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Research on emotional labor shows that there can be positive and negative effects on individuals such as job satisfaction and job burnout.
Findings revealed significant associations between emotional labour and both psychological distress and job satisfaction.
The performance of emotional labor appears to have diverse consequences for workers—both negative and positive.
We found that some dimensions of emotional labour significantly relate to job satisfaction.
Although findings are mixed with regard to job satisfaction, a statistically significant relationship exists in the mediation between emotional labor and burnout.
These results suggest that performing emotional labor is related to an increase in depressive symptoms.
There is also evidence that the effects of emotional labor are specified by other work conditions.
This study has implications for the management of emotional labor.

Related Questions

How does emotional labor affects hotel service staff?4 answersEmotional labor has been found to have various effects on hotel service staff. One study found that emotional labor, specifically deep acting, has a negative effect on emotional exhaustion and a positive effect on job performance. Another study showed that emotional labor, when supported by organizational support, positively predicts career competences and career commitment, leading to long-term career paths for employees. Additionally, emotional labor has been linked to constructive non-normative behavior, with staff empowerment playing a mediating role in this relationship. Furthermore, emotional labor has been associated with surface acting, which can lead to higher levels of emotional exhaustion among hotel service employees. Finally, emotional labor has been found to be significant in achieving customer satisfaction in the hospitality industry, with deep acting being more effective than surface acting.
How is emotional labor defined?4 answersEmotional labor refers to the management and regulation of emotions in various contexts, such as the workplace and personal lives. It involves efforts to change or control emotions to align with social expectations and situational demands. Emotional labor can be performed by individuals on themselves, by individuals on others, and by others on individuals. It encompasses both surface acting, which involves regulating observable expressions of emotions, and deep acting, which involves regulating felt emotions. The concept of emotional labor has gained recognition and importance in fields such as public administration, nursing, and sales, as it impacts individuals' well-being, job satisfaction, and customer service performance. It is influenced by factors such as cultural and social norms, organizational support, and individual affectivity. The expression of genuine emotions and the prevention of negative customer behaviors are suggested as practical implications for managing emotional labor.
What is emotional labour?5 answersEmotional labour refers to the management and regulation of emotions in the workplace in order to achieve organizational goals. It involves the deliberate display of specific emotions that are required and rewarded by one's profession or workplace, even if they do not align with one's true feelings. This concept was introduced by sociologist Arlie Hochschild in the early 1980s and has gained prominence in the field of human resource management. Emotional labour can be categorized into surface acting, which involves regulating observable expressions of emotions, and deep acting, which involves regulating felt emotions. It is particularly relevant in service-oriented industries where employees are required to maintain pretentious and desirable emotions during interactions with customers. The regulation of emotions at work can have implications for job satisfaction and customer service performance. It is also important to consider the power dynamics and social justice implications associated with emotional labour.
What are the most effective ways to manage emotional impacts to improve job satisfaction?5 answersEffective ways to manage emotional impacts and improve job satisfaction include utilizing emotion regulation strategies, such as surface acting and affect-improving behaviors. Emotional intelligence (EI) can also play a crucial role in mitigating the negative effects of emotional labor and enhancing job satisfaction. Additionally, interpersonal emotion management strategies, such as circumstance adjustment, attentional placement, cognitive change, and modulation of emotional response, can positively influence job satisfaction. It is important to note that the relationship between emotion regulation and job satisfaction may vary depending on factors such as the presence of social anxiety disorder (SAD). Overall, understanding and effectively managing emotions through various strategies and utilizing emotional intelligence can contribute to improved job satisfaction.
What are the effects of emotional labor on the job?3 answersEmotional labor has negative effects on job burnout and physical and mental health. It can lead to emotional exhaustion, which in turn affects the well-being and satisfaction of employees. Emotional labor also impacts organizational performance and the psychological health of employees. In the context of security organizations, emotional labor can have significant effects on personnel and their performance. Additionally, university teachers who experience high levels of emotional labor may face burnout, teaching apathy, and physical and mental exhaustion. However, problem-focused coping strategies can help reduce job burnout caused by emotional labor engagement. Overall, emotional labor can have detrimental effects on job satisfaction, well-being, and overall performance in various professional contexts.
How does emotional labor effect levels of burnout?3 answersEmotional labor has been found to have an impact on levels of burnout. Several studies have examined this relationship in different occupational settings. Jeung et al. found that emotional labor was positively associated with burnout in firefighters. Yigit and Ay found no significant effect of emotional labor on burnout in family physicians. Song et al. found that burnout partially mediated the relationship between emotional labor and presenteeism in nurses. Załuski and Makara-Studzińska found that emotional labor was positively correlated with burnout in nurses, and that the level of work engagement moderated this relationship. Chen et al. found that emotional labor was positively correlated with emotional exhaustion, which in turn had a mediating effect on the relationship between emotional labor and physical and mental health in health professionals. Overall, these studies suggest that emotional labor can contribute to burnout, although the specific effects may vary depending on the occupational setting and other factors.

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Consumers' decision in selecting a private healthcare center in Malaysia is influenced by various factors. These include factors such as medicine price transparency, service environment satisfaction, emotional satisfaction, and accessibility to healthcare services. Factors like gender, ethnicity, knowledge, attitudes, expenses on medicines, and out-of-pocket spending can impact consumer practices related to medicine price transparency. Additionally, service environment elements like ambience, interior decor, and service delivery play a significant role in patients' emotional satisfaction and word-of-mouth recommendations for future treatments in private general practice clinics. Moreover, accessibility issues, such as high costs in private medical centers and long waiting times in government healthcare centers, affect healthcare-seeking behaviors among different income groups in the population. The dependent variable (DV) in these scenarios would be consumers' decision-making in selecting a private healthcare center.
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Research across various fields suggests that job satisfaction has significant implications for both individuals and organizations, influencing a wide range of outcomes. Job satisfaction is closely linked to health outcomes, with findings indicating that dissatisfaction can increase the risk of smoking initiation, while satisfaction is associated with a decreased likelihood of current smoking and smoking initiation. In the realm of entrepreneurship, job satisfaction acts as a moderating factor between outcome expectations and entrepreneurial intention, suggesting that higher job satisfaction can motivate academic researchers towards entrepreneurial careers. Moreover, job satisfaction indirectly affects the relationship between decent work and outcomes like subjective career success and turnover intention among blue-collar workers, highlighting its role in career development and retention. The relationship between job insecurity and various outcomes, including well-being and turnover intentions, is moderated by job satisfaction, indicating that those satisfied with their jobs are more negatively impacted by job insecurity. Research trends in hospitality and tourism show that job satisfaction's determinants and outcomes are multifaceted, affecting organizational commitment and intention to stay. Personality traits related to cognitive- and inhibitory control also influence job satisfaction, with certain traits associated with higher or lower job satisfaction. From an internal marketing perspective, achieving high job satisfaction is crucial for retaining valuable human resources and achieving sustainable organizational development. Public service motivation (PSM) has a positive relationship with job satisfaction, emphasizing the importance of opportunities to serve the public. The implementation of enterprise resource planning (ERP) systems can moderate the relationship between job characteristics and job satisfaction, affecting technology-enabled organizational change. Finally, in corrections, organizational variables such as a supportive work climate and empowerment/autonomy are primary contributors to job satisfaction, rather than personal variables. Collectively, these findings underscore the multifaceted impact of job satisfaction on individual and organizational outcomes.
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