Abstract
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.
Highlights
Emotional labor is a means for employees to manage their emotions and to express only those requested by their organizations (Hochschild, 1983)
The present study focuses on the impact of emotional labor on sleep, and how sleep problems can further influence job satisfaction and job performance
The one-factor model (Model 2) wherein all the variables are loaded on one global factor report poor fit [χ2 (d.f. = 252) = 5371.357, goodness-of-fit index (GFI) = 0.641, comparative fit index (CFI) = 0.384, Tucker–Lewis index (TLI) = 0.325, root-mean-square error of approximation (RMSEA) = 0.153, and SRMR = 0.134]
Summary
Emotional labor is a means for employees to manage their emotions and to express only those requested by their organizations (Hochschild, 1983). Previous studies have demonstrated the direct effects of emotional labor (or emotional dissonance) on organizational outcomes (Kammeyer-Mueller et al, 2013; Deng et al, 2017; Grandey and Sayre, 2019) and employee well-being (Hintsanen et al, 2014; Wagner et al, 2014; Diestel et al, 2015; Grandey and Sayre, 2019). Deng et al (2017) explored the mechanism of ego depletion between emotional labor and coworker harmful behavior, whereas Wagner et al (2014) examined the mechanism of anxiety between surface acting and emotional exhaustion and insomnia
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