Emotional labour, the regulation and management of emotions, is a significant element of the teaching role yet it may damage teacher well-being. In this cross-sectional study (N = 320 New Zealand ...early childhood teachers), we examine whether job and personal resources may modify this relationship. Resources of perceived organisational support, hope, and optimism positively predicted well-being. Surface acting, a component of emotional labour requiring inauthentic display of emotions, was negatively associated with well-being and partially mitigated by optimism. We consider the extent to which emotional labour may contribute to teachers' personal growth and achievement versus constraining their work accomplishments.
•Emotional labour, the regulation and management of emotions, is a key part of the early childhood teacher’s role.•Surface acting (outwardly displaying a feigned required emotion) is negatively associated with well-being.•The negative association between surface acting and teachers' well-being is reduced by the personal resource of optimism.•Organisational support is important to protect teachers' well-being in the context of emotional labour challenges.
This diary study examined the role of teachers' relationship perceptions (closeness, conflict, dependency) in shaping emotional labor strategies (genuine expression, surface acting) during daily ...events with individual students. Thirty-seven primary school teachers reported on their emotional labor in 563 events with 77 students, in which at least one negative emotion was expressed. Relationship perceptions were associated with emotional labor, beyond teachers' appraisals of the event's valence and students' disruptive behaviors. Specifically, teachers reported more genuine expression of emotions in closer relationships, less genuine expression in relatively conflictuous relationships, and more surface acting (faking and hiding emotions) in relatively dependent relationships.
•Teachers reported on emotional labor during multiple events across a school year.•In relatively close relationships, teachers tend to show more genuine emotions.•In relatively conflictuous relationships, they tend to show less genuine emotions.•In dependent relationships, teachers are more inclined to fake or hide emotions.•Links between event appraisals and emotional labor did not depend on relationship.
•This study examines the relationships among passion for work, emotional labor strategies and emotional exhaustion.•This study contributes to the literature by conceptually and empirically evaluating ...passion for work and emotional labor strategies dimensions simultaneously.•The results contribute to explain why a passionate employee is likely to experience emotional exhaustion.•Emotional labor strategies mediated the link between the relationship between passion for work and emotional exhaustion.
The study aims to apply a dualistic model of passion to explore how frontline employees with different types of passion for work use emotional labor strategies, and how this affects emotional exhaustion. The research surveyed samples of 260 in the restaurant industry and employed Structural Equation Model for analysis and testing. The results show that harmoniously passionate frontline employees tend to adopt a deep acting strategy when confronted with emotional labor, and then protect themselves from emotional exhaustion, whereas frontline employees with obsessive passion tend to employ a surface acting strategy, and are in turn more likely to exhausting their emotional energy. Further, finding of mediation analysis confirms the partially mediating role of emotional labor strategies in the relationship between dualistic passion for work and emotional exhaustion. Finally, this study proposes managerial implications and suggestions for future research.
Mindfulness has received considerable attention over the past few years in prior psychology literature. However, the role of mindfulness has yet to receive sufficient attention in the service sector, ...especially the casino service sector. The objective of the current study is to examine whether casino frontline employees’ perceptions of surface acting mediate the relationship between mindfulness and emotional exhaustion and to investigate the moderating role of a climate of authenticity in the process of their formation of emotional exhaustion. Hierarchical linear modeling results indicate that casino frontline employees’ perceived mindfulness has a significant negative influence on their surface acting, which ultimately has a significant positive effect on their emotional exhaustion. In addition, the significant positive association between surface acting and emotional exhaustion is moderated by the authentic climate. A higher degree of authenticity within the climate weakens the positive impact of surface acting on casino employees’ emotional exhaustion.
The effects of workplace incivility have been understudied in educational settings. To expand incivility research to educational professions, the present research investigates whether, how, and when ...workplace incivility deriving from different sources (coworkers, supervisors, and outsiders) is related to work-to-family interference (WFI) of preschool teachers. Drawing on the conservation of resources theory, the present study proposes that workplace incivility and subsequent maladaptive emotion labor strategies (i.e., surface acting) jointly create a resource-depletion mechanism contributing to elevated WFI and two resource-providing variables (supervisor work–family support and psychological detachment after hours) function as potential mitigating factors to break the resource-depletion mechanism. This study used a female-dominated sample (i.e., preschool teachers) found that workplace incivility from insiders (supervisors and coworkers respectively) and external stakeholders (child’s family members) all positively linked to WFI, and surface acting mediated these relationships. Moreover, moderated mediation analyses indicated that psychological detachment buffered the mediated effect of surface acting on WFI, whereas supervisor work–family support did not. Findings deepen the understanding of why and when workplace incivility influences employees’ family lives, as well as point to future intervention strategies.
Research on emotional labor focuses on how employees utilize 2 main regulation strategies-surface acting (i.e., faking one's felt emotions) and deep acting (i.e., attempting to feel required ...emotions)-to adhere to emotional expectations of their jobs. To date, researchers largely have considered how each strategy functions to predict outcomes in isolation. However, this variable-centered perspective ignores the possibility that there are subpopulations of employees who may differ in their combined use of surface and deep acting. To address this issue, we conducted 2 studies that examined surface acting and deep acting from a person-centered perspective. Using latent profile analysis, we identified 5 emotional labor profiles-non-actors, low actors, surface actors, deep actors, and regulators-and found that these actor profiles were distinguished by several emotional labor antecedents (positive affectivity, negative affectivity, display rules, customer orientation, and emotion demands-abilities fit) and differentially predicted employee outcomes (emotional exhaustion, job satisfaction, and felt inauthenticity). Our results reveal new insights into the nature of emotion regulation in emotional labor contexts and how different employees may characteristically use distinct combinations of emotion regulation strategies to manage their emotional expressions at work.
Need for recovery after emotional labor Xanthopoulou, Despoina; Bakker, Arnold B.; Oerlemans, Wido G.M. ...
Journal of organizational behavior,
20/May , Letnik:
39, Številka:
4
Journal Article
Recenzirano
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This diary study examines the psychological processes that contribute to daily recovery from emotional labor by combining emotion regulation with work-home resources theories. We hypothesized that ...overall perceptions of display rules relate positively to daily deep and surface acting. Daily surface acting was expected to relate positively to exhaustion and negatively to flow during work and consequently, to a higher need for recovery at the end of the workday. In contrast, daily deep acting was hypothesized to relate positively to flow and negatively to exhaustion and consequently, to a lower need for recovery at the end of the workday. In turn, need for recovery was expected to associate negatively to vigor at bedtime through reduced relaxation during leisure. Fifty Dutch and Polish employees first filled in a survey, and then a diary for five consecutive workdays, twice per day: at the end of the workday and before sleep. Multilevel path analyses largely supported these hypotheses suggesting that surface acting has unfavorable implications, whereas deep acting has favorable implications for daily well-being at work and recovery after work.
This study empirically investigated the impact of ethical leadership on employee burnout, deviant behavior and task performance through two psychological mechanisms: (1) developing higher levels of ...employee trust in leaders and (2) demonstrating lower levels of surface acting toward their leaders. Our theoretical model was tested using data collected from employees of a pharmaceutical retail chain company. Analyses of multisource time-lagged data from 45 team leaders and 247 employees showed that employees' trust in leaders and surface acting significantly mediated the relationships between ethical leadership and employee burnout, deviant behavior and task performance. We discuss the theoretical and practical implications of our findings for understanding how ethical leaders influence employees' attitudes and behavior.
Emotion management in the workplace is drawing increasing attention from researchers. However, they still know little about how positive leadership affects employees' emotional labor. Building on ...social information-processing theory, we examine whether and how a servant leadership style influences employees' emotional labor. Using a sample of 305 employees in 81 work units of 25 subcorporations at a food company in China, we find that servant leadership relates negatively to surface acting (i.e., regulating facial expressions) but relates positively to deep acting (i.e., regulating inner feelings) at work. We also find that the indirect effect of servant leadership on surface/deep acting via affective trust is stronger than the indirect effect via cognitive trust. Our research reveals that servant leadership influences employees' emotional labor more through affective trust than cognitive trust. We discuss the theoretical and practical implications of our findings.
The phenomenon of customer incivility poses significant challenges for frontline employees whose expression of emotion determines the service experience. Few studies have explored the mediating ...mechanisms linking customer incivility to frontline employees' emotional labor. Drawing on the dualistic model of job passion theory, we proposed job passion as a feasible mediator of the links from customer incivility to frontline employees' emotional labor. Using data from 1040 frontline employees across the retailing, banking, and hospitality sectors, the results indicate that job passion acts as the psychological mechanism underlying the relationships between customer incivility and frontline employees' emotional labor. Specifically, customer incivility is positively associated with frontline employees' surface acting through both obsessive passion and harmonious passion. Conversely, customer incivility is negatively linked with deep acting only through harmonious passion. Our findings clarify the psychological mechanisms through which customer incivility affects frontline employees' emotional labor from the perspective of job passion. Furthermore, the current study also extends the job passion model to the boundary-spanning context to explain how frontline employees respond to customer incivility. This study sheds light on how service practitioners can support frontline employees in dealing with customer incivility.
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