Abstract
Research on emotional labor focus on related employees’ work outcomes, well-beings, and dissonances that could be ignored some moderation effects especially between emotional labor and job involvement. This study focused on difference types of PE fit that individual fit takes a moderation role between emotional labor and job involvement. Data from 230 convenience store full time (71.7%) and part time (28.3%) working employees were collected. Results indicate that difference types of PE fit predicated moderating effects influenced the relationship between predictor (emotional labor) and criterion variables (job involvement). In sum, in describing PE fit mediating the relationships between emotional labor and job involvement,Further, we have made the points that (a) emotional labor can indirectly influence job involvement by the mediating processes of perceived person-environment, (b) person-environment fit revealed partially mediating effects on the relationship between emotional labor and job involvement, (c) among emotional labor, PE fit, and job involvement regarding significance positive effects.
Highlights
Occurring in “face-to-face” or “voice-to-voice” interactions with customers (Hochschild, 1983), emotional labor is central to many service occupations where employees are the first point of contact customers have with the organization that have been studied over three decades (Gabriel, Daniels, Diefendorff, & Greguras, 2015)
Many recent studies have focus on the emotional labor process (e.g., Grandey, 2000), which includes the perception of emotional display rules, the perception of intrapsychic experiences
In sum, in describing PE fit mediating the relationships between emotional labor and job involvement, we have made the points that (a) emotional labor can indirectly influence job involvement by the mediating processes of perceived person-environment, (b) person-environment fit revealed partially mediating effects on the relationship between emotional labor and job involvement, (c) among emotional labor, PE fit, and job involvement regarding significance positive effects
Summary
Occurring in “face-to-face” or “voice-to-voice” interactions with customers (Hochschild, 1983), emotional labor is central to many service occupations where employees are the first point of contact customers have with the organization that have been studied over three decades (Gabriel, Daniels, Diefendorff, & Greguras, 2015). The most common way to examine these emotional labor process is to conduct employees’ self-report and to examine the relationships of each response with predictors and criterions (e.g., Brotheridge & Lee, 200.; Diefendorff, Croyle, & Gosserand, 2005; Grandey, 2003). Few study conducted to job involvement which Wu & Cheng (2006) noted the interaction relationship between job involvement and emotional labor. No evidence to examine the direct relationship between emotional labor and job involvement. These ideas suggest that types of mediator between emotional labor and job involvement likely exist
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