Dirty work, emotion work and safety work. Experiencing rape threats as a feminist researcher

The influence of emotional labour and emotional work on the occupational health and wellbeing of South Australian hospital nurses

In the sport for development and peace (SDP) field, emotions play a key role. The purpose of this study was to examine how SDP practitioners in organizations serving refugees use emotion work and emotional labor strategies that seek to manage their own and other’s emotions. The conceptual framework guiding this study brings together literature on emotion work and emotional labor. A qualitative research design was used, and 14 semi-structured interviews were undertaken from May to July 2023 with SDP practitioners (e.g. program directors, founders, project managers) from organizations located in North America, Africa, Europe, Asia, and South America. Data analysis led to the construction of three themes, including: (1) humanizing in storytelling; (2) controlling emotions in the management of SDP implementation; and (3) caring. Humanizing in storytelling sought to challenge people’s assumptions about the refugee communities SDP organizations work with. Controlling emotions refers to the emotional labor and work that practitioners engage in to manage their own feelings when working with refugees. Caring for how refugees are represented and acknowledging emotions in SDP implementation underpins the first and second themes. This study advances a deeper understanding of the reflexive, purposeful work SDP practitioners undertake to ensure care for and of refugees. Theoretically, the study demonstrates how the emotional labor of individuals connects with and plays a role in emotion work carried out at an organizational level. SDP practitioners should consider both staff and program participant’s emotions and include training in emotional regulation for programs.

The role of self-efficacy in performing emotion work

This paper investigates the phenomenon of mothers’ emotional labour in relation to children's transfer from first- to second-level schooling: a time that has been shown to pose significant challenges for students and their families. It seeks to break the silence that surrounds the recognition and production of emotional labour in general, and specifically in relation to education. Drawing on 25 case studies, this research explores in-depth both the extent and nature of emotional work in mothers’ daily practices. Against that backdrop it identifies the specific emotional work performed at school transfer. It examines mothers’ common experiences in shouldering emotional education work and finds that mothers are key education workers. This research suggests that mothers’ lives are shaped by caring labour including education work: labours that are largely unseen but that are inalienable, and demanding on their time and energies.

In this chapter, we use the concepts of emotional labor or emotion work to examine the experiences of transracial families – white families rearing Black adoptees. We focus on the emotion work done by the parents to inculcate and develop positive racial identities for their adoptive children as their adoptees experience racial mistreatment. We also use the concept of white racial framing to examine strategies for effectively coping with racial mistreatment. African Americans have more emotion work than the members of dominant group because of their status as stigmatized minorities in American society. African Americans adopted by white families have even greater emotion work because they tend to have the extra burden of living in predominately white communities where there are fewer people of color to serve as positive role models in the socialization process.

Intimate relationships require work, but not all efforts promote closeness. This study examines how emotional labor (EL) and emotional work (EW) influence relationships, distinguishing between efforts that drain partners and those that promote intimacy. EL is defined as managing emotions to fulfill professional role demands, while EW describes the unpaid, often invisible emotional regulation in personal relationships motivated by caregiving roles. However, the authenticity of the relationship may suffer when caregiving norms force EW to mirror EL’s performative demands. Through thematic analysis of interviews with 19 Russian respondents in heterosexual and same-sex relationships, we uncovered the cycle of EW: monitoring, empathy/self-empathy and emotional expression modulation. Gender norms strongly influenced EW with individuals both conforming to and challenging traditional role expectations. Notably, EW was experienced as a growth opportunity when it aligned with a person’s self-concept and was practiced consciously. In contrast, when it was imposed or used to hide genuine feelings, it became particularly emotionally draining. For counselors, effective intervention requires focusing not only on the quantity of EW, but also on its meaning and acknowledgment. By viewing it as a learnable skill couples can reduce defensiveness and approach EW as a shared growth process.

This study seeks to identify effects derived from emotional labor in the distribution industry, and draw ways to systematically manage the employees by exploring e ffects of the emotion work on performance. For the purpose, literature reviews and empirical experiments were conducted to find out effects of emotional labor and false face acting on emotion wor k and organizational performance and effects of social support and job autonomy on the relationship between emotion work and organizational performance. To verify the hypothesis, we conducted a hierarchi cal regression analysis and structural equation model analysis using SPSS 20 and AMOS19. The result of the verification in this study is as follows: First, effects of emotional labor on burnout was found to be statistically significant, second, as for the path-coefficient for “emotional labor→emotion work” and “em otional labor → job satisfaction” was not statistically significant, while the path-coefficient f or “emotional labor → service level” was found to be statistically significant. Third, effects of emotio n work on job satisfaction was found statistically significant, fourth, emotion work on the service level was found statistically significant, fifth, effects of false face acting on emotion work was found statisti cally significant, sixth, effects of false face acting on burnout was statistically significant, seventh, moderating were found statistically significant and lastly, moderating effects of the relationship between emotion work from job autonomy and organization performance was not verified in job satisfacti on, while emotion work, job autonomy, and interaction variable in service level were statistically si gnificant.Keyword: Emotional Labor, Emotional work, Social Support, Job A utonomy†Corresponding Author : Chesoong Kim, Business Administration, SANGJI UNIVERSITY, Wonju, Korea, E-mail: dowoo@sangji.ac.kr Received April 20, 2015; Revision Received July 01, 2015; Acc epted July 03, 2015.

There is growing interest in the role of emotion when considering communication in the workplace. This work has most often considered workers in front-line service positions in investigations of emotional labor, and human service workers in investigations of empathy and emotional work. In this study, we consider processes of both emotional labor and emotional work in the financial planning profession. Financial planners occupy a role requiring ongoing relationships with clients, conversations about the often emotional topic of money, and a need to manage emotion in a variety of interaction contexts. Thus, from extant theory and literature regarding emotion and communication, we proposed research questions regarding the roles of emotional labor and emotional work in the financial planning profession. These questions were investigated in a web-based survey study of almost 300 professional financial planners and supporting interviews with 14 financial planners. Results indicate support for existing theory on emotional work, extensions to current research regarding emotional labor, and important implications for the role of emotion and communication in a range of professional service roles.

Emotion work and psychological well-being

This qualitative study investigated teachers’ motivation to perform emotion management (i.e., emotional labor and emotion work) in coping with students’ discipline problems. Semi-structured interviews were conducted with 24 Israeli teachers. Findings indicate that teachers experienced emotional distress when confronted with discipline problems. The study also found that teachers mentioned motivation to perform emotional management related to emotional labor and emotion work to manage their negative emotions. Role modeling, professional standards, preservation of status and authority, and effectiveness were the main introjected and external motivations associated with emotional labor; moral compass and authentic emotional discourse were the main integrated and identified motivations associated with emotion work. Reference to emotional labor aspects was more frequently made by secondary school teachers than among primary school teachers. The theoretical and practical implications of the findings are discussed.

Fear of contamination is central to our thinking about ‘dirty work’, that is, tasks and occupations that carry a stigma owing to being perceived as having degrading, disgusting, or immoral qualities. However, most existing literature focuses on the symbolic dimension of taint – particularly, dirty workers’ cognitive, ideological tactics to counter taint. Although contamination has more material consequences, the processes through which it is experienced and contained in dirty work have not yet been well explicated. Drawing on an ethnographic study of work in two Danish prisons, this article offers an opportunity to see behind the walls and gain insight into the extreme emotional dirty work of prison officers as they face burdensome emotional encounters with manipulative and intimidating inmates. As society’s agent in the containment of inmates’ emotional dirt, officers, as emotional labourers, risk contamination if they give in to inmates’ pressure and manipulation and do them illicit favours. I use embodied phenomenology as an original and fertile approach to deepen the understanding of how contamination occurs in emotional dirty work and the bodily responses that workers engage in to resist it. Drawing on these findings, I extend our understanding of emotional dirty work.

Emotionsarbeit ist eine Arbeitsanforderung in Serviceberufen.\nDiese beinhaltet Forderungen der Serviceorganisation an\nServicemitarbeiter, in Kundeninteraktionen bestimmte Emotionen\nauszudrücken und die dazu notwendigen Emotionsregulationsstrategien\ndes Servicemitarbeiters. Verschiedene Konzepte und Perspektiven in\nder Literatur zur Emotionsarbeit werden in ein\nRedefinitions-Selbstregulationsmodell der Emotionsarbeit\n(RS-Modell) integriert. Dieses Modell lehnt sich an das allgemeine\narbeitspsychologische Modell zur Erfassung von Effekten von\nArbeitsaufgaben von Hackman (1969, 1979) an und überträgt es auf\nFragestellungen der Emotionsarbeit. Die vorliegende Untersuchung\nversucht, relevante Prädiktoren und Konsequenzen von\nEmotionsarbeitsanforderungen aus der Literatur zur Emotionsarbeit\nauszuwählen und sie in das postulierte Rahmenmodell (RS-Modell) zu\nintegrieren. Hieraus werden 14 Propositionen abgeleitet. Der erste\nTeil des RS-Modells unterscheidet Emotionsarbeitsanforderungen als\nvon der Organisation vorgegebene Erwartungen (= externale\nAufgaben), Aufgabenredefinitionsprozesse des Servicemitarbeiters,\nin denen die externalen Aufgaben in internale Repräsentationen\ndieser Aufgaben transformiert werden, und das Ergebnis dieser\nRedefinition (= internale Aufgaben). In einer Feldstudie mit\nPolizisten (N = 221), Lehrern (N = 209) und Reiseverkehrskaufleuten\n(N = 202) und in drei Experimenten (Exp. 1: N = 80, Exp. 2: N = 20\nund Exp. 3: N = 30) mit Studierenden, werden aus den Propositionen\nHypothesen abgeleitet und empirisch überprüft, die Determinanten\nfür externale Aufgaben und deren Effekte postulieren. Die\nErgebnisse der Feldstudie zeigen, dass die drei sehr\nunterschiedlichen Seviceberufe vorhersagbare Unterschiede in\nEmotionsarbeitsanforderungen haben. Die Experimente beinhalten die\nEntwicklung eines Paradigmas zum Nachweis der Hypothese, dass\nEmotionale Dissonanz eine externale Arbeitsaufgabe ist. In allen\ndrei Experimenten führt die Manipulation der externalen\nArbeitsaufgabe zu vorhersagbaren Konsequenzen. Propositionen zur\nRedefinition von Emotionsarbeitsaufgaben werden in einem zweiten\nTeil der Feldstudie mit Polizisten, Lehrern und\nReiseverkehrskaufleuten untersucht. Es wird postuliert, dass\norganisationale Sozialisation (die Art und Weise, wie\nOrganisationen ihre Rollenerwartungen kommunizieren) externale\nAufgaben definiert und die entscheidende organisationale\nDeterminante der Aufgabenredefinition in der Emotionsarbeit\ndarstellt, und dass berufliche Identität (selbstauferlegte\nRollenerwartungen) die entscheidende personale Determinante der\nAufgabenredefinition in der Emotionsarbeit darstellt. Die\nErgebnisse der Feldstudie unterstützen diese Propositionen. Das\nRedefinitions-Selbstregulationsmodell der Emotionsarbeit ist ein\nnützliches Rahmenmodell für die Integration vorliegender Befunde\nder Emotionsarbeitsforschung in ein allgemeines\narbeitspsychologisches Rahmenmodell. Somit können Fragen\nsystematisch untersucht und beantwortet werden, wie positive\nEffekte der Emotionsarbeit durch Arbeitsgestaltungsmaßnahmen\nverstärkt und negative Effekte vermieden werden können.

Although emotion work and emotional competence focus on similar processes, there has been a lack of integration between the 2 concepts. Emotion work is the regulatory effort to express organizationally desired emotions, whereas emotional competence encompasses skills that focus on how people deal with and regulate their own affect and that of others. The general hypothesis of this study was that emotional competence can be regarded as an important personal resource in emotion work because it moderates the relationships between work characteristics, emotional dissonance, and outcome variables. Eighty-four service employees completed a questionnaire on their working conditions and their well-being. In addition, peer ratings for emotional competence were completed. The authors found that emotional competence moderated most of the proposed relationships between work characteristics and emotional dissonance, between emotional dissonance and outcome variables, and between work characteristics and outcome variables.

The main intension of this paper is to challenge the dominance of emotional labour in professional nursing. The article begins by evaluating the central conceptual and definitional aspects of emotional labour, emotion work and emotional work. The purpose of this discussion is to argue against the false public and private dichotomy that has plagued emotional labour and emotion work. Second, it is proposed that the central and helpful defining aspects of emotional labour and emotion work are Marx's concepts of exchange-value and use-value. These defining attributes are used in conjunction with other re-conceptualisations, which unite these terms in order to create more encompassing constructs that are useful for focusing on the waged and unwaged aspects of professional nurses' emotional work response behaviours. Finally, the use of emotional labour in professional nursing is contested on the grounds that the construct has limited theoretical and empirical utility for researching the complex nature of professional nurses' emotional work response behaviours. It is recommended that a more robust encompassing concept needs to be developed, which accurately reflects the nature and complexity of professional nurses' waged and unwaged emotional work response behaviours, as they are important overlooked facets of behaviour that can be theoretically related to professional nurses' contextual performance. The paper provides a better understanding of professional nurses' emotional work response behaviours, which benefit nursing research and practice by drawing on other areas of theory and research.

Prior analyses of player interactions within massive multi-player online environments (MMOs) rely predominantly on understanding the environments as spheres of leisure—places to “escape” the stress of the “real world.” We find in our research on the World of Warcraft, a popular online role-playing game suggests that, in fact, social interaction within the game more closely resembles work. Successful play requires dedicated participants who choose to engage in a highly structured and time-consuming “process” of game progression. Simultaneously, players must also actively engage in the “emotional labor” of acceptably maintaining standards of sociability and guild membership constructed by their gaming peers. We posit that these expectations of both structured progression work and emotional maintenance work significantly blur the existing lines between categorizing work and leisure. While the assumption of leisure shrouds the general expectation of gaming interaction, we suggest a “play as work” paradigm more clearly captures the reality of the demands of The World of Warcraft.Keywordsemotional laborworkvideo games World of Warcraft sociabilityMMORPGinteraction patternssocial dynamics