees’ mental health. For instance, an employee with a high ERA might be able to reframe a challenging situation at work, seeing it as an opportunity for growth rather than an insurmountable obstacle. This positive reappraisal can lead to reduced stress and better mental health outcomes.
Building Emotion Regulation Ability
Emotion Regulation Ability is not a fixed trait – it is a skill that can be developed and improved. Here are some strategies to enhance ERA in the workplace:
- Mindfulness Practice: Mindfulness can improve emotional awareness and regulation. A study found that mindfulness training leads to decreased emotional exhaustion and increased job satisfaction among employees.8
- Cognitive Reappraisal: This involves changing how we think about a situation to alter its emotional impact. Employees trained in cognitive reappraisal show better stress management and improved well-being.9
- Emotional Intelligence (EI) Training: Comprehensive EI training programs can lead to a reduction in mental health problems.10,11
- Supportive Work Environment: Organisations can foster an environment that encourages emotional expression and provides resources for emotional regulation. This can include offering counselling services or creating spaces for relaxation and stress relief.
- Regular Exercise: Regular physical activity is linked to improved emotion regulation abilities.12 Encouraging workplace exercise programs could have dual benefits for physical and mental health.
Advantages of Emotional Regulation for the Workplace
Improving Emotional regulation doesn’t just benefit individual employees – it can have a positive impact on the entire organisation. Employees with a strong ERA are likely to have better job performance, increased job satisfaction, and improved interpersonal relationships at work.13 Moreover, these employees may be better equipped to handle customer interactions, leading to improved service quality and customer satisfaction. They may also serve as positive influences on their colleagues, contributing to a more emotionally intelligent and mentally healthy workplace overall.
As we navigate the complexities of modern work life, emotional regulation skills emerge as a crucial skill for maintaining mental health and well-being. By recognizing the importance of ERA and actively working to improve it, both individuals and organisations can create more resilient, satisfied, and mentally healthy workplaces.
References:
- Faragher, E. B., Cass, M., & Cooper, C. L. (2005). The relationship between job satisfaction and health: a meta-analysis. Occupational and Environmental Medicine, 62(2), 105-112.
- Nakata, A., Takahashi, M., Irie, M., & Swanson, N. G. (2010). Job satisfaction is associated with elevated natural killer cell immunity among healthy white-collar employees. Brain, Behavior, and Immunity, 24(8), 1268-1275.
- Schieman, S., & Reid, S. (2009). Job authority and health: Unraveling the competing suppression and explanatory influences. Social Science & Medicine, 69(11), 1616-1624.
- Mayer, J. D., & Salovey, P. (1997). What is emotional intelligence? In P. Salovey & D. J. Sluyter (Eds.), Emotional development and emotional intelligence: Educational implications (pp. 3–34). Basic Books.
- Miao, C., Humphrey, R. H., & Qian, S. (2017). A meta‐analysis of emotional intelligence and work attitudes. Journal of Occupational and Organizational Psychology, 90(2), 177-202.
- Extremera, N., Mérida-López, S., Quintana-Orts, C., & Rey, L. (2020). On the association between job dissatisfaction and employee’s mental health problems: Does emotional regulation ability buffer the link? Personality and Individual Differences, 155.
- Bakker, A. B., & Demerouti, E. (2017). Job demands–resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273.
- Hülsheger, U. R., Alberts, H. J., Feinholdt, A., & Lang, J. W. (2013). Benefits of mindfulness at work: the role of mindfulness in emotion regulation, emotional exhaustion, and job satisfaction. Journal of Applied Psychology, 98(2), 310.
- Troy, A. S., Wilhelm, F. H., Shallcross, A. J., & Mauss, I. B. (2010). Seeing the silver lining: cognitive reappraisal ability moderates the relationship between stress and depressive symptoms. Emotion, 10(6), 783.
- Hodzic, S., Scharfen, J., Ripoll, P., Holling, H., & Zenasni, F. (2018). How efficient are emotional intelligence trainings: a meta-analysis. Emotion Review, 10(2), 138-148.
- Mattingly, V., & Kraiger, K. (2019). Can emotional intelligence be trained? A meta-analytical investigation. Human Resource Management Review, 29(2), 140-155
- Bernstein, E. E., & McNally, R. J. (2017). Acute aerobic exercise helps overcome emotion regulation deficits. Cognition and Emotion, 31(4), 834-843.
- Joseph, D. L., & Newman, D. A. (2010). Emotional intelligence: an integrative meta-analysis and cascading model. Journal of Applied Psychology, 95(1), 54.