Date of Conferral







James M. Brown


Multiple researchers have investigated employee turnover related to affective, continuous, and normative commitment, and none reported the predictive power of emotion regulation reappraisal on these components of commitment with turnover intentions among degree-seeking employees. The purpose of this quantitative survey research study was to explore emotion regulation reappraisal and its predictive power for organizational commitment associated with degree-seeking employees' intentions to quit jobs. In this study, a small sample of N = 18 degree-seeking employees took part in survey methodology. Multiple regressions were performed to calculate the variance of independent variables, emotion regulation and affective, continuous, and normative commitment associated with the dependent variable turnover intentions. The measures applied were the Emotion Regulation Questionnaire, the Affective Commitment Scale, the Continuous Commitment Scale, the Normative Commitment Scale, and the Turnover Intention Scale. Results report that degree-seeking employees who practice emotion regulation reappraisal may apply this strategy to manage emotion displayed at work for increased job retention. Findings for emotion regulation reappraisal were consistent with the theoretical framework descriptions of the Appraisal theory that individuals’ perceptions of events in environments include emotion. The conclusions support positive social change by providing data for research practitioners and human resource personnel that include insights on an emotion regulation strategy practiced among degree-seeking employees to better accommodate and ultimately retain these workers.