Twenty-third International Conference on Knowledge, Culture, and Change in Organizations

Abstract

The occurrence of crisis or changes in the environment affect the workplace as adjustments to the work practices must be made in response to the circumstances. Changes in the workplace affect employees’ emotions and resilience due to the uncertainty and security of job role. Resilience refers to the ability of an individual who is able to rebound from crisis, adversity, conflict or major changes. Employees regulates and appraises their emotions in making sense of the changes and adhering to the workplace rules and procedures. Self-emotion appraisal involves emotion regulation strategies that adjusting own emotion, particular negative emotion, be able to express them and re-evaluate emotion in a constructive way. Others’ emotion appraisal relates to being able to assess and recognize emotions in others. In the present paper, we examine if self-emotion appraisal and other’s emotion appraisal influence individual resilience at the workplace. Organisational commitment encompasses affective and continuance commitment to the organization. Previous studies showed that organisational commitment is linked with employee turnover, reward and organisation support. This study generated 140 survey responses from the workers in diverse occupations and industries during the COVID-19 pandemic in Singapore. The multiple regressions analysis demonstrated that self emotion appraisal strongly correlated to resilience. However, other’s emotion appraisal and psychological safety are not significant predictors of resilience at the workplace. In contrast, psychology safety is associated with organizational commitment. Organisations need to address the different emotions and employees’ perception of expression of voice in promoting resilience and organisational commitment.