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<p>Emotional labour is a&#xa0;pervasive challenge across industries, significantly shaping group dynamics and organizational outcomes. This study explores how emotional dissonance influences interpersonal conflict at work (ICW), focusing on the moderating effects of trait self-regulation and innovative team climate. Grounded in positive psychology, which highlights strengths-based approaches to organizational demands, we conducted a&#xa0;diary study over ten working days with 166 employees from various sectors. Our results show that daily emotional dissonance positively predicts ICW. In addition, the positive relationship between emotional dissonance and ICW was moderated (attenuated) as a&#xa0;function of both trait self-regulation and innovative team climate. This indicates that the moderating effects of trait self-regulation ability and innovative team climate work independently of each other and do not mutually reinforce or attenuate each other. These results emphasise the importance of personal skills and organisational conditions when dealing with emotional dissonance at work. In the context of positive psychology, it is clear that promoting individual strengths, such as self-regulatory skills, and positive work environments, such as an innovation-promoting team climate, not only increases employee well-being but also proves to be effective in reducing ICW. Employees with lower trait self-regulation or who do not work in an innovative team climate are significantly less able to deal with the stressful situations caused by emotional dissonance, leading to increased ICW. These findings have both practical and theoretical implications.</p>

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The role of trait self-regulation and innovative team climate in reducing daily workplace conflicts initiated via emotional dissonance

  • 期刊论文

  • 发表日期：

    2025年5月27日

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  • Elvira Radaca,
  • Stefan Diestel

摘要

Emotional labour is a pervasive challenge across industries, significantly shaping group dynamics and organizational outcomes. This study explores how emotional dissonance influences interpersonal conflict at work (ICW), focusing on the moderating effects of trait self-regulation and innovative team climate. Grounded in positive psychology, which highlights strengths-based approaches to organizational demands, we conducted a diary study over ten working days with 166 employees from various sectors. Our results show that daily emotional dissonance positively predicts ICW. In addition, the positive relationship between emotional dissonance and ICW was moderated (attenuated) as a function of both trait self-regulation and innovative team climate. This indicates that the moderating effects of trait self-regulation ability and innovative team climate work independently of each other and do not mutually reinforce or attenuate each other. These results emphasise the importance of personal skills and organisational conditions when dealing with emotional dissonance at work. In the context of positive psychology, it is clear that promoting individual strengths, such as self-regulatory skills, and positive work environments, such as an innovation-promoting team climate, not only increases employee well-being but also proves to be effective in reducing ICW. Employees with lower trait self-regulation or who do not work in an innovative team climate are significantly less able to deal with the stressful situations caused by emotional dissonance, leading to increased ICW. These findings have both practical and theoretical implications.