What new research shows about stress, anger and loneliness in the workplace
If you’ve ever felt guilty negative emotions at work, as stress, anger or loneliness you are not alone. Although the prevailing notion for decades is that “good” emotions lead to positive outcomes and “negative” emotions lead to unpleasant outcomes, this logic often traps us in a closed circle: we feel bad… because we feel bad.
new extensive scientific research, which Published in the Journal of Occupational Health Psychology R. David Lebel, professor of organizational behavior at the University of Pittsburgh, challenges this notion. It is being analyzed 100 studies conducted during the COVID-19 pandemic the researchers came to the so-called conclusion “Negative” emotions actually function as coping and survival mechanisms.
As Lebel himself explains, these feelings exist “adjustment cost” because they help us respond effectively to environmental demands.
Stress as a driving force
Stress is often viewed as a problem to be prevented, treated and generally eradicated. But research shows that it also works as a signal. He points at her the distance between what we are and what we want to achieve.
For example, people who felt anxious about their future when looking for a job were more motivated to try. During the pandemic, fear and uncertainty took away many workers develop new skills instead of “freezing”..
That is the reason the main role of fear is protection. In the work environment, this often translates more effort or smarter choices with a view to securing the future.
Negative emotions – Disappointment as an impetus for change
Frustration is often associated with exhaustion. But researchers have found that can act as a “signal of change”.. Specifically, job frustration was found to be related to employees’ efforts to adapt and redesign their tasks. When something doesn’t work, frustration activates the motivation needed to overcome obstacles and avoid negative events.
So instead of being a sign of resignation and detachment, can be a starting point for fundamental changes in daily work.
Emotions – Why their duration matters
One of the most interesting results of the study is related to this duration of emotions. The shorter a negative emotion lasts, the more likely it is to have a positive function. It was associated with the negative emotions of the moment 23.64% positive results. Conversely, more stable, lasting emotions had only a 5.71% positive effect.
This shows that Our brains are designed to handle “short bursts” of negative emotions to solve problems immediately. But when these things happen years may cause overload that is, in a situation where the demands exceed our tolerance.
The role of environment and support
Managing emotions is not an individual matter. Research highlights its importance support from the workplace.
When supervisors show understanding and interest, employees’ confidence is strengthened and their willingness to actively participate increases. yes, leadership styles that put people first, they can turn stress into active work participation.
At the same time with organizations socially responsible practices, they help employees find meaning in their work even in difficult times. The work environment ultimately determines whether a “bad day” will turn into a creative or aggravating experience..
What does all this mean to you?
The “negative” emotions they are not a sign of weakness. They are signals that prepare us for it action and adaptation. Instead of suppressing them, we can we use:
- When you feel stressedthink about what is causing it and start with a small step to solve it.
- When you feel downuse as a reason for changes.
- When you feel pressuredseek support from those around you.
Studies show that when properly directed, even difficult feelings can be converted development and development tool.