Qin Lv

Bio: Qin Lv is an academic researcher from Beijing International Studies University. The author has contributed to research in topics: Emotional labor & Turnover. The author has an hindex of 4, co-authored 4 publications receiving 86 citations.

Emotional labor strategies, emotional exhaustion, and turnover intention: an empirical study of Chinese hotel employees.

Abstract: In this research the authors investigate the relationship among emotional labor strategies, emotional exhaustion, and turnover intention, specifically in the hospitality industry. The sample comes from hotel employees in China. The conclusions obtained by the authors are: (1) Surface acting positively influences emotional exhaustion; deep acting negatively influences emotional exhaustion; automatic emotional regulation, however, has little significance on emotional exhaustion. (2) Emotional exhaustion positively influences turnover intention. (3) Emotional labor strategies influence turnover intention through the role of emotional exhaustion. Implications and suggestions for human resource management practice are discussed in the study.

Explaining the Link Between Emotional Labor and Turnover Intentions: The Role of In-Depth Communication

Abstract: This study investigates the relationships between three different emotional labor strategies (surface acting, deep acting, and genuine emotions) and turnover intentions and introduces the role of in-depth communication with colleagues as a potential moderator. This study was administered to employees in four Chinese hotel companies. Frontline employees were asked to participate in the survey and 216 valid responses were obtained for data analysis. The results showed that surface acting and deep acting were associated with turnover intentions, and in-depth communication with colleagues moderated the relation between deep acting and turnover intentions. Although there was not a direct effect of genuine emotions on turnover intentions, in-depth communication was a significant moderator of this relation. These findings extend previous literature by demonstrating the role of in-depth communication in shaping employees’ retention.

Communication is Key: the Interaction of Emotional Labor Strategies on Hotel Supervisors' Turnover Intentions in China

Abstract: Although past research has examined the link between emotional labor and turnover in organizational contexts, relatively little research has focused specifically on supervisors' experiences of emotional labor and turnover. In the present study, supervisors' levels of communication are posited to affect the interactive relation between expressing genuine emotions and engaging in surface acting because the interactive relation is expected to be more pronounced for supervisors who communicate less. This study was administered to 144 supervisors in four Chinese hotel companies. The results showed that the interactive effects of genuine emotions and surface acting on turnover intentions were strengthened when supervisors communicated with other colleagues less intimately but that there was not an effect related to the extent to which they communicated with many colleagues. The findings extend previous literature by demonstrating that a lack of intimate communication will increase intentions to leave among supervisors who express less genuine emotions and who engage in more surface acting.

Subjective Well-Being, Work Motivation and Organizational Commitment of Chinese Hotel Frontline Employees: A Moderated Mediation Study

Abstract: Subjective Well-Being, Work Motivation and Organizational Commitment of Chinese Hotel Frontline Employees: A Moderated Mediation Study This study examined the relationships among employee work motivation, subjective well-being (SWB), job enrichment and organizational commitment in a hotel industry context. Based on a thorough literature review, a moderated mediation model was proposed and empirically tested by analyzing 316 survey responses from the frontline hotel employees in Beijing, China. According to regression analyses that examined the mediator role of employee subjective well-being (SWB) and the moderation effect from job enrichment, SWB mediates the paths between the two motivation constructs and organizational commitment, while job enrichment moderates the relationship between work motivation and SWB but not the one between SWB and organizational commitment.

The effects of authentic leadership and organizational commitment on turnover intention

Abstract: Purpose – The purpose of this paper is to explore whether authentic leadership in hospitality is composed of four distinctive but related substantive components (i.e. self-awareness, relational transparency, balanced processing, and internalized moral); the impact of authentic leadership on employees’ organizational commitment (OC); the impact of employees’ OC on their turnover intention (TI); and the indirect effect of authentic leadership on employees’ TI via OC. Design/methodology/approach – The authors tested a sample of 236 students working as employees in hospitality in the USA, on the idea that authentic leadership increases OC which in turn decreases TI. The participants were asked to rate the manager’s leadership style and the frequency of their leadership behavior. Findings – Results of structural equation modeling provide support for the positive effect of authentic leadership on OC in the hospitality industry, and suggest that OC mediates reduced TI. Practical implications – The findings in th...