What's difference between emotional labor and emotional labor strategy?
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Emotional labor refers to the process of managing emotions in the workplace to achieve organizational goals. It involves regulating both the expression of emotions (surface acting) and the actual experience of emotions (deep acting) . Emotional labor is unpaid and invisible work that individuals perform to keep those around them happy . On the other hand, emotional labor strategy refers to the specific approach or method that individuals use to manage their emotions in the workplace. It involves choosing the most appropriate way to regulate emotions based on the demands of the job and the organization . Different strategies can be employed, such as surface acting, deep acting, expression of naturally felt emotions, and emotion termination . While emotional labor is the broader concept of managing emotions, emotional labor strategy focuses on the specific techniques used to regulate emotions in a given context.
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| The paper does not explicitly discuss the difference between emotional labor and emotional labor strategy. The paper focuses on examining the effects of emotional labor on security organizations and their personnel, as well as providing suggestions to reduce the negative effects of emotional labor. | |
| The paper does not explicitly define the difference between emotional labor and emotional labor strategy. | |
10 Jun 2022 | The paper does not explicitly define the term "emotional labor strategy." |
10 Citations | The paper does not explicitly define the difference between emotional labor and emotional labor strategy. |
Related Questions
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Strategies of human resource department in mitigating the negative effects of emotional labor?5 answersHuman resource departments can mitigate the negative effects of emotional labor by implementing various strategies. These include recognizing emotional labor as an "affective job demand" and aligning recruitment, selection, compensation management, training, and performance management processes to support employees performing emotional labor. Additionally, human resource practices such as recruitment, selection, socialization, training, performance appraisal, and reward systems have been found to reduce emotional exhaustion and enhance personal accomplishment for service agents in the service industry. Moreover, understanding the moderating effects of personality types (social and enterprising) and gender on emotional labor can help in selecting suitable candidates for tasks involving emotional labor, thus ensuring high psychological and physical well-being at work.
How does emotional labor affect tourism employees?4 answersEmotional labor has a significant impact on tourism employees. It is considered a key indicator of the psychological health of employees and the productivity of service-based businesses. Surface acting and deep acting, which are two forms of emotional labor, have different effects on emotional exhaustion and job performance. Deep acting has a negative effect on emotional exhaustion and leads to better service performance, while surface acting has no effect on emotional exhaustion. Emotional intelligence plays a moderating role in the relationship between emotional labor and job performance. Employees with higher emotional intelligence are more likely to perform better in their jobs, regardless of whether they engage in surface acting or deep acting. However, this moderation effect is only observed when employees are not experiencing emotional exhaustion. Emotional intelligence is also found to have a positive effect on employee performance in the tourism industry. Overall, emotional labor affects tourism employees' well-being and job performance, and emotional intelligence plays a crucial role in this relationship.
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