Showing papers on "Emotional labor published in 2013"
TL;DR: The idea that mindfulness reduces emotional exhaustion and improves job satisfaction is investigated and it is suggested that these associations are mediated by the emotion regulation strategy of surface acting.
Abstract: Mindfulness describes a state of consciousness in which individuals attend to ongoing events and experiences in a receptive and non-judgmental way. The present research investigated the idea that mindfulness reduces emotional exhaustion and improves job satisfaction. The authors further suggest that these associations are mediated by the emotion regulation strategy of surface acting. Study 1 was a 5-day diary study with 219 employees and revealed that mindfulness negatively related to emotional exhaustion and positively related to job satisfaction at both the within- and the between-person levels. Both relationships were mediated by surface acting at both levels of analysis. Study 2 was an experimental field study, in which participants (N = 64) were randomly assigned to a self-training mindfulness intervention group or a control group. Results revealed that participants in the mindfulness intervention group experienced significantly less emotional exhaustion and more job satisfaction than participants in the control group. The causal effect of mindfulness self-training on emotional exhaustion was mediated by surface acting. Implications for using mindfulness and mindfulness training interventions in organizational research and practice are discussed in conclusion.
935 citations
TL;DR: In this paper, a structural meta-analytic model based on 116 primary studies demonstrates that examining affective dispositions and emotional labor constructs and the pattern of positive and negative results helps to clarify and add specificity to the literature.
Abstract: The exponential growth of the service economy has increased the attention that organizational researchers have paid to the concept of emotional labor. Although much progress has been made in the field, few studies have provided an integrated picture of how individual dispositions, perceived display rules, and emotional labor behaviors shape employee outcomes. To clarify and compare results across this growing body of literature, a quantitative review was developed, along with a theoretically derived path diagram of key emotional labor constructs. Evidence from our structural meta-analytic model based on 116 primary studies demonstrates that examining affective dispositions and emotional labor constructs and the pattern of positive and negative results helps to clarify and add specificity to the literature. Results were consistent with the perspective that surface acting emotion regulation strategies have a pattern of negative relationships with work outcomes of job satisfaction and stress/exhaustion (but not with job performance), whereas deep acting emotion regulation strategies have a pattern of positive relationships with all of these work outcomes.
243 citations
TL;DR: This article developed a theoretical model that explains the role of managing emotions in the incidence and outcomes of voice and found that emotion regulation knowledge predicted more frequent voice, mediated by the emotional labor strategies of deep acting and surface acting, and enhanced the contributions of voice to performance evaluations.
Abstract: Intense emotions such as frustration, anger, and dissatisfaction often drive employees to speak up. Yet the very emotions that spur employees to express voice may compromise their ability to do so constructively, preventing managers from reacting favorably. I propose that to speak up frequently and constructively, employees need knowledge about effective strategies for managing emotions. Building on theories of emotion regulation, I develop a theoretical model that explains the role of managing emotions in the incidence and outcomes of voice. In a field study at a health care company, emotion regulation knowledge (1) predicted more frequent voice, (2) mediated by the emotional labor strategies of deep acting and surface acting, and (3) enhanced the contributions of voice to performance evaluations. These results did not generalize to helping behaviors, demonstrating that emotion regulation uniquely affects challenging but not affiliative interpersonal citizenship behaviors. This research introduces emotion regulation as a novel influence on voice and its consequences. [ABSTRACT FROM AUTHOR]
241 citations
01 Jan 2013
191 citations
TL;DR: The authors found that teachers' emotional intelligence has a significant impact on teaching satisfaction and their use of two emotional labor strategies, i.e., deep acting and expression of naturally felt emotions, but it is not a significant predictor of surface acting.
156 citations
TL;DR: Findings indicate that programs for nurses need to be created that will help reduce expectations for surface acting and control job-related stress, thus preventing the development of depressive symptoms.
Abstract: Purpose:The purpose was to examine the relationship between job-related stress, emotional labor, and depressive symptoms among South Korean nurses in order to suggest practical methods for their management, prevention, and reduction.Design:A cross-sectional, descriptive study design was used
130 citations
TL;DR: In this paper, the authors examined whether and how the perceived organizational support influences emotional labor and the relationship between emotional labour and flight attendants' outcomes, and they found that emotional exhaustion has a negative influence on organizational commitment, while organizational commitment had a negative effect on turnover intention.
Abstract: Purpose – The purpose of the present study was to examine whether and how the perceived organizational support (POS) influences emotional labor and the relationship between emotional labor and flight attendants' outcomes.Design/methodology/approach – Structural equation modeling analysis provided support for the hypotheses from a sample of 256 flight attendants in South Korea.Findings – The results showed that POS has a positive effect on deep acting. Furthermore, it was found that surface acting has a positive influence on emotional exhaustion, whereas deep acting has a negative influence on emotional exhaustion. In addition, emotional exhaustion has a negative influence on organizational commitment, while organizational commitment has a negative influence on turnover intention. Furthermore, POS moderated the relationship between deep acting or surface acting and emotional exhaustion.Originality/value – The current study broadened the conceptual work and laboratory studies in emotional labor by examining...
121 citations
TL;DR: For example, the authors found that emotional labor (EL) is positively related to job satisfaction regardless of rewards, beyond personality traits, while financial rewards for service performance enhanced, rather than undermined, satisfaction from EL requirements and effort with customers.
Abstract: Does satisfaction from performing emotional labor (EL)—maintaining positive emotions with customers as part of the job—depend on the financial rewards available for good service? According to a “controlling perspective” of rewards, satisfaction from performing EL may be undermined by financial incentives, but based on a “valuing perspective” of rewards, the relationship should be enhanced. We contribute to the literatures on EL and performance-contingent rewards with a “full-cycle” inquiry of this question conducted with (a) a field survey of diverse occupations in the United States, (b) an experimental call center simulation with U.S. college students, and (c) a multilevel study of Taiwanese sales firms. Overall, financial rewards for service performance enhanced, rather than undermined, satisfaction from EL requirements and effort (i.e., surface acting) with customers. Performing EL by modifying feelings (i.e., deep acting) was positively related to job satisfaction regardless of rewards, beyond personality traits. Results have implications for reward structures and enhancing job satisfaction with this increasingly common form of labor.
109 citations
TL;DR: The establishment of a strong team climate may help nurses to manage the emotional demands of their role, promote their well-being and retention and moderate the relationship between hiding and burnout.
Abstract: Aims. This article examines the relationships among emotional labour, team climate, burnout, perceived quality of care and turnover intention among nurses in Australia, with the aim of addressing nurse retention and burnout. Background. Emotional labour refers to the regulation of emotion during interpersonal transactions. It may involve faking unfelt emotions, hiding genuine emotions and deep acting whereby the individuals attempt to influence their inner feelings to induce the appropriate outward countenance. Currently, there is a dearth of literature that investigates the link between emotional labour and perceived quality of care and ultimately turnover intention. The contribution of team climate in the relationship between emotional labour and burnout is still uncertain. Design. A cross-sectional quantitative study conducted with self-completed questionnaires. Methods. The study was conducted in 2011 with 201 registered nurses. Validated measures were used to measure the aforementioned constructs. Confirmatory factor analyses were used to examine the factor structure of the measured variables and hypotheses were tested using structural equation modelling. Results. The final model demonstrates that faking has a significant negative influence on perceived quality of care. Hiding predicts burnout, leading to an increase in turnover intention. Team climate moderates the relationship between hiding and burnout, which may subsequently influence turnover intention. Conclusion. The establishment of a strong team climate may help nurses to manage the emotional demands of their role, promote their well-being and retention.
92 citations
TL;DR: In this paper, the authors examined whether social sharing (i.e., talking about an emotionally arousing work event with one's coworkers) can attenuate the residual anger lingering after a taxing service episode and found that participants who engaged in difficult (vs. neutral) customer interactions reported more surface acting and felt more anger.
85 citations
TL;DR: This article examined the relationships between three sources of interpersonal mistreatment and psychological distress: customers, coworkers, and supervisors, and found that surface acting mediated the relationship between mistreatment by customers and coworkers but not supervisors.
Abstract: Theory and research from the emotional labour literature focusing on mistreatment of employees by customers were used to examine interpersonal mistreatment by customers, coworkers, and supervisors. Specifically, we examined the relationships between all three of these sources of interpersonal mistreatment and psychological distress. We also examine the possibility that emotional regulation strategies mediated these relationships. In Study 1, we focused on surface acting as the mediating emotional regulation strategy. Using a sample of 256 working adults, the results of that study found a mediating role for surface acting between mistreatment and distress for mistreatment by customers and coworkers but not supervisors. In Study 2, we included measures of both deep acting and surface acting as potential mediators between sources of mistreatment and distress. Using a sample of 138 working adults, this second study again found that surface acting mediated the relationship between mistreatment and distress for...
TL;DR: Women, employees without children at home, and younger adults experienced the highest levels of negative work-family spillover, providing evidence that modifying certain work conditions in the hotel industry may be helpful in improving the quality of HMs' jobs and retention.
07 May 2013
TL;DR: In this article, a predictive model explores how teachers' communication behaviors, including teacher immediacy, clarity, and communication competence, potentially influence students' perceptions of emotional experiences in a class, and in turn, how specific feelings of enjoyment, pride, and hope are possibly affected.
Abstract: Although scholars from various fields now argue that emotion is a critical resource for individuals as they learn and make sense of information, the topic is only just emerging as a sustained area of emphasis for instructional communication scholars. Using a sample of 752 students from three universities, we tested a predictive model exploring how teachers' communication behaviors, including teacher immediacy, clarity, and communication competence, potentially influence students' perceptions of emotional experiences in a class, and in turn, how specific feelings of enjoyment, pride, and hope are possibly affected. Results indicated strong support for the model, thereby implying that the theoretical explanation offered by emotional response theory should be expanded to include both the processes and discrete emotions explored in the study. Findings are discussed as they relate to theoretical and practical implications for scholars seeking to better understand the dynamic interplay of emotions in the classroom.
TL;DR: In this article, the authors examined how emotional intelligence and occupational commitment have a moderating effect on the relationship between emotional labour and its potential outcomes, and found that emotional labour relates most positively to task performance and to burnout in the case of surface acting.
TL;DR: Li et al. as discussed by the authors investigated the differential relationships between abusive supervision and two emotional labor strategies used by subordinates (surface acting and deep acting) and examined whether subordinates' openness personality moderated the above relationships.
Abstract: We investigated the differential relationships between abusive supervision and two emotional labor strategies used by subordinates (surface acting and deep acting). Furthermore, we examined whether subordinates’ openness personality moderated the above relationships. Using the questionnaire survey method, we collected data from 210 employees in China. The results of hierarchical regression showed that abusive supervision related positively to surface acting (regulating facial expression) but negatively to deep acting (regulating inner feeling). Openness personality moderated the relationships between abusive supervision and the two emotional labor strategies, such that the relationships were stronger for employees with lower openness. Findings of our study contribute to the literature on workplace emotions and negative leadership.
01 Jan 2013
TL;DR: Emotion and School: Understanding How the Hidden Curriculum Influences Relationships, Leadership, Teaching, and Learning as discussed by the authors reports the history, developments, applications and possible future directions of relational and emotion-focused school research from North America, Asia-Pacific and Europe.
Abstract: Emotion and School: Understanding How the Hidden Curriculum Influences Relationships, Leadership, Teaching, and Learning reports the history, developments, applications and possible future directions of relational and emotion-focused school research from North America, Asia-Pacific and Europe. It begins by scoping the field from both a psychological and sociological perspective. The chapters frame the key debates in the research literature while adding the unique perspective of experts from the field, before honing in on the school: the administration context, teacher context and student context. The book explores the contests within the field, including psychological and socio-cultural knowledges, individual and collectives, emotions as inputs/outcomes, and the false binary of emotions and rational thought. The middle sections of the book take these perspectives into the field to see how they operate in schools. First, methods for identifying and responding to emotion and relationships in schools are presented. Second, the positive and negative products of emotions and emotion work are outlined and their effects on relationships and school functioning are discussed. The book provides readers with new insights into the hidden curriculum. It offers new ways of working with emotion in a variety of relationships for positive outcomes: the selection and induction of teachers; the role of emotions in leading; emotional and emotion learning; and, the inter-relationship between emotions, school culture, classroom and staffroom dynamics.
TL;DR: In this paper, the authors argue that a key component of Hochschild's theory of emotional labour does not fit with the emotional labour enacted by some researchers, and they suggest that the emotional and biological self of the researcher can be foregrounded, sometimes unwillin.
Abstract: A researcher’s emotional labour is inextricably linked to the methodological and ethical underpinnings of ‘doing’ sensitive and some feminist research. However, a key component of the emotional labour theory does not fit with the emotional labour enacted by some researchers. This article sets out to extend the theory of emotional labour in order to make it more applicable to sensitive and feminist methodologies, and in doing so, it reveals the importance of incorporating emotion in the refinement of theory. Drawing on 20 interviews with female in vitro fertilisation patients, and extracts from a systematically recorded reflexive diary of the researcher, this article contests a key aspect of Hochschild’s theory of emotional labour in its application to sensitive and feminist qualitative researchers. Instead of estrangement from the emotional self as a result of enacting emotional labour, this article suggests that the emotional and biological selves of the researcher can be foregrounded, sometimes unwillin...
TL;DR: In this article, the authors examined the impact of emotional labor and emotional exhaustion in relation to job satisfaction and organizational commitment and found that emotional labor predicts both job satisfaction, while emotional exhaustion only predicts job satisfaction.
TL;DR: In this article, the authors explored the experiences of women doctoral students and the role of emotion during doctoral candidature, drawing on the concept of emotional labour to examine the two sites of emotional investment students experienced and managed during their studies.
Abstract: This paper explores the experiences of women doctoral students and the role of emotion during doctoral candidature. The paper draws on the concept of emotional labour to examine the two sites of emotional investment students experienced and managed during their studies: writing and family relationships. Emotion is perceived by many dominant stakeholders as soft, subjective and an impediment to acquiring objective knowledge. The importance of emotion is under recognised. When it is discussed, the role of emotion in the doctoral undertaking is often subsumed in the passionless language of bureaucratic rationalisation and economic imperatives. This paper builds on a growing literature that examines students' emotions and doctoral candidature. It draws on the experiences of women undertaking their doctoral studies at a large metropolitan university in Sydney, Australia, to show first, how emotional labouring can enable students to channel emotions towards productive behaviours that can contribute to successfu...
TL;DR: The study provided insight into the role of empathy and emotional labor in the development of teacher burnout and confirmed that deep acting and negative mood induction mediate the relationship between empathy andotional exhaustion in teachers.
Abstract: The present study was designed to examine the links between empathy, emotional labor (both surface and deep acting), and emotional exhaustion as well as determine if emotional labor mediates the relationship between empathy and emotional exhaustion in teachers. It was assumed that emotional labor can take two opposite directions (positive mood induction and negative mood induction). Thus, the additional aim of the study was to analyze the mediating role of mood regulation strategies in the relationship between empathy and emotional exhaustion. A sample of 168 teachers from Łodź and its surroundings completed a set of questionnaires: Emotional Labor Scale; Mood Regulation Scales, Maslach Burnout Inventory, and Empathic Sensitivity Scale. The results provided mixed support for the hypotheses indicating that both types of emotional labor, negative mood induction and emotional exhaustion were positively intercorrelated. Moreover, deep acting was a significant mediator in the relationship between empathy and emotional exhaustion. The analyzed link was also mediated by negative mood induction, whereas positive mood induction did not emerge as a significant mediator. The study provided insight into the role of empathy and emotional labor in the development of teacher burnout. It also confirmed that deep acting and negative mood induction mediate the relationship between empathy and emotional exhaustion in teachers.
TL;DR: In this article, the concepts of emotional labor and emotional reflexivity are used to consider the ways in which we worked with and managed emotional states such as anger, sadness, and horror.
Abstract: Qualitative researchers who explore sensitive topics may expose themselves to emotional distress. Consequently, researchers are often faced with the challenge of maintaining emotional equilibrium during the research process. However, discussion on the management of difficult emotions has occupied a peripheral place within accounts of research practice. With rare exceptions, the focus of published accounts is concentrated on the analysis of the emotional phenomena that emerge during the collection of primary research data. Hence, there is a comparative absence of a dialogue around the emotional dimensions of working with secondary data sources. This article highlights some of the complex ways in which emotions enter the research process during secondary analysis, and the ways in which we engaged with and managed emotional states such as anger, sadness, and horror. The concepts of emotional labor and emotional reflexivity are used to consider the ways in which we “worked with” and “worked on” emotion. In doing so, we draw on our collective experiences of working on two collaborative projects with ChildLine Scotland in which a secondary analysis was conducted on children’s narratives of distress, worry, abuse, and neglect.
TL;DR: In this paper, a cross-sectional survey data from German service employees was used to identify two dimensions of emotional labour and predict that job satisfaction mediates its relationship with quitting intentions, while gender and age moderate the relationship with job satisfaction.
Abstract: Purpose – Service employees frequently engage in emotional labour to express emotions to customers that conform with organizational display rules. Previous studies report equivocal findings regarding the relationships among emotional labour, job satisfaction, and quitting intentions. This paper aims to shed additional light on the links by distinguishing two dimensions of emotional labour and predicting that job satisfaction mediates its relationship with quitting intentions, while gender and age moderate its relationship with job satisfaction. Design/methodology/approach – Cross-sectional survey data from German service employees, entered into a structural equation model, test the study ' s hypotheses. Findings – Job satisfaction partially mediates relationships between emotional labour and quitting intentions. Deep acting positively affects the job satisfaction of male but not female service employees. The surface acting-job satisfaction link is negative for female but not male service employees. The de...
Book•
01 Jan 2013
TL;DR: A review and integration of three research lenses for bringing emotional labor into focus can be found in this article, where the authors discuss the social effects of emotion regulation in organizations and the role of emotional labor at different levels of the organization.
Abstract: Part 1: Overview 1. Bringing Emotional Labor into Focus: A Review and Integration of Three Research Lenses Alicia A. Grandey, James M. Diefendorff, Deborah E. Rupp Part 2: Person Perspectives: Within, Between, Dyadic And Group 2. Episodic Intrapersonal Emotion Regulation: Or, Dealing with Life as it Happens Daniel J. Beal, John P. Trougakos 3. Motivation, Fit, Confidence, and Skills: How Do Individual Differences Influence Emotional Labor? Jason J. Dahling, Hazel-Anne Johnson 4. The Social Effects of Emotion Regulation in Organizations Stephane Cote, Gerben A. Van Kleef, Thomas Sy 5. Emotional Labor at the Unit-level Karen Niven, Peter Totterdell, David Holman, David Cameron Part 3: Occupational Perspectives: Customer Service, Call Centers, Caring Professionals 6. The Customer Experience of Emotional Labor Markus Groth, Thorsten Hennig-Thurau, Karyn Wang 7. Call Centers: Emotional Labor Over the Phone Danielle van Jaarsveld, Winnie R. Poster 8. Attending to Mind and Body: Engaging the Complexity of Emotion Practice Among Caring Professionals Rebecca J. Erickson, Clare L. Stacey Part 4: Contextual Perspectives: Organization, Gender, Culture 9. Emotional Labor: Organization-level Influences, Strategies, and Outcomes S. Douglas Pugh, James M. Diefendorff, Christina M. Moran 10. Social and Cultural Influencers: Gender Effects on Emotional Labor at Work and at Home Kathryn J. Lively 11. A Cultural Perspective on Emotion Labor Batja Mesquita, Ellen Delvaux Part 5: Multi-Disciplinary Perspectives: Reflections and Projections 12. Emotional Labor: Looking Back Nearly 20 Years Blake E. Ashforth, Ronald H. Humphrey 13. Emotional Labor Across Five Levels of Analysis: Past, Present, Future Neal Ashkanasy, Catherine Daus 14. Conceptualizing Emotional Labor: An Emotion Regulation Perspective James Gross 15. Reflecting on Emotional Labor as a Social Meme Anat Rafaeli 16. Back to the Future Amy S. Wharton
TL;DR: A structural equation model supported the hypothesis that age was related positively to deep acting and negatively to surface acting, relationships partially mediated by emotional intelligence, and implications were discussed in employee selection and employee well-being.
Abstract: Background/Study Context: The purpose of the current study was to investigate whether age was related to emotional labor strategies (surface and deep acting), and whether emotional intelligence partially explained this relationship. Additionally, employee well-being was examined as an outcome in this model. Methods: A total of 519 participants (age 18–68), working in a variety of service occupations, participated in a cross-sectional survey study. Validated measures for emotional intelligence, emotional labor strategies, positive affectivity, and employee well-being were administered. Results: A structural equation model supported the hypothesis that age was related positively to deep acting and negatively to surface acting, relationships partially mediated by emotional intelligence. Emotional labor strategy, in turn, affected well-being. Conclusion: Implications were discussed in employee selection and employee well-being, particularly in the customer service context. It is recommended that future resear...
TL;DR: In this article, the authors investigated whether emotion regulation could alleviate the negative effects of exposure to workplace aggression on employees' experience of strain, among social workers (N = 77) and emergency services personnel (N= 70).
Abstract: Workplace aggression poses a significant challenge to organizations due to its potential impact on employees' mental and physical well-being. Using two studies, this article investigates whether emotion regulation could alleviate the negative effects of exposure to workplace aggression on employees' experience of strain, among social workers (N = 77) and emergency services personnel (N = 70). As predicted from coping theories of emotion regulation, Studies 1 and 2 showed that using the emotion regulation strategy of reappraisal during interactions with individuals from inside the organization (e.g., coworkers or managers) attenuated the workplace aggression–strain link. Conversely, but consistent with emotional labour theories of emotion regulation, engaging in reappraisal and suppression during interactions with legitimate outsiders (e.g., clients or patients) strengthened the workplace aggression–strain link. The findings have implications for both theory and practical interventions regarding workplace ...
TL;DR: The Higher Education Emotional Labour Model (HEEL) as discussed by the authors was proposed to measure the emotional labour in higher education lecturers using Mann's Emotional Requirements Inventory (MERI) and found that lecturers reported significantly higher levels of emotional labour than other occupations.
TL;DR: This paper explored the relationship between emotion, cognition, and behavior in the coaching context, through a narrative exploration of Zach's (a pseudonym) experiences as the head coach of a semiprofessional soccer team.
Abstract: This paper aimed to shed light on the emotional nature of practice in coaching. In particular, this article was designed to explore the relationship between emotion, cognition, and behavior in the coaching context, through a narrative exploration of Zach’s (a pseudonym) experiences as the head coach of a semiprofessional soccer team. Data for this study were collected through a series of in-depth semistructured interviews that were transcribed verbatim and subject to inductive analysis. Two embracing categories were identified in the interview data. The first demonstrated how Zach frequently concealed his true emotions and enacted others in an attempt to achieve his desired ends. The second highlighted how Zach’s past experiences as a player had influenced how he wished to portray himself to his squad, and, importantly, helped him to sympathize with the thoughts and feelings of his players. Here, Lazarus and Folkman’s (1986) cognitive appraisal theory, Denzin’s (1984) writings on understanding emotions, and Hochschild’s (1983) work on emotional labor were used to offer one suggested, but not conclusive, reading of the emotional aspects of Zach’s practice.
Journal Article•
TL;DR: In this paper, the authors examined the effects of teachers' personality traits on their emotional exhaustion in a mediating model which centers around emotional labor and found that surface acting was the only mediator in the relation between neuroticism and emotional exhaustion, whereas other dimensions of personality were not found to be predictive of emotional exhaustion.
Abstract: One of the most indispensable and important elements of education is teachers whose personality closely affects training and education. In this context, this study examined the effects of teachers' personality traits on their emotional exhaustion in a mediating model which centers around emotional labor. Data were obtained from 798 teachers working in primary and high schools in Ankara and Eskisehir. According to the findings of hierarchical regression analysis, neuroticism and extraversion were found to significantly affect emotional exhaustion whereas other dimensions of personality were not found to be predictive of emotional exhaustion. In general, personality traits were found to predict emotional labor and all dimensions of emotional labor were found to affect emotional exhaustion. Further, fi ndings of mediation analysis showed that surface acting was the only mediator in the relation between neuroticism and emotional exhaustion.Key WordsPersonality, The Big Five Personality, Emotional Exhaustion, Emotional Labor.Problems at workplace affect not only personal life but also work life in a negative way and cause a general unhappiness. This kind of long term unhappiness experienced individually and called as burnout produces negative results both for employees and organizations. Thus the term "burnout" has become an important focus of behavioral investigations. Several personal and organizational factors may determine the level of burnout. In this respect, personality is thought to be one of these factors (Barrick & Mount, 2005; Judge, Woolf, & Hurst, 2009). Hence personality, indicating personal emotions and behaviors (Connor-Smith & Flashbart, 2007), significantly influences employee happiness or unhappiness in general.Considering the fact that burnout is a general state of exhaustion especially for frontline occupations that require face to face interactions and emotional processes (Maslach & Jackson, 1981), it is in fact a serious danger for teachers. Yet, teachers, regardless of their own emotional state, are supposed to listen to students' problems, give them advice, behave warmly towards students, stay calm even in interactions with problem students or attract the attention of students to provide effective learning. All these facts may cause a general exhaustion in teachers.In the relationship between personality and burn-out, other variables such as emotional labor may have a mediating role (Judge et al., 2009). A criti- cal component in various occupations that require interpersonal contact; emotional labor is the act of expressing anticipated emotions during service interactions (Ashforth & Humprey, 1993). Emotional labor is not only affected by personality but it affects the level of burnout itself (Hochschild, 1983; Sutton & Wheatly, 2003; Wharton, 1999).On the basis of these approaches, effects of teachers' personality on their burnout and the mediating role of emotional labor in this relationship were examined in the current study. Variables of personality and emotional labor were investigated along with all their sub-dimensions. However, only the emotional exhaustion of burnout dimension was explored since it is thought to be the core component and the most obvious symptom of burnout (Maslach, Schaufeli, & Leiter, 2001). Although there are a great number of studies on different occupations demonstrating the relations between personality and emotional exhaustion (Kokkinos, 2007; Lopez, Bolano, & Narino, 2010), personality and emotional labor (Austin, Dore, & O'Donovan, 2007; Bono & Vey, 2007) and, emotional labor and burnout dimensions (Pugliesi, 1999; Zhang & Zhu, 2008), comprehensive studies examining all the variables together seem to be inadequate (Kiffin-Peterson, Jordon, & Souter, 2010). Thus, it is thought that the integrated approach of this study may contribute to the literature.Conceptual FrameworkEmotional Exhaustion: Burnout can be defined as the loss of power and energy because of failure, attrition and overload, or the depletion of individuals internal resources as a result of irretrievable demands (Freudenberger, 1974). …
TL;DR: The findings highlight the importance of talking about experiences within available support systems and the role of the clinical mentor in facilitating debriefing and reflection.