EXPRESSING NEGATIVE EMOTIONS IN WORK RELATIONSHIPS AND AFFECTIVE ORGANIZATIONAL COMMITMENT: A LATENT DIFFERENCE SCORE APPROACH

Purpose – We build a theoretical lens that draws on an emerging theory of positive work relationships to examine whether constructive emotional expressions in work relationships influence changes in individuals’ affective commitment to their organization. Design/methodology/approach – Using longitudinal data collected from full-time employees, we employed a latent-difference-score (LDS) approach to examine whether changes in emotional carrying capacity could account for changes in organizational commitment. Findings – The findings support this hypothesis and suggest a new perspective on the ways in which a change in relationship capacity may create changes in people’s commitment to an organization. Research limitations – The main limitation concerns the use of self-report, albeit time-lagged, data. Practical implications – Developing higher levels of employee affective commitment is a key challenge for many organizations. Our study can help managers in recognizing the importance of building a relational space in which employees are able to express emotions frequently and openly, as well as engaging with other employees in listening to their emotional experiences and responding in a constructive manner. Originality/value – This study contributes to an emergent body of literature that adopts a positive psychology lens to the study of employee experiences at work, by investigating the capacity to express emotions in general and its influence on people’s affective commitment to the organization.