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Employees’ Mood and Emotion as Imperatives for Perceived Job Satisfaction

机译：员工的情绪和情感是感知工作满意度的必要条件

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Organizations have realized that employee emotions and moods are pervasive in the workplace. The emotions and moods are not only a deep-seated part of work life but have an important role to play in one's job performance and satisfaction. The study investigated employees’ mood and emotion as imperatives for perceived job satisfaction in a multinational organization in Nigeria. The research design for this study was a descriptive survey. Two hundred and forty four participants were used for the study which comprise males (100, 41.0%) and females (144, 59.0%) aged between 40 years. The participants consists of single (99, 40.6%), married (107, 43.9%), widowed (13, 5.3%), separated (8, 3.3%) and divorced (17, 7.0%). Three hypotheses were tested and the findings of the study revealed that that there was a significant difference between positive and negative employees’ mood on job satisfaction (Crit-t = 1.96, Cal.t = 3.941, df = 242, p < .05). Also, the result showed that there was a significant positive correlation between employees’ mood and job satisfaction (r = .246**, N= 244, P < .05). Lastly, the findings showed that positive mood positively correlated with job satisfaction (r = .265**, N= 244, P < .05). It was concluded that employees’ mood influenced job satisfaction. Based on findings it was recommended that management should endeavor to organize emotion management programs for their workers in order to ensure that their job satisfaction is improved upon and also to reduce the occurrence of high labour turnover and withdrawal intentions. Also, the deployment of emotional intelligence strategies should be used in organisations in order to ensure good working relations between employees and management and among employees.
机译：组织已经意识到，员工的情绪和情绪在工作场所中无处不在。情绪和情绪不仅是工作生活的深层组成部分，而且在一个人的工作绩效和满意度中也起着重要作用。这项研究调查了员工的情绪和情感，这对于在尼日利亚的一家跨国组织中实现工作满意度至关重要。这项研究的研究设计是描述性调查。本研究共使用了244位参与者，其中40岁之间的男性（100％，占41.0％）和女性（144％，占59.0％）。参与者包括单身（99，40.6％），已婚（107，43.9％），丧偶（13，5.3％），分居（8，3.3％）和离婚（17，7.0％）。测试了三个假设，研究结果表明，正面和负面员工的工作满意度之间存在显着差异（Crit-t = 1.96，Cal.t = 3.941，df = 242，p <.05） 。此外，结果还表明，员工的情绪与工作满意度之间存在显着的正相关（r = .246 **，N = 244，P <.05）。最后，研究结果表明，积极的情绪与工作满意度呈正相关（r = .265 **，N = 244，P <.05）。结论是，员工的情绪会影响工作满意度。根据调查结果，建议管理层应努力为其工人组织情绪管理计划，以确保改善他们的工作满意度，并减少高流失率和撤离意图的发生。此外，应在组织中使用情商策略的部署，以确保员工与管理层之间以及员工之间的良好工作关系。

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