Emotional labor

About: Emotional labor is a research topic. Over the lifetime, 3948 publications have been published within this topic receiving 112110 citations. The topic is also known as: emotional labour.

A Meta-analysis of the Variables related to the Emotional Labor of Nurses

Abstract: Purpose: The study was done to verify the effect size of the variables related to the emotional labor of nurses. Methods: A total of 47 article on variables related to the emotional labor of nurses and published from 2006 to 2014 were used for the meta-analysis. Results: Variables with the largest effect size related to emotional labor were identified as the variables of work task, organization and individual characteristics in descending order of effect size. The sub-factors with the greatest effect size in the work task variable were exhaustion and work commitment, while for organization variables, intention to change jobs had the largest effect size. For individual characteristics, physical symptoms had the largest effect size. Conclusion: The results of this study are meaningful as the first study to integrate research results on variables related to the emotional labor of Korean nurses, providing practical data for the management of emotional labor.

Trait emotional intelligence, emotional labour, and burnout among Malaysian HR professionals

Abstract: Purpose – This study aims to examine the concepts of trait emotional intelligence (EI), emotional labour strategies and burnout among internal human resources (HR) service providers. It proposes a model to deepen our understanding of the processes explaining the protective effects of trait EI on employee burnout. Design/methodology/approach – The present study comprises a sample of 143 HR professionals from a large Malaysian financial institution. Findings – Results suggest that trait EI predicted personal- and work-related burnout but not client-related burnout. Trait EI was also found to be partly related to emotional labour (EL), exhibiting a negative relationship with surface acting but not with deep acting. While surface acting exhibited a significant relationship on all three forms of burnout, deep acting was only significantly related to client burnout. Moreover, mediation analyses revealed that surface acting partly mediated the relationship between EI and burnout. Originality/value – This study e...

Nurse characteristics, leadership, safety climate, emotional labour and intention to stay for nurses: a structural equation modelling approach.

Abstract: Aim The aim of this study was to propose a theoretical model and apply it to examine the structural relationships among nurse characteristics, leadership characteristics, safety climate, emotional labour and intention to stay for hospital nurses. Background Global nursing shortages negatively affect the quality of care. The shortages can be reduced by retaining nurses. Few studies have independently examined the relationships among leadership, safety climate, emotional labour and nurses’ intention to stay; more comprehensive theoretical foundations for examining nurses’ intention to stay and its related factors are lacking. Design Cross-sectional. Methods A purposive sample of 414 full-time nurses was recruited from two regional hospitals in Taiwan. A structured questionnaire was used to collect data from November 2013–June 2014. Structural equation modelling was employed to test the theoretical models of the relationships among the constructs. Results Our data supported the theoretical model. Intention to stay was positively correlated with age and the safety climate, whereas working hours per week and emotional labour were negatively correlated. The nursing position and transformational leadership indirectly affected intention to stay; this effect was mediated separately by emotional labour and the safety climate. Conclusion Our data supported the model fit. Our findings provide practical implications for healthcare organizations and administrators to increase nurses’ intent to stay. Strategies including a safer climate, appropriate working hours and lower emotional labour can directly increase nurses’ intent to stay. Transformational leadership did not directly influence nurses’ intention to stay; however, it reduced emotional labour, thereby increasing intention to stay.

Training Leader Emotion Regulation and Leadership Effectiveness

Abstract: The purpose of this study was to test whether we could train the regulation of affective displays of leaders in terms of the emotion regulation strategy of deep acting (displaying feelings one also experiences) and display of positive affect. We also tested whether this resulted in improved leadership effectiveness (i.e., a mediation model in which the training results in greater leadership effectiveness through improved emotion regulation). Data were obtained from a field experiment. We randomly assigned N = 31 leaders (rated by N = 60 subordinates) to a control group without training or an experimental group with emotion regulation training. Before and 2 weeks after the intervention, deep acting (leader-rated) and positive affective displays and leadership effectiveness (subordinate-rated) were assessed. The training had positive effects on deep acting, positive affective displays, and leadership effectiveness. Deep acting and positive affect mediated the relationship between the intervention and leadership effectiveness. We discuss how this helps build the case both for an emotional labor approach to leadership and for the leadership development potential of such an emotional labor approach. The findings of this study represent the first causal evidence that leader emotion regulation can be trained, improved emotion regulation results in greater leadership effectiveness and is one of the first empirical studies that integrates emotional labor theory to leadership effectiveness. It is therefore important from a theory development perspective.