J
James M. Diefendorff
Researcher at University of Akron
Publications - 76
Citations - 9027
James M. Diefendorff is an academic researcher from University of Akron. The author has contributed to research in topics: Emotional labor & Job satisfaction. The author has an hindex of 41, co-authored 73 publications receiving 7957 citations. Previous affiliations of James M. Diefendorff include Louisiana State University & Florida State University College of Arts and Sciences.
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The dimensionality and antecedents of emotional labor strategies
TL;DR: In this article, the authors investigated whether the display of naturally felt emotions is distinct from surface acting and deep acting as a method of displaying organizationally desired emotions and examined dispositional and situational antecedents of surface acting, deep acting, and the expression of natural felt emotions.
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Different fits satisfy different needs: linking person-environment fit to employee commitment and performance using self-determination theory.
TL;DR: The authors hypothesized and tested a model in which the satisfaction of the psychological needs for autonomy, relatedness, and competence partially mediated the relations between different types of perceived PE fit with employee affective organizational commitment and overall job performance.
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Antecedents and consequences of emotional display rule perceptions.
TL;DR: Results using structural equation modeling revealed that job-based interpersonal requirements, supervisor display rule perceptions, and employee extraversion and neuroticism were predictive of employee displayRule perceptions.
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Understanding the emotional labor process: A control theory perspective.
TL;DR: In this paper, a dynamic, process-oriented approach to understand emotional labor is presented, utilizing concepts from control theory models of behavioral self-regulation, where the goal hierarchy aspect of control theory is used to describe emotional labor in the broader context of job performance.
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Examining the roles of job involvement and work centrality in predicting organizational citizenship behaviors and job performance
TL;DR: The authors found that job involvement, when assessed with a recently published measure, is a significant predictor of supervisor ratings of organizational citizenship behaviors (OCB) and in-role performance, controlling for work centrality and other individual difference variables.