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.

Mediating Effects of Burnout in the Association Between Emotional Labor and Turnover Intention in Korean Clinical Nurses.

Abstract: Background The current lack of the number of nurses and high nurse turnover rate leads to major problems for the health-care system in terms of cost, patient care ability, and quality of care. Theoretically, burnout may help link emotional labor with turnover intention. The purpose of this study was to investigate the mediating effect of burnout in the association between emotional labor and turnover intention in Korean clinical nurses. Methods Using data collected from a sample of 606 nurses from six Korean hospitals, we conducted a multiple regression analysis to determine the relationships among clinical nurses' emotional labor, burnout, and turnover intention, looking at burnout as a mediator. Results The results fully and partially support the mediating role of burnout in the relationship between the subfactors of emotional labor and turnover intention. In particular, burnout partially mediated the relationship between emotional disharmony and hurt, organizational surveillance and monitoring, and lack of a supportive and protective system in the organization. In addition, we found that burnout has a significant full mediation effect on the relationship between overload and conflicts in customer service and turnover intention. Although the mediating effect of burnout was significantly associated with the demands and regulation of emotions, no significant effects on turnover intention were found. Conclusion To reduce nurses' turnover, we recommend developing strategies that target both burnout and emotional labor, given that burnout fully and partially mediated the effects of emotional labor on turnover intention, and emotional labor was directly associated with turnover intention.

Emotional labor and core self-evaluations as mediators between organizational dehumanization and job satisfaction

Abstract: This study aimed to examine the mechanisms underlying the negative relationship between the feeling of being dehumanized by the organization and employees’ job satisfaction More precisely, we argue that emotional labor (ie, surface acting) and core self-evaluations act as mediators in this relationship A total of 326 employees participated in our study Firstly, the results showed that, independently of one another, both surface acting and core self-evaluations partially mediated the relationship between organizational dehumanization and job satisfaction Secondly, surface acting and core self-evaluations were found to have serial mediation effects in this relationship Accordingly, experiencing dehumanization from the organization leads employees to perform more surface acting with deleterious consequences for their core self-evaluations and finally their job satisfaction

Maintaining Order Through Deviance? The Emotional Deviance, Power, and Professional Work of Municipal Court Judges:

Abstract: This study examines the intersection of power, professional work, organizing, and emotional deviance at two municipal courthouses in the United States. A variety of qualitative methods including observation, shadowing employees, informal interviewing, and semi-structured respondent interviews were used to collect the data. A total of twelve municipal court judges were observed during arraignments, pre-trial conferences, and trials, and four of these judges participated in member checking interviews for a total of sixteen in-depth, audio-recorded interviews.This article centers on emotional deviance, or the expression of emotion that occurs when employees disregard feeling rules and express emotions that do not align with organizational expectations. In the case of judges who are mandated to be rational and neutral, emotional deviance becomes a distinctive advantage. Furthermore, the findings of this piece suggest that professional work is actually quite emotional and it also introduces the concept of priv...

Promising research opportunities in emotions and coping with conflict

Abstract: This epilogue reviews the highlights of the five articles in this special issue on emotions and coping with conflict. It develops 12 research areas that offer potential for future research breakthroughs. These areas link the five articles to core concepts in emotional intelligence/competencies and Affective Events Theory. Particular attention is given to empathy, the ability to recognize emotions in others, and the ability to express one’s own emotions. These three variables are related to moods and job performance, leadership, emotional labor, trust, work-family conflict, and stress. These five articles, together with the 12 promising research areas, suggest practical ways to help employees and organizations cope with conflict in the workplace.

Voices That Care: Licensed Practical Nurses and the Emotional Labour Underpinning Their Collaborative Interactions with Registered Nurses

Abstract: Recognizing the emotional labour underlying interprofessional collaborations (IPCs) could be considered a crucial step towards building a cohesive nursing team. Although IPCs between registered nurses (RNs) and licensed practical nurses (LPNs) have been linked to quality nursing care, little is known about the emotions experienced by LPNs during their interactions with RNs or those factors that influence IPCs. A questionnaire administered to 309 LPNs found that (1) the professional identity of LPNs has evolved into a that of a unique social group; (2) LPNs define IPC as an interpersonal process of exploring similar or dissimilar assessments of a patient's status with RNs and, together, establishing a course of nursing actions; (3) the primary organizational factor facilitating IPCs is inclusive nursing leadership; (4) the interpersonal factor promoting IPCs is the level of trust RNs extend to LPNs; and (5) an LPN's emotional labour (i.e., internal emotional regulation) is most tangible during uncollaborative interactions with RNs.