Search

The study aims to explore emotional labour strategies and the associated outcomes among stage actors. Data were gathered over one-to-one qualitative interviews with seven theatre actors. Acting experience ranged from three to 42 years. Five emotional labour strategies emerged, i.e. (1) technical work, (2) relying on inner resources, (3) empathizing with a character, (4) transforming self and (5) relying on others. The outcomes of emotional labour extended from benign to pernicious, encompassing four themes: (1) fusion of professional–personal identities, (2) overidentification with a character, (3) constructive outcomes (emotional intelligence and superior performance onstage) and (4) conditional factors (individual characteristics and peculiarities of the play). This article raises awareness of emotional labour strategies and outcomes. Interpretation of findings viewing from an organizational psychology perspective allows to identify potential impact of organizational factors and consider practices that address mental health at work, work–life balance and personal–professional identity fusion among stage actors. [ABSTRACT FROM AUTHOR]

This study aims to examine the effects of deep acting on employees employed at the racecourse. The objective of this study is to examine the effects of deep acting, a type of emotional labour, on the wellbeing and job performance of service employees in the hotel industry in South Africa. Additionally, the study intends to provide effective coping strategies to minimise any negative consequences of emotional labour. This study employs a qualitative methodology, utilising purposive sampling to choose eight participants from the racecourse industry. The data was gathered using semi-structured in-depth interviews, enabling a thorough investigation of the participants' experiences and perceptions. Thematic analysis was employed to examine the data and discover significant themes and patterns pertaining to the practice of deep acting and its effects. According to the study, sales assistants reported that deep acting was less stressful than surface acting. The practice of deep acting had a positive impact on the job performance and communication abilities of the sales associates, hence contributing to their professional development. Notwithstanding these advantages, certain individuals experienced a sense of being underappreciated by their employers due to the emotional work they performed. The results indicate that engaging in deep acting promotes a heightened sense of empathy towards clients and improves the performance of sales associates as a result of their cumulative work experience. This research emphasises the necessity for organisations, especially those in the hospitality sector, to acknowledge and endorse the emotional labour carried out by their employees. By acknowledging the beneficial aspects of deep acting and providing appropriate coping mechanisms, employers can help alleviate potential negative impacts on employee well-being. Acquiring this comprehension can result in improved management techniques that foster employee contentment and productivity. This study adds to the scarce body of scholarship on emotional work in the South African setting, particularly within the racecourse business. This study presents innovative perspectives on the impact of deep acting on service employees and provides practical approaches for efficiently managing emotional labour. The research highlights the significance of maintaining a balance between employees' self-management and their regulation of client interactions, which ultimately improves the overall quality of customer service and staff satisfaction. [ABSTRACT FROM AUTHOR]

Rationale: Modulating Emotional Reactions to suit the work requirements is a common phenomenon in customer service work. The concept has been termed Emotional Labor by Hochschild (1983). The construct has evolved through the years, and many versions have been proposed (Bono & Vey, 2005). Different approaches to the concept have been generated by various researchers (Asforth& Humpherey, 1993; Grandey, 2000; Morris & Feldman, 1996) which differ from each other in multiple aspects. Therefore, validating the Emotional Labor measurement scales proposed earlier is essential to check their suitability in the Indian Context. Purpose of the study: The purpose of this study was to investigate the adequacy of the original factor model of the Emotional Labor Scale (ELS) proposed by Brotheridge and Lee (2003), which assesses the frequency of emotional display, the intensity of emotional display, variety of emotional display, surface acting and deep acting as major contributors leading to Emotional Labor at the workplace. Methods: The study was conducted on 600 customer service professionals who were Doctors, Teachers, Marketing Professionals, and Hospitality Executives working at Indore, M.P. A questionnaire comprising basic Demographic Information and ELS was exercised on the sample. Data collected was then subjected to Reliability Test and Confirmatory Factor Analysis to explore whether the resulting structure was valid for the data collected from Indian Customer Service Professionals. Findings and Results: Cronbach's Alpha value for ELS was found to be 0.89. The values from the Confirmatory Factor Analysis on Emotional labor Scale revealed that the model was acceptable as all the critical values (CMIN, CFI, AGFI, RMSEA) fall within the acceptable ranges and was finalized to be included in the final model. Out of the fourteen items, all items were statistically significant with high factor loadings (>0.50) and therefore item discrimination was found acceptable for each item. Conclusions: The results regarding reliability and CFA Model fit were found to be satisfactory. Thus, the instrument is suitable for the assessment of emotional labor even in the Indian Context specifically with reference to the customer service sector. [ABSTRACT FROM AUTHOR]

This study aims to clarify what are the short-term effects of customer incivility on targeted employees’ self-esteem and job satisfaction. We hypothesised that daily customer incivility reported at the end of the previous workday would predict decreases in next-day morning employees’ self-esteem. In turn, lowered self-esteem would be related to lower job satisfaction levels at the end of the same workday. Additionally, we predicted that the link between lowered self-esteem and lowered job satisfaction would be weaker for employees who engaged more in deep acting. To test our hypotheses, we conducted a daily study on 144 customer-contact employees. Participants completed online questionnaires for 31 days reporting their morning self-esteem levels, together with evening customer incivility and job satisfaction levels. The data were analysed using dynamic structural equation models that allow examining intra-person time series trends, on a day-to-day level, while estimating individual differences therein. Consistent with our predictions, the results provided evidence for the short-term detrimental effects of customer incivility on next-day job satisfaction through lowered self-esteem and for the buffering role of deep acting. Service employees could benefit from training aimed at strengthening their self-esteem and skills on how to handle misbehaving customers effectively. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Economics & Administrative Sciences / Afyon Kocatepe Üniversitesi Iktisadi ve Idari Bilimler Fakültesi Dergisi is the property of Afyon Kocatepe University, Faculty of Business Administration and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Abstract Background This study investigated the mediating and moderating impact of core self-evaluations in the path from emotional labor to burnout. Our hypothesized associations are based on Hobfoll (Rev Gen Psychol 6:307–24, 2002) conservation of resources theory. Method Three hundred nurses from four hospitals in Abadan, Iran, were invited to participate in our study. Of the 300, 255 completed all sections and questions in our survey for an 85% response rate. The posited direct and indirect effects were evaluated with structural equation modeling and the interaction effects were evaluated with hierarchical moderated regression and simple regression slope plots. Result Deep acting has indirect effects on burnout through core self-evaluations. Though unrelated to surface acting, core self-evaluations moderate its impact: under low core self-evaluations, surface acting is strongly related to emotional exhaustion and inversely related to personal accomplishment, whereas, under high core self-evaluations, surface acting is unrelated to these burnout dimensions. Conclusion Our findings reveal the dual functions of CSE as a psychological resource and buffer to offset the interpersonal demands of patient care. Limitations, directions for future research, and practical implications are discussed.

Background: Our study of nurses in Tehran was conducted in June of 2020, when the lockdown from the pandemic had been implemented. Nurses had been faced with how to effectively manage their own emotion responses during patientcare. Objectives: Our study aims to evaluate how psychological and social resources were jointly related to the use of emotional labor through surface acting and deep acting among nurses at public hospitals. Design: The study design was a single-wave, cross-sectional self-report questionnaire survey containing validated measures where the nurses reported on their work experiences during the pandemic. Settings: The participants came from five out of 50 public hospitals within Tehran. Participants: Of the 250 nurses chosen by using multi-stage randomly sampling, 224 were retained after listwise deletion of missing data and outliers. Method: Through a survey questionnaire, participants responded to scale measures of psychological hardiness, social support, and emotional labor to investigate the joint impact of hardiness and social support on emotional labor. Their responses provided information on the (1) validity and reliability of all variables, and (2) the hypothesized structural relations, using SPSS-AMOS 22 software. Results: Challenge and control were related to social support; coworker sympathy and supervisory support were related to surface acting; coworker sympathy was related to deep acting. Under strong support, high hardiness was most negatively related to surface acting and positively related to deep acting. Conclusion: Through coworker and supervisory support, hardiness became an effective means for nurses to regulate their own emotions during interactions to enhance patientcare.

In this study, we examine how leaders' emotional labour strategies (surface acting and deep acting) deplete leaders' self‐control resources to predict abusive supervision, in addition to the moderating role of leader mindfulness. Integrating ego‐depletion theory and emotion regulation theory, we hypothesise that deep acting and surface acting predict higher levels of abusive supervision, which is mediated by reduced self‐control. Furthermore, we predict that leaders' trait mindfulness moderates the relationship between emotional labour and self‐control on abusive supervision. Results from a three‐wave study of leader‐follower dyads supported mediation hypotheses; both deep and surface acting predicted abusive supervision, which is mediated by reduced self‐control. Our moderated mediation hypotheses were supported for deep acting but not surface acting. This research contributes to the literature by demonstrating the depleting nature of emotional labour in leadership and the importance of leader mindfulness as a boundary condition that can make deep acting less harmful for leader behaviour. [ABSTRACT FROM AUTHOR]

Objective: The objective of this systematic review was to investigate the potential link between cognitive dissonance or its related constructs (emotional dissonance, emotional labor) and musculoskeletal disorders. Background: The etiology of musculoskeletal disorders is complex, as pain arises from complex interactions among physical, social, and psychological stressors. It is possible that the psychological factor of cognitive dissonance may contribute to the etiology and/or maintenance of musculoskeletal disorders. Method: MEDLINE, APA PsycInfo, and CINAHL Plus databases were searched for studies investigating cognitive dissonance or its related constructs as exposure(s) of interest and outcomes related to physical health (including, but not limited to, musculoskeletal pain). Risk of bias was assessed using the Appraisal tool for Cross-Sectional Studies (AXIS) tool. Results: The literature search yielded 7 studies eligible for inclusion. None of the included studies investigated cognitive dissonance directly but instead investigated dissonance-related constructs of emotional dissonance and emotional labor, in which a mismatch between required and felt emotions might elicit a psychological response consistent with the cognitive dissonance state. Moderate effect sizes between dissonance-related constructs and musculoskeletal disorders were noted (OR 1.25–2.22). Conclusion: There is likely a relationship between the two factors studied. However, as the included studies were cross-sectional in nature, a causal relationship between cognitive dissonance-related constructs and musculoskeletal disorders cannot be inferred. Therefore, future study proposing and validating a causal pathway between these variables is warranted. Application: Cognitive dissonance and its related constructs may serve as risk factors for musculoskeletal disorders that have not been considered previously. [ABSTRACT FROM AUTHOR]

Drawing on insights from the conservation of resources theory and the job demands–resources theory, our study investigates the association between two types of emotional labor—surface and deep acting—and the psychological well-being of firefighters. In addition, it investigates the moderating effect of transformational leadership within this context. To this end, this study utilizes ordinary least squares models to analyze survey data from 1453 firefighters in Gyeonggi-do, South Korea's largest province by population. The findings reveal a negative association between both types of emotional labor and the psychological well-being of firefighters. The study further demonstrates that transformational leadership mitigates the adverse effects of surface acting on psychological well-being. Our research indicates that transformational leadership plays a pivotal role in replenishing lost emotional resources, thereby enhancing the mental and emotional health of those engaged in demanding roles such as firefighting and emergency medical services. Accordingly, the study highlights a vital strategy for maintaining the psychological well-being of firefighters. [ABSTRACT FROM AUTHOR]

The customer-oriented prosocial behavior of frontline employees can benefit their employers. This study demonstrated the effect of leaders' motivating language and behavioral integrity on the customeroriented prosocial behavior of frontline employees. This study established a research framework to explore how leaders' motivating language enhances employees' perceived task significance, which in turn affects their deep acting and customer-oriented prosocial behavior. This study also explored the effect of leaders' behavioral integrity on customer-oriented prosocial behavior through the collection of questionnaire data from 304 frontline employees. Smart PLS 3 was employed to test the measurement model and study hypotheses. An empirical analysis demonstrated that leaders' empathetic language increased task significance, which in turn positively affected employees' deep acting and extra-role prosocial behavior. In addition, leaders' behavioral integrity positively influenced role-prescribed prosocial behavior. [ABSTRACT FROM AUTHOR]

Background: This study investigated the mediating and moderating impact of core self-evaluations in the path from emotional labor to burnout. Our hypothesized associations are based on Hobfoll (Rev Gen Psychol 6:307–24, 2002) conservation of resources theory. Method: Three hundred nurses from four hospitals in Abadan, Iran, were invited to participate in our study. Of the 300, 255 completed all sections and questions in our survey for an 85% response rate. The posited direct and indirect effects were evaluated with structural equation modeling and the interaction effects were evaluated with hierarchical moderated regression and simple regression slope plots. Result: Deep acting has indirect effects on burnout through core self-evaluations. Though unrelated to surface acting, core self-evaluations moderate its impact: under low core self-evaluations, surface acting is strongly related to emotional exhaustion and inversely related to personal accomplishment, whereas, under high core self-evaluations, surface acting is unrelated to these burnout dimensions. Conclusion: Our findings reveal the dual functions of CSE as a psychological resource and buffer to offset the interpersonal demands of patient care. Limitations, directions for future research, and practical implications are discussed. [ABSTRACT FROM AUTHOR]

Despite a well-supported and consistent link with surface acting, emotional exhaustion has routinely displayed an unclear and mixed relationship with deep acting. The purpose of this study was to gather insight into this ambiguity. Using a multiphasic sample (n = 207) and drawing upon the process model of emotion regulation, we tested whether deep acting may encompass two distinct dimensions, namely engagement regulation (i.e., connecting with the emotional source) and disengagement regulation (i.e., avoiding the emotional source), and whether these two distinct strategies could explain the inconsistent linkages with emotional exhaustion. Results from Hotelling-Williams comparisons, confirmatory factor analysis, and regression show support for a three-factor model of engagement, disengagement, and surface acting, particularly as these relate to emotional exhaustion. The appropriateness, measurement, and insights provided by a more nuanced and modern approach to emotional labor strategies are discussed. [ABSTRACT FROM AUTHOR]

Abstract Background This research investigated the interplay of emotional labor, job burnout, and leader-member exchange on turnover intentions among office workers in South Korea. Methods An online survey was conducted with 333 employees working in Korean small- and medium-sized enterprises. The target sample consisted of in-house employees who do not deal with external customers. All the measurement and structural models of this study were analyzed using SPSS 27.0 and Amos 28.0. Results The survey revealed that emotional labor indirectly influenced turnover intentions via job burnout and leader-member exchange. Deep acting intensified job burnout, thereby elevating turnover intentions, while surface acting mitigated job burnout. Conclusions The findings underscored the importance of managing emotional labor and job burnout and fostering robust leader-member relationships to reduce staff turnover. Moreover, leader-member exchange was found to mitigate the effects of emotional labor on job burnout and turnover intention, with higher leader-member exchange reducing the negative impact of deep acting on turnover intention through job burnout.

Background: This research investigated the interplay of emotional labor, job burnout, and leader-member exchange on turnover intentions among office workers in South Korea. Methods: An online survey was conducted with 333 employees working in Korean small- and medium-sized enterprises. The target sample consisted of in-house employees who do not deal with external customers. All the measurement and structural models of this study were analyzed using SPSS 27.0 and Amos 28.0. Results: The survey revealed that emotional labor indirectly influenced turnover intentions via job burnout and leader-member exchange. Deep acting intensified job burnout, thereby elevating turnover intentions, while surface acting mitigated job burnout. Conclusions: The findings underscored the importance of managing emotional labor and job burnout and fostering robust leader-member relationships to reduce staff turnover. Moreover, leader-member exchange was found to mitigate the effects of emotional labor on job burnout and turnover intention, with higher leader-member exchange reducing the negative impact of deep acting on turnover intention through job burnout. [ABSTRACT FROM AUTHOR]

COVID-19 pandemic has brought enormous challenges to employees worldwide, and thus, it is important to understand whether, how, and when perceived COVID-19 event strength can influence employees' work-related outcomes. Drawing on event system theory and affective events theory, this study examined the effect of perceived COVID-19 event strength on front-line service employees' emotional labor, namely, surface acting and deep acting, through the mediating role of anxiety. In addition, it explored job insecurity as a moderator in the relationship between perceived COVID-19 event strength and anxiety. This study analyzed two-wave data (N = 191) collected from front-line employees in the service industry and found that anxiety mediated the relationship between perceived COVID-19 event strength and surface acting but not deep acting, and that job insecurity moderated the relationship between perceived COVID-19 event strength and anxiety and the indirect effect of perceived COVID-19 event strength on surface acting but not on deep acting via anxiety. Implications and directions for future research are also discussed. [ABSTRACT FROM AUTHOR]

Work as calling research has clearly established the benefits of having a calling, such as, work meaningfulness and job satisfaction, and is less forthcoming in identifying the affective linkages between calling and its outcomes. We propose that because individuals with high calling find their work purposeful and significant, they are more likely to actively shape their emotions and engage in emotional regulation. This study examines the role of emotional labor in mediating the relationship between calling and its two outcomes -- emotional exhaustion and job performance. The data for the study included a sample of 195 teachers from 42 daycare centers. Findings suggest that having a high calling is associated with lower emotional exhaustion and is associated with higher job performance. Also, calling is significantly associated with emotional labor, and in particular, is positively related to deep acting and negatively related to surface acting. Further, results show that both surface acting and deep acting mediate the relationship between calling and its outcomes. [ABSTRACT FROM AUTHOR]

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.

Research on emotional labour has primarily focused on two emotional labour strategies that employees may use when confronted with organizational display rules: deep acting and surface acting. Initial evidence suggests that these two strategies do not fully cover the range of strategies that employees engage in when responding to display rules in interactions with customers. Yet, a systematic overview of the full range of such strategies is missing. Across two studies, we used a bottom-up approach to develop a taxonomy of strategies used in response to display rules. In Study 1, we conducted interviews in the Netherlands and in Turkey to collect a comprehensive list of employee-generated strategy statements. We found that deep and surface acting only partially accounted for the strategy statements (Netherlands: 47.6%; Turkey: 53.3%). In Study 2, we asked a new sample of participants to sort the strategy statements into categories based on their similarity. Hierarchical cluster analysis showed that employees engage in deep and surface acting in response to display rule requirements. However, employees also engage in additional strategies: changing customers' cognitions or affect, solution-oriented, waiting, and avoidance strategies. These results reveal that employees rely on a wide range of strategies to deal with display rules. [ABSTRACT FROM AUTHOR]

Building on cognitive appraisal theory of stress, we examined the direct relationship between the emotional labor strategies of employees (i.e., surface and deep acting) and outcomes (i.e., psychological strain and creativity). In addition, we investigated the indirect relationship between emotional labor strategies and outcomes via job stressors (i.e., challenge and hindrance stressors). We collected time-lagged data from service sector employees in Italy and tested the data using path analysis. We found that surface acting predicted psychological strain and creativity, and the indirect relationship between surface acting and outcomes via hindrance stressor was significant. Whereas, deep acting predicted psychological strain but not creativity and the indirect relationship between deep acting and psychological strain via challenge stressor was significant. Our data failed to support the indirect association between deep acting and creativity. Our study highlighted that emotion regulation strategies of employees were related to challenge and hindrance stressors and thus underlines that employees should carefully manage their emotional displays at work. Implications and future research directions are discussed. [ABSTRACT FROM AUTHOR]

This study aims to determine the mediating role of surface acting and deep acting in the effect of emotional exhaustion through customer mistreatment cognitive rumination. The research universe consists of local restaurants within the scope of gastronomy tourism employees in Afyonkarahisar. A total of 396 surveys were gathered through simple random sampling methods from probability-based sampling methods between June 5th and November 20th 2022. The Smart PLS statistical program was utilized to test the hypotheses, and structural equation modelling was used to analyze the data. In this context, it has been found that rumination has a positive effect on emotional exhaustion and that mistreatment towards workers affects cognitive rumination and emotional exhaustion through surface acting and deep acting. However, deep acting does not play a mediating role. It has also been resolved that surface-acting and deep acting mediate the effect of customer mistreatment on emotional exhaustion. Based on the introspection's results, academic and sectoral recommendations have been materialized. [ABSTRACT FROM AUTHOR]

The literature on emotional labor predominantly tends to consider the forms of emotional labor as independent and alternative structures. Nonetheless, considering the emotional labor forms as complementary strategies rather than investigating each on its own may improve our understanding of the personal and organizational outcomes of the emotional labor concept. This study examined the relationship between natural emotional labor and organizational commitment and the moderating role of surface and deep acting on this relationship. For that purpose, quantitative data were collected from 332 participants by the questionnaire method. Statistical analysis revealed that natural emotional labor is positively associated with organizational commitment, and this relationship is moderated by surface acting. It was found that surface acting strengthens the relationship between natural emotional labor and organizational commitment, but the moderating role of deep acting is not significant. The findings are discussed in the context of the literature. [ABSTRACT FROM AUTHOR]

Copyright of Turizm Akademik Dergisi is the property of Turizm Akademik Dergisi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study investigates the specific pathways through which mindfulness influences task performance, focusing on the sequential mediating roles of psychological resilience, customer-oriented behavior, and deep acting. Structural equation modeling is used to analyze data collected from 359 employees in the service industry in Korea. The results confirm that mindfulness has a significant direct and indirect relationship with task performance. Improved resilience through mindfulness can be the basis for fostering customer-oriented behavior and deep acting, which sequentially enhance task performance. This study provides a comprehensive understanding of how mindfulness leads to improvements in task performance and highlights the significance of mindfulness for both customers and service employees. It also expands the existing knowledge of mindfulness by empirically integrating resilience, customer-oriented behavior, and deep acting, which have not been extensively studied in mindfulness research. The findings have practical implications from a managerial perspective, emphasizing the importance of mindfulness resources in the workplace. [ABSTRACT FROM AUTHOR]

Drawing on insights from the conservation of resources theory and the job demands–resources theory, our study investigates the association between two types of emotional labor—surface and deep acting—and the psychological well-being of firefighters. In addition, it investigates the moderating effect of transformational leadership within this context. To this end, this study utilizes ordinary least squares models to analyze survey data from 1453 firefighters in Gyeonggi-do, South Korea’s largest province by population. The findings reveal a negative association between both types of emotional labor and the psychological well-being of firefighters. The study further demonstrates that transformational leadership mitigates the adverse effects of surface acting on psychological well-being. Our research indicates that transformational leadership plays a pivotal role in replenishing lost emotional resources, thereby enhancing the mental and emotional health of those engaged in demanding roles such as firefighting and emergency medical services. Accordingly, the study highlights a vital strategy for maintaining the psychological well-being of firefighters.

Nurses are the closest healthcare providers to patients and emotional labor is the most invisible part of nursing work. However, the management of emotions to promote organizational goals and to ensure patient satisfaction may have both positive and negative impacts on nurses' working life. The purpose of this cross‐sectional, descriptive study was to examine the emotional labor behaviors of nurses and their opinions on emotional labor. Two hundred nineteen nurses working at public hospitals in Ankara between September and December 2018 participated to this study. Data were collected using the sociodemographic characteristics form and "The Scale of Emotional Labor Behavior for Nurses." Nurses had higher scores on the deep and sincere emotional acting subdimensions of the emotional labor scale than the surface acting subdimension. Findings suggest that nurses act deeply and intimately, instead of surface acting. Most of the nurses expressed that nurses were emotionally affected when caring for patients; however, nurses had to control their feelings toward patients and behave professionally to meet the expectations of their managers, which may lead to an implicit emotional dissonance. Based on the results of this study, we suggest to support nurses emotionally and to incorporate the topic of emotional labor into educational programs. [ABSTRACT FROM AUTHOR]

Emotional labour is an important but overlooked leadership function. In the present research, we draw from the self‐determination theory perspective and take a leader‐centric approach to examine how different leader emotional labour strategies affect leaders' own creativity. Using data collected from 118 leaders and 352 team members at three time points, we found that leader surface acting harmed leader creativity by reducing fulfillment of leader autonomy, while leader deep acting boosted leader creativity by increasing fulfillment of leader autonomy. Neither did leader surface acting nor deep acting influence leader creativity through competence or relatedness fulfillment. We discuss the theoretical and practical implications of the present research. [ABSTRACT FROM AUTHOR]

Introduction: Burnout, which occurs as a prolonged response to chronic interpersonal pressures on the job, is becoming more common in human service professions such as teaching. All of these human service jobs have one thing in common: continuous interpersonal contact. This direct contact with people leads to the performance of emotional labor, which is defined as the regulation of feelings in the workplace in order to conform to organizational regulations, which contributes to employee burnout. Perceived organizational support, according to Job Demands and Resources Theory, can be a protective factor for employees by acting as a job resource that buffers the negative effects of numerous job demands, such as emotional labor, and minimizes burnout. Objective: To study emotional labor, burnout, and the mediating role of perceived organizational support among teachers. Method: The descriptive, correlational, cross-sectional study was conducted among 101 school teachers, from Mangaluru between the age groups of 25-45 years, including both men and women. The study was done using a questionnaire approach and the scales used were the Emotional Labor Scale, Oldenburg Burnout Inventory, and Survey of Perceived Organizational Support. Results: The result of the study suggests that there is a significant negative relationship between deep acting and burnout among teachers (r = 0.202; p-value = 0.043) and between surface acting and burnout (r = -0.211; p-value = 0.034). Perceived organizational support is partially mediated between surface acting and burnout as well as deep acting and burnout among teachers. No significant differences in the usage of surface acting or deep acting emerged with respect to work experience and gender. Conclusion: This study sought to bring awareness to emotional labor as an integral part of teaching and how it can contribute to burnout. It aids in understanding the antecedents of burnout and how school management can mobilize organizational resources to improve employees’ perceptions of organizational support, which will help in dampening the negative impact of burnout. [ABSTRACT FROM AUTHOR]

We integrated social network theory with conservation of resource theory to predict that workplace friendship network centrality provides service employees with critical psychological resources that foster deep acting: positive affect and positive self-perception. In Study 1, we conducted a survey (N = 105) in a Korean banking firm, revealing that these resources mediate the relationship between workplace friendship network centrality and deep acting. Studies 2 and 3, both experimental studies, investigated the hypothesized causal relationships. In Study 2 (N = 151), we found that workplace friendship network centrality increases the intention toward deep acting. Further, Study 3 (N = 140) confirmed the direct effects of friendship network centrality on positive affect and self-perception. By providing insights into the structural antecedents of emotional labor, we inform managers in service organizations of the value of creating avenues for their employees to form and maintain friendships within the organization. [ABSTRACT FROM AUTHOR]

Emotional labour strategies have a significant impact on job burnout. However, current research results are controversial and unclear. A meta‐analysis was conducted to explore the relationship between emotional labour strategies (surface acting and deep acting) and job burnout. A total of 84 empirical studies that included 28,242 participants were selected. The meta‐analysis of the relationships between job burnout and surface acting and deep acting included 84 and 75 independent samples respectively. The results show that surface acting had a positive association (r = 0.25) with job burnout, whereas deep acting (r = −0.27) had a negative association with job burnout. Occupational types and measures of emotional labour strategies moderated the relationship between emotional labour strategies and job burnout, but this relationship was not moderated by measures of job burnout. [ABSTRACT FROM AUTHOR]

In this study, it was aimed to examine the effect of nurses' emotional labor levels on their intention to leave and to determine whether employee performance plays a mediating role in this relationship. The study is of descriptive cross-sectional type, which was conducted through a questionnaire on nurses. The surface acting has positive effect on the intent to leave among nurses, whereas deep acting has negative effect; employee performance has partial mediating role on the relationship between the surface acting and intent to leave, and the relationship between deep acting and intent to leave. The study is considered to provide significant tips in the identification of nurses with higher risk to leave the work, and in deciding managerial interventions that would be realised against such circumstances. It is suggested that it may be beneficial for nurse managers to organise training in their units, to evaluate the performance of nurses at regular intervals and thus to determine the reason for the increase and decrease, to plan activities that will reduce emotional burden. [ABSTRACT FROM AUTHOR]

The primary purpose of this study is to explore the mechanism of the four dimensions of miners' emotional intelligence (self-emotion perception, emotion application, emotion regulation, other-emotion perception) on unsafe behavior through a questionnaire survey of three state-owned coal mines in Shanxi, Shaanxi and Sichuan. Nearly 300 miners participated in the survey, and the response rate reached 83.3%. The study also examined the possible effects of miners' emotional labor strategies and perceived organizational support on unsafe behavior. The reliability and effectiveness of all measuring instruments are considered acceptable. The results show that emotional labor strategy plays an intermediary role in the relationship between emotional intelligence and unsafe behavior. Perceived organizational support plays a regulatory role in the relationship between emotional labor strategy and unsafe behavior. [ABSTRACT FROM AUTHOR]

Over the past decades, research on emotion in journalism has been under-researched since it was seen in opposition to objectivity and legacy journalism. While some studies have identified the dynamic role of emotion in mediating relationships among news content, audience, and reporter, the existing literature paid less attention to journalists' emotional experience at work and its impact. Drawing on Grandey's model of emotional management at work, this study is conceived to examine the emotions of Chinese frontline reporters experienced in daily work and its effects on their job burnout. The survey with 276 Chinese reporters reveals the effect of the demand on emotions at work, and reporters' experience of engaging in emotional labor magnify their job burnout levels. Meanwhile, the use of problem-focused coping strategies can help reporters reduce job burnout caused by emotional labor engagement. Findings in this study fill the gap in understanding the mechanism of reporters' emotional labor engagement, its impacts on job burnout, and possible coping strategies. The theoretical implications are addressed, and the practical implications for journalists are discussed. [ABSTRACT FROM AUTHOR]

The study uncovered the effect of emotional labor strategies on job satisfaction and emotional exhaustion. A conceptual framework was developed using extant literature which led to the examination of Deep Acting and Surface Acting, which are the two main strategies of emotional labor. Data was collected from front line employees of banks in Zimbabwe using a structured questionnaire, and was analyzed using SPSS. The results revealed that Deep Acting leads to job satisfaction and reduced emotional exhaustion. Surface Acting was found to be inversely related to Job Satisfaction and positively related to Emotional Exhaustion. [ABSTRACT FROM AUTHOR]

In the work setting, several emotions can induce negative attitudes and, consequently, negative behavior. Based on the social exchange theory, the present study investigated the relationship between emotional labor strategies (surface and deep acting) and counterproductive work behavior and the mediating role of organizational cynicism in the relationship. The study design was cross-sectional, and established scales on the focal variables were administered to 299 knowledge-based service employees. The hypotheses were tested with regression analysis (complemented with the PROCESS tool). The results show that emotional labor and organizational cynicism are independently and positively related to counterproductive work behavior and that organizational cynicism mediates the relationship. The results suggest that emotional labor strategies and organizational cynicism could induce attitudes and behaviors that are damaging to the effective functioning of the organization and, as such, should be appropriately managed. [ABSTRACT FROM AUTHOR]

Aims: This study aims to verify the association between nurses' perception of the meaningfulness of their work and their pleasure in working, and whether this relationship may change based on the level of deep acting performed to cope with emotional regulation demands and the influence of the COVID‐19 pandemic on the healthcare work. Methods: Nurses from both private and public Italian institutions (N = 239) completed an online questionnaire between June 2021 and January 2022. A moderated moderation model was tested through SPSS Process macro. The design is cross‐sectional. Results: The results show that the perception of meaningfulness of work is positively associated with pleasure in working, especially in conditions of high deep acting. This relationship is further moderated by the COVID‐19 influence so that the association between meaningful work and pleasure in working is stronger in conditions of high COVID‐19 influence and at higher levels of deep acting performed. Conclusion: Perceiving one's work as meaningful can be a job resource that protects nurses from the negative effects of emotional regulation demands and even from the stress of dealing with COVID‐19. Impact: The study addresses the problem of nurses' emotional regulation demands at work and evaluates the protective role of meaningful work. The findings could be useful for planning prevention interventions (through training in adaptive emotional regulation strategies) or protection interventions (through the promotion of effective coping strategies and the stimulation of one's work engagement). [ABSTRACT FROM AUTHOR]

Drawing on goal orientation theory, in this study, we examine how an individual's motivational approach relates to the use of two common emotional labor strategies: surface acting and deep acting. In addition, we examine the role of self-efficacy as a mediating mechanism through which different goal orientations are related to different emotional labor strategies. To test our hypotheses, 262 U.S. full-time working adults from a variety of service occupations were surveyed. Consistent with the predictions of goal orientation theory, our results show that learning-oriented service employees tend to use deep acting, while performance-oriented service employees use both emotional labor strategies. Our findings also show that emotional labor self-efficacy plays a mediating role in the relationship between motivational approach and emotional labor strategy use. [ABSTRACT FROM AUTHOR]