The purpose of this study was to examine whether there were individual differences in emotion regulation strategies and to find out the effective strategies for job performance and psychological well-being in workplace. We also examined the moderating effects of the emotion regulation strategies upon the relationship between specified negative emotion, job effectiveness, and psychological well-being. The sample of the study was 390 workers in 59 workplace. Results showed that men tended to use problem solving on emotion regulation while women preferred neglect, and that personality, such as extroversion, achievement orientation, and neuroticism, was significant factor in selecting the strategies. While the problem solving strategy was found to be most effective in task performance, and positive thinking as well as support seeking in psychological well-being, the neglect strategy turned out to be most ineffective in psychological well-being. The results revealed the significant mediating effect of the emotion regulation strategies on the relationship between specific negative emotion, job effectiveness, and psychological well-being. It was found, however, that the frequently used regulation strategies were not necessarily effective in a highly negative emotional experience (anger, frustration), which gave rise to a strong stress. Finally, we discussed potential its limitations and potential implications in a workplace.
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