When employees who identify well with their employers when faced with job issues, it often minimizes the chance of them leaving.

The motivation to stay at work is strong only when the company realizes stressful situations before it actually happens.

However, when angry, it could force employees to quit. A new research from the Academy of Management Journal states that employees are more motivated to stick around and improve their situation, rather than rush out of the workplace fuming with anger. Business News Daily has it that employees who identify well with their organization tend to blame themselves rather than their employers because of job issues. Their employer is part of what defines them.

Jochen Menges, a lecturer at the University of Cambridge's Judge Business School in the United Kingdom and a professor at WHU - Otto Beisheim School of Management in Germany, said: "The study suggests that company policies that are designed to promote positive emotions or minimize negative emotions may, in fact, not have the intended effect."

Rather than trying to suppress emotions at work, companies should instead adopt practices that encourage organizational identification.

Aside from the feeling of anger, guilt and pride also play a role in the workplace. There are negatives with positive emotions and positives with negative emotions. Pride, for example, usually encourages workers to stay. However, pride can be considered when quitting when it comes to work-related identifications.

Employers should try to identify these emotions and encourage either open conversation or ensure that the workplace is conducive to a much more positive emotional space.

How do you motivate your employees to work? Have you ever encountered a situation where negative emotion halted work? Tell us your thoughts about preventing attrition at work.