摘要：In organizational change processes,employees develop expectations of future events and make affective forecasts about their affective reactions to these events.When making such affective forecasts,people often project their current affect onto future events without considering the unique characteristics of the events.Although affective forecasts have been assessed in several applied settings,only a few studies have examined work contexts.Therefore,the objective of this study was to assess whether employees making work-related affective forecasts also rely on current affect.Moreover,the study investigated whether employees whose work frequently requires regulation of their emotions are less likely to project their current work-related affect into the future.Cross-sectional data gathered from 1610 Austrian eldercare workers supported these assumptions.Employees relied heavily on current affect when making work-related affective forecasts.However,employees who reported that their work demanded high levels of emotion regulation exhibited a weaker relationship between current affect and predicted affect.We suggest that these findings have implications for understanding and managing organizational change processes.
其他摘要：Med procesi organizacijskih sprememb zaposleni razvijejo določena pričakovanja glede prihodnjih dogodkov in oblikujejo napovedi glede lastnih čustvenih reakcij v prihodnosti.Ko oblikujejo napovedi,ljudje pogosto projicirajo trenutna čustva na prihodnje dogodke brez upoštevanja nekaterih edinstvenih značilnosti teh dogodkov.Čeprav so napovedi čustev proučevali na številnih področjih,jih je le malo bilo izvedeno v delovnih okoljih.S tem razlogom,je bil namen pričujoče raziskave ugotoviti,ali napoved z delom povezanih čustev temelji na trenutnih čustvih.Nadalje je pričujoča raziskava proučevala,ali so tisti zaposleni,katerih delo pogosto zahteva regulacijo čustev,v manjši meri nagnjeni k projekciji trenutnih čustev na prihodnje dogodke.Prečna raziskava,ki je zajemala 1610 avstrijskih zaposlenih na področju nege in oskrbe starostnikov,je potrdila omenjene domneve.Pri oblikovanju napovedi o prihodnjih z delom povezanih čustev se zaposleni pogosto oprejo na trenutna čustva.Po drugi strani pa je pri tistih,katerih delo zahteva visoko stopnjo regulacije čustev,odnos med trenutnimi čustvi in napovedanimi šibkejši.Omenjeni rezultati imajo implikacije za razumevanje in upravljanje s procesi organizacijskih sprememb.
