THE EFFECT OF ANGER RUMINATION ON EMPLOYEES’ EMOTIONAL COMMITMENT IN PANDEMIC

Abstract

Purpose- Since the beginning of the Covid-19 pandemic, it has become necessary for organizations to adapt to the changing environmental conditions much faster and increase their competitive advantages with strategies suitable for the crisis period. In this sense, employees' unity of objectives with their organizations will make it easier to reach both personal and organizational achievements. Unity of objectives is most easily exercised by the employees who are emotionally committed to the organization. The new sources of stress that occur in today's conditions affect employees negatively and thinking about them constantly, focuses them on perceived threats, losses, or injustices which reduces their commitment to the organization. In this sense, employees, who are connected to the organization with a bond of emotions and feelings and wanted to stay in the organization by creating an identification in their identities, can question their life priorities as a result of different emotions such as anger and anger rumination. Based on these observed problems, the aim of the study is to shed a light on the components of employees' anger rumination and their emotional commitment. At the same time, it is to evaluate employees' feelings and thoughts for their organizations. Methodology- This study was performed by explanatory research model. According to this, the effect of employees' anger rumination on their emotional commitment were explained and identified. Data were collected through web-based structured questionnaires and were analyzed and interpreted as tables. Findings- It has been found that anger rumination affects employees' emotional commitment. Repeated negative events in the workplace increase the state of anger and affect the emotional commitment negatively. While the pandemic period also causes an increase in anger rumination, negative experiences cause a decrease in commitment. Conclusion- It has been seen that the psychological states of the employees in the organizations and the events they experience, differ in terms of emotional commitment and according to this point of view, it should be taken into consideration in a crisis environment such as the Covid-19 Pandemic. Since the most important resource of an organization is its employees, the conditions in the organization should be improved by taking the mental health of the employees into consideration, thus maintain increase in the motivation and emotional commitment of the employees.

Keywords

• Anger
• anger rumination
• emotional commitment
• employee commitment
• organizational commitment

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