Developing a structural equation model from Grandey's emotional regulation model to measure nurses' emotional labor, job satisfaction, and job performance

The objective of this study is to investigate the effects of emotional labor on job performance and satisfaction, as well as to examine the mediating effect of sleep problems and the moderating effects of personality traits. A time-lagged study was conducted on 864 health professionals. Scales for emotional labor, sleep, personality traits, and job satisfaction were used and job performance data was obtained from records maintained by human resources. Structural equation modeling was performed to investigate the relations. Sleep problems only partially mediated the relationship between surface acting and job satisfaction but completely mediated the relationship between surface acting and job performance. Several personality traits were shown to moderate the relationship between surface acting and sleep problems. The effects were stronger for people with low agreeableness and high neuroticism. The relationship between high levels of deep acting and low levels of sleep problems was more pronounced in individuals with low extraversion. Supervisors should be conscious of emotional labor in the work context and provide necessary deep acting training to facilitate emotional regulation.

This study was conducted to investigate the influence of emotional expressivity, emotional intelligence, affectivity, job autonomy, social support, and emotional labor on clinical nurses' individual well-being and to provide guidelines for interventions and strategies for its improvement. The sample consisted of 207 nurses recruited from a general hospital in Korea. The participants completed a structured self-report questionnaire comprising measures of emotional expressivity, emotional intelligence, positive affectivity, negative affectivity, job autonomy, supervisor support, coworker support, deep acting, surface acting, emotional exhaustion, and job satisfaction. Data were analyzed using SPSS statistics 22.0 and AMOS 22.0. The final model was a good fit for the data based on the model fit indices. In the path analysis, surface acting, negative affectivity, supervisor support, and coworker support had statistically significant effects on emotional exhaustion, explaining 29.0% of the variance. Deep acting, emotional exhaustion, positive affectivity, and emotional intelligence had statistically significant effects on job satisfaction, explaining 43.0% of the variance. Effective strategies to improve clinical nurses' individual well-being should focus on surface acting, deep acting, affectivity, social support, and emotional intelligence. The results of this study can be utilized as base data to manage emotional labor and improve clinical nurses' individual well-being.

The purpose of this research was to examine the relationship between job autonomy and work outcomes (job performance, job satisfaction and job stress), self efficacy as a mediating variable. This research also investigated the impact of job satisfaction on job performance and job stress on job performance. Va-riables in this research were measured via a survey of 190 banking salespersons in D.I. Yogyakarta and Solo. Structural Equation Modeling (SEM) were used to examine the effects of job autonomy on work outcomes, job satisfaction on job performance, and job stress on job performance. Results showed that the esti-mated model in this research is acceptable based on its score of the goodness of fit index. The structural relationship showed that job autonomy significantly related to job satisfaction and performance, but not significant with job stress. It also showed that self efficacy partially mediated the relationship between job autonomy and job satisfaction, and job performance. In addition, this research found that self efficacy not mediated the relationship between job autonomy and job stress. There was no significant relationship between job autonomy and job performance but this research showed that job satisfaction significantly related to job performance. Finally, these results had an important implication to managers in designing job. DOI : https://doi.org/10.21632/irjbs.4.3.203-215 Keywords: Job autonomy, Job Satisfaction, Job performance, Job Stress, Self efficacy

Context: Midwives provide intensive emotional labor for women and their families during periods of emotional changes, such as pregnancy and childbirth.Aims: The relationship between midwives' job stress, job satisfaction, and emotional labor was investigated.Setting and Design: This cross-sectional study included 198 midwives from public hospital in Turkey in 2019Material and Methods: In this study, 198 participants were selected through simple random sampling. The data collection tools used were a sociodemographic questionnaire, the Emotional Labor Scale, the Perceived Stress Scale, and the Minnesota Job Satisfaction Scale.Statistical Analysis Used: Descriptive data are presented as mean, standard deviation, number, and percentage. In the statistical analysis of the data, an independent sample t-test, multiple regression analysis, and Pearson correlation analysis were used.Results: In the multiple regression analysis, there was a significantly negative correlation (β: −0.144, P = 0.025) between the surface acting subscale of emotional labor and job satisfaction, a positive correlation with deep acting (β: 0.148, P = 0.038), a positive correlation with emotional effort (β: 0.371, P < 0.025), a negative and significant relationship with a lack of staff (β: −0.227, P < 0.001) and a positive correlation with the number of patients (β: 0.244, P < 0.001). In addition, there was a positive and significant relationship with deep acting, a positive and significant relationship with perceived stress (β: 0.146, P = 0.036), a positive and significant relationship with surface acting (β: 0.246, P = 0.001) and a positive and significant relationship with emotional effort (β: 0.358, P < 0.001). There was a statistically significant positive correlation between the emotional effort and deep acting (β: 0.415, P = 0.001) and surface acting (β: 0.317, P = 0.001) scores.Conclusions: It was found that the emotional labor subscales affect each other, and a positive correlation between surface acting, deep acting, and emotional effort was found. A slightly positive and significant correlation between emotional effort and job satisfaction was found. A positive correlation was found between surface acting and perceived stress.

PurposeThe purpose of this paper is to examine the relationships between emotional labor, emotions, and job satisfaction among nurses, and explore the mediating role of emotions in the relationship between emotional labor and job satisfaction.Design/methodology/approachA cross-sectional study was designed with 168 nurses in Korea. Structural equation modeling and path analysis were performed to analyze data.FindingsSurface acting correlated positively with anxiety and frustration. Deep acting correlated positively with enjoyment and pride but correlated negatively with anxiety, anger and frustration. Enjoyment and pride correlated positively with job satisfaction; anger correlated negatively with job satisfaction. Deep acting correlated positively with job satisfaction, while surface acting did not show a significant relationship. Enjoyment, pride and anger mediated the relationship between deep acting and job satisfaction.Research limitations/implicationsThis research expands empirical findings on nurses’ emotional experiences, by considering their discrete emotions rather than general affect. It is the first study to empirically examine the relationships between emotional labor, discrete emotions and job satisfaction, as well as the mediating role of emotions in the relationship between emotional labor and job satisfaction in the nursing field. The mediating role of emotions suggests that not only nurses and nurse managers but also hospital administrators should take nurses’ emotions into account to increase nurses’ well-being and their job satisfaction. Finally, differential influences of surface acting and deep acting on nurses’ emotional experiences and job satisfaction highlight the need for practical interventions to promote the use of deep acting among nurses.Originality/valueThis study confirms the mediating role of emotions in the relationship between emotional labor and job satisfaction in the nursing field. It encourages future research to pay greater attention to nurses’ emotions themselves along with emotional labor. Findings add an interdisciplinary aspect to research on nursing by assimilating psychological perspectives of emotion and emotion management research to this field.

Emotional intelligence has a substantial impact on job performance, decision-making, leadership, motivation, and effective management. This study investigates the correlation between emotional intelligence, job satisfaction, and job performance among senior high school teachers in the Bia West District of Ghana. The study's primary purpose is to investigate the impact of emotional intelligence on teachers' job satisfaction and, consequently, their job performance. A quantitative descriptive survey design was employed to examine these relationships. The study's participants comprised 102 teachers selected through a multi-stage sampling method, utilising census and quota sampling techniques. Data was collected using three main instruments: the Emotional Intelligence Scale, Job Satisfaction Questionnaire, and Job Performance Questionnaire, which were subjected to validity checks through pilot testing. The reliability coefficients for the instruments were found to be acceptable, with Cronbach's alpha values of 0.79 for emotional intelligence and 0.80 and 0.79 for job satisfaction and performance, respectively. The data collected were analysed using SPSS to determine the relationships among the variables. The findings revealed significant positive correlations between emotional intelligence and job satisfaction (r = 0.349, n = 102, p &lt; 0.0001) and between emotional intelligence and job performance (r = 0.368, n = 102, p &lt; 0.05). This suggests that teachers with higher emotional intelligence tend to experience greater job satisfaction and perform more effectively. The study concludes that emotional intelligence is a vital predictor of teacher job satisfaction and job performance. A teacher with high-level emotional intelligence is less likely to be severely impacted by stressors than those with low emotional intelligence. Emotional intelligence enhances teachers’ ability to work in teams and ensure organisational effectiveness. The study recommends that the Ministry of Education should integrate emotional intelligence assessments into teacher recruitment and training to improve classroom effectiveness. By prioritising emotional intelligence in teacher professional development programs, educational authorities can foster a more committed and effective teaching workforce, ultimately benefiting students' academic outcomes.

Purpose– The purpose of this paper is to attempt to investigate how emotional labor strategies (i.e. surface acting and deep acting) affect job performance through job satisfaction. Another important objective of this study was to see whether perceived organizational support (POS) moderates the relationship between emotional labor strategies and job-related outcomes (i.e. job satisfaction and job performance).Design/methodology/approach– Structural equation modeling analysis provided support for the hypotheses from a sample of 309 South Korean department store sales employees.Findings– The results revealed that surface acting had a negative effect, whereas deep acting had a positive effect on job satisfaction. In addition, the relationship between emotional labor strategies (i.e. surface acting and deep acting) and job performance was significantly mediated by job satisfaction. Finally, POS significantly moderated the relationship between surface acting and job satisfaction, as well as the relationship between deep acting and job performance.Originality/value– The findings of this study contributed to the literature by identifying the relationship between surface and deep acting on organizational outcomes (i.e. job satisfaction and job performance), especially in a collectivist society (i.e. South Korea). In addition, this study also confirmed the important role of POS based on the norm of reciprocity between an organization and its members.

The purpose of this research was to examine the relationship between job autonomy and work outcomes (job performance, job satisfaction and job stress), self efficacy as a mediating variable. This research also investigated the impact of job satisfaction on job performance and job stress on job performance. Variables in this research were measured via a survey of 190 banking salespersons in D.I. Yogyakarta and Solo. Structural Equation Modeling (SEM) were used to examine the effects of job autonomy on work outcomes, job satisfaction on job performance, and job stress on job performance. Results showed that the estimated model in this research is acceptable based on its score of the goodness of fit index. The structural relationship showed that job autonomy significantly related to job satisfaction and performance, but not significant with job stress. It also showed that self efficacy partially mediated the relationship between job autonomy and job satisfaction, and job performance. In addition, this research found that self efficacy not mediated the relationship between job autonomy and job stress. There was no significant relationship between job autonomy and job performance but this research showed that job satisfaction significantly related to job performance. Finally, these results had an important implication to managers in designing job.

The study examines how surface acting and deep acting affect emotional exhaustion and job performance in the hotel industry and whether emotional intelligence has a moderating effect on the relationship. The study was conducted using a questionnaire survey, and the data were analyzed using a structural equation model. The main findings of the study demonstrate that surface acting has no effect on emotional exhaustion while deep acting has a negative effect on emotional exhaustion. This indicates that deep acting not only produces better service performance but also reduces emotional exhaustion. Moreover, surface acting and deep acting both have a positive effect on job performance, showing that both acting skills are all about demonstrating a better job performance at work. Furthermore, emotional intelligence has a moderating effect on the relationships between surface acting and job performance and deep acting and job performance, this indicates that employees with higher emotional intelligence are more likely to perform a more effective outcome of acting on job performance, regardless of whether it is surface acting or deep acting. But this phenomenon only occurs when employees are not experiencing emotional exhaustion. If employees are already experiencing emotional exhaustion, emotional intelligence does not have any moderation effect on job performance.

This study investigates emotional labor and its impact on frontline service employees (FSE). Emotional labor is defined as the stress of regulating one’s emotional displays in response to display rules (Diefendorff and Gosserand 2003). FSE experience emotional labor as they regulate their inner or felt emotions in order to display the appropriate emotions to the customer. Displaying appropriate emotions to customers is very important to service organizations because it affects customer affect and evaluation of service quality (Pugh 2001). Unlike previous research which focuses mostly on the customer’s experience during a service encounter, this paper focuses on FSE and their performance during the service encounter. In particular, this study looks at emotional labor and its impact on (1) customer service, (2) job performance, and (3) job satisfaction. This study attempts to explain the important role that emotional labor plays in the performance of FSE. Data was collected by students in a services marketing course at a southeastern university. A total of one hundred and eighty-nine service employees participated in the study Smart PLS (Ringle et al 2005) was used to assess the measurement model and the structural model. The results from the survey show that surface acting has a negative impact on customer service and job satisfaction and deep acting has a positive impact on customer service, job performance, and job satisfaction. This paper contributes to the marketing literature by demonstrating the effects of emotional labor on FSE job outcomes. Managerial implications of this study are that (1) organizations should consider recruiting and selecting FSE who use deep acting and (2) organizations should consider evaluating FSE on deep acting rather than surface acting because of the many benefits of deep acting, and (3) organizations should consider training their current employees on how to be perform deep acting

Emotional labour, job satisfaction and organizational commitment amongst clinical nurses: A questionnaire survey

A study of emotional labor in librarianship

One of the most significant concepts that have been introduced to management and psychology over the past ten years is emotional intelligence. This study sought to investigate the connection between emotional intelligence, job satisfaction, and job performance, in higher education settings. The academic staff of Ethiopian higher education institutions made up the population from which our sample was drawn. There was a total of 388 questionnaires given to participants who were chosen at random. The analysis was conducted using 315 questionnaires from these. Employees' emotional intelligence was found to be positively and significantly correlated with job satisfaction and performance, but the relationship between job satisfaction and job performance was found to be insignificant. In a similar vein, the connection between emotional intelligence and job performance at work is unmediated by job satisfaction. The findings highlight the significance of emotional intelligence and its influence on workplace situations. During the recruitment phase, service industries should strongly consider using an Emotional Intelligence test to assess an individual's capacity to control their emotions and recognize those of others, thereby increasing job satisfaction and performance.

Turnover is a costly and time-consuming expense, especially for service industry businesses. To date, little is known about whether and how emotional labor may activate employee turnover intention in the service industry. In order to solve the above problems and fill the gaps, this study aimed to verify how emotional labor can trigger turnover intention during the COVID-19 pandemic. Based on job characteristics theory and job demands–resources theory, this study examined whether emotional display rules and emotional labor strategies affect turnover intention brought on by emotional exhaustion and job dissatisfaction, with fear of COVID-19 as a moderator. After testing our hypotheses using a sample of 623 individuals from China’s service industry, this study found that emotional display rules (positive and negative display rules) are significantly related to emotional labor strategies (deep acting, expression of naturally felt emotions, and surface acting). In particular, positive display rules have a positive impact on deep acting and the expression of naturally felt emotions and are more closely related to the expression of naturally felt emotions. Negative display rules negatively affect surface acting. Moreover, emotional labor strategies correlate significantly with emotional exhaustion, job satisfaction/dissatisfaction, and subsequent turnover intention. Thus, deep acting and the expression of naturally felt emotions are related to low emotional exhaustion and high job satisfaction, while surface acting is related to high emotional exhaustion and low job satisfaction. Emotional exhaustion has a negative effect on job satisfaction and a positive effect on turnover intention. Job satisfaction significantly weakens turnover intention. In addition, fear of COVID-19 has a moderating effect on the relationship between job satisfaction and turnover intention. The group with a high fear of COVID-19 has higher turnover intention even in job satisfaction situations than the group with a low fear of COVID-19. This work advances emotional labor research by combining two dimensions of emotional display rules and three dimensions of emotional labor strategies into a framework, investigating the mechanism through which emotional labor influences turnover intention, and revealing the moderating effect of fear of COVID-19 in the process.

Nearly half of public sector jobs involve emotional labor and the studies on emotional labor in the public service have been growing nowadays. However, prior studies on the consequences of the dimensions of emotional labor (surface acting and deep acting) have revealed the mixed findings, especially relations with job satisfaction in the public service. To clarify inconsistent results of the relationship between emotional labor and job satisfaction, this study incorporates emotional intelligence as the mediator in a sample of public service employees in South Korea. Theoretically, those who perform emotional labor are more highly satisfied with their jobs when they possess higher levels of emotional intelligence skills. The findings revealed that only deep acting and job satisfaction was significantly and positively related and only emotional-self regulation was partially mediated among the dimensions of emotional intelligence between deep acting and job satisfaction. While this study focuses on the South Korean context, findings also raise awareness to Western culture context.