Linking emotional dissonance and organizational identification to turnover intention and well-being.
01 Aug 2009-Vol. 2009, Iss: 1, pp 1-6
TL;DR: In this paper, the results of research on the inter-related effects of emotional dissonance, organizational identification, turnover intention, and emotional health are presented, along with an overview of related pr...
Abstract: The article presents the results of research on the inter-related effects of emotional dissonance, organizational identification, turnover intention, and emotional health. An overview of related pr...
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TL;DR: In this paper, a conceptual model for measuring work-life balance is proposed, focusing on the correlates of Work-Life Balance construct and its relationship with other variables such as employee engagement, emotional consonance/dissonance and turnover intention.
Abstract: This paper reviews the literature in the domain of Work-Life Balance. It accentuates the importance of broadening the current narrow focus which looks at balance, primarily between "work" and "family". The paper proposes a conceptual model to be tested empirically. The construction of a robust scale for measurement of Work-Life Balance is emphasized. The proposed model focuses on the correlates of Work- Life Balance construct and its relationship with other variables such as employee engagement, emotional conson-ance/dissonance and turnover intention. Theoretical and practical implications of research in this domain are discussed with a focus on areas for future research.
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29 Mar 2013
45 citations
Cites background from "Linking emotional dissonance and or..."
...…of flight attendants and bill collectors (Hochschild, 1983), convenience store clerks (Sutton and Rafaeli, 1988), medical representatives (Mishra and Bhatnagar, 2009), IT professionals (Rutner et al., 2008), police detectives (Stenross and Kleinman, 1989), Disney employees (Van Maanen…...
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...Scholars studied the emotional dissonance of flight attendants and bill collectors (Hochschild, 1983), convenience store clerks (Sutton and Rafaeli, 1988), medical representatives (Mishra and Bhatnagar, 2009), IT professionals (Rutner et al....
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01 Jan 2010
TL;DR: In this paper, the authors investigated the relationship between organizational identification and work engagement and found that employees who identify with their organization have high levels of work engagement, and that support received from supervisor is found to have a moderating role in this relationship.
Abstract: ** Abstract: Although organizational identification has gained a reasonable attention and researchers investigated the relation of organizational identification with various outcomes, there is no study that investigates its possible relationship with work engagement. The purpose of the study is to investigate the relationship between organizational identification and work engagement. Social support in the organizational context has a positive influence on several attitudes and behaviors of employees. Especially, when employees receive a support from a key actor in the workplace, they reciprocate through positive outcomes. With this in mind, supervisor support is examined whether it moderates the relationship between organizational identification and work engagement. Questionnaire was used as a data collection method and sample consisted of 212 employees working in private sector in Istanbul, Turkey. Results showed that employees who identify with their organization have high levels of work engagement. Support received from supervisor is found to have a moderating role in this relationship.
14 citations
Cites background from "Linking emotional dissonance and or..."
...However, there are many studies that investigate the relationship between organizational identification and work related attitudes of employees (Mishra and Bhatnagar, 2009:6; Van Dick, Hirst, Grojean, and Wieseke, 2007:144), but not with work engagement which it is thought worth to study....
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TL;DR: This article conducted a case study by interviewing the successor, the predecessor, and other family members in a family firm in the Tunisian context to understand how emerging conflicts evolve and generate negative emotions during family firms' succession process.
Abstract: This article aims to understand how emerging conflicts evolve and generate negative emotions during family firms’ succession process. Relying on previous research on emotional dissonance and conflict, we conduct a single longitudinal case study by interviewing the successor, the predecessor, and other family members in a family firm in the Tunisian context. The results show that emotional dissonance plays a critical role in conflict escalation between successors and predecessors. Family systems and cultural factors explain challenges in managing emotions; however, emotions associated with family events can facilitate the evolution of the succession process by resolving conflict. This study thus reveals how and why emotions and conflicts arise during the succession process.
11 citations
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TL;DR: In this paper, the authors discuss how the concept of emotional labour evolved in the last thirty years and explain the different dimensions of emotional labor and the attempts made to quantify the construct.
Abstract: Emotional labour is a relatively new topic of research in India. This paper discusses how the concept evolved in the last thirty years. The paper mainly aims to explain the different dimensions of emotional labour and the attempts made to quantify the construct. The paper also focuses the progress in emotional labour research in India. Suggestions for future research are also discussed.
5 citations