Interpersonal Emotion Regulation and Organizational Culture on Job Performance

Abstract

Interpersonal emotion regulation determines the offset of emotional responding and is thus distinct from emotional sensitivity, which determines the onset of emotional responding. Among the most viable categories for classifying emotion-regulation strategies are the targets and functions of emotion regulation. The emotion-generating systems that are targeted in emotion regulation include attention, knowledge, and bodily responses. This study aims to assess direct and indirect influences of interpersonal emotion regulation and organizational culture on job performance, as well as to evaluate the influences of each sub element of interpersonal emotion regulation and organizational culture on such job performance. The quantitative research has been chosen in order to meet the purpose of the research and to test those relationships empirically; the data is collected from structured questionnaire. Sample size is 210 and also Descriptive research study is used as a research design and followed simple random sampling method. The sample was selected from various information technology companies being operative in Chennai. These findings indicate a positive relationship between interpersonal emotion regulation, organizational culture and job performance. Likewise, interpersonal emotion regulation i.e. enhancing positive affect, social modeling and organizational culture sub-elements, namely Managing Change, Achieving Goals were found affecting positively on job performance.