Graduation Term

Summer 2026

Degree Name

Master of Science (MS)

Department

Department of Psychology

Committee Chair

Kimberly Schneider

Committee Member

Jeffrey Kahn

Abstract

Interpersonal emotion regulation involves using social interactions to influence their own or another’s emotions (Gross, 1998). Although previous research has examined the relationships between intrapersonal emotion regulation and workplace outcomes, there is a lack of research on interpersonal emotion regulation in the workplace context. The current study extends this research by examining the relationships between interpersonal emotion regulation strategies, co-rumination, well-being, and job satisfaction, and examines which interpersonal emotion regulation strategies are better predictors of the outcome variables than others. Positive correlations between interpersonal emotion regulation strategies and well-being and between co-rumination and well-being were found. Perspective taking and enhancing positive affect showed the most explained variance in well-being. A post-hoc test found a moderation effect of industry on the relationship between enhancing positive affect and well-being. These findings encourage future research on the link between interpersonal emotion regulation and well-being and encourage managers and other organizational decision makers to consider the relationship between employee well-being and interpersonal emotion regulation.

Access Type

Thesis-Open Access

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