Research on emotional regulation has examined how and why individuals regulate their emotional expressions at work. However, researchers have largely considered emotional regulation tactics and motives in isolation. Using a person-centered approach, we identified subpopulations of employees who differ in their combined use of emotional regulation motives and tactics, and examined whether certain profiles are more beneficial than others. In a sample of 1,113 employees, multilevel latent profile analyses extracted five unique profiles (i.e., apathetic low-actor, self-serving low-actor, self-serving moderate-actor, egalitarian deep-actor, and egalitarian regulator). We found that the five profiles differ in terms of their outcomes (i.e., job performance, team member exchange, and emotional exhaustion) and that profile membership could be anticipated by the amount of organizational and personal resources possessed by employees (i.e., perceived organizational support and emotional competence).
