Influence Of Emotional Labor Research Articles

고객접점 진료행정직원의 감정노동이 직무몰입행동에 미치는 영향

고객접점 진료행정직원의 감정노동이 직무몰입행동에 미치는 영향

요양병원 요양보호사의 감정노동, 직무스트레스 및 소진이 이직의도에 미치는 영향

요양병원 요양보호사의 감정노동, 직무스트레스 및 소진이 이직의도에 미치는 영향

A Study on the Influence of Emotional Labor on Job Satisfaction: Focusing on the Moderating Effect of Perceived Organizational Support

A Study on the Influence of Emotional Labor on Job Satisfaction: Focusing on the Moderating Effect of Perceived Organizational Support

골프장 캐디의 감정노동이 직무스트레스와 직무만족에 미치는 영향

골프장 캐디의 감정노동이 직무스트레스와 직무만족에 미치는 영향

골프연습장 종사자의 감정노동이 고객 서비스에 미치는 영향

골프연습장 종사자의 감정노동이 고객 서비스에 미치는 영향

Influence of Emotional Labor and Nursing Professional Values on Job Satisfaction in Small and Medium-sized Hospital Nurses*

Purpose: This study was done to investigate the correlation among emotional labor, nursing professional values, and job satisfaction and identify factors that affect job satisfaction of nurses working in small and medium-sized hospitals. Methods: Data were collected from 214 nurses in S city. The following measurement tools were used: Emotional labor by Morris et al. (1996), Nursing Professional Values Scale by Yeun et al. (2005), and Index of Work Satisfaction by Stamps et al. (1978). Collected data were analyzed with SPSS/WIN 18.0 using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. Results: Participants` scores for emotional labor, nursing professional values and job satisfaction were , , and respectively. Emotional labor showed a negative correlation with job satisfaction (r

The influence of Emotional Labor on Turnover intention and Customer Orientation Mediated by Burnout and Work Engagement : The Moderating effect of reward on manager at support centers for startup

The influence of Emotional Labor on Turnover intention and Customer Orientation Mediated by Burnout and Work Engagement : The Moderating effect of reward on manager at support centers for startup

The Influence of Emotional Labor on Burnout: Centered on the Stress Coping Strategy and Moderating Effect of Social Support

The Influence of Emotional Labor on Burnout: Centered on the Stress Coping Strategy and Moderating Effect of Social Support

종합병원 간호사의 감정노동이 직무몰입, 직무만족 및 이직의도에 미치는 영향

본 연구의 목적은 종합병원 간호사의 감정노동이 직무몰입, 직무만족 및 이직의도에 미치는 영향을 파악하기 위하여 시도된 서술적 조사연구이다. B시에 소재한 종합병원 간호사 258명에 대한 자료를 2013년 10월 11일부터 11월 30일까지 수집하여 SPSS win 21.0 프로그램을 이용하여 분석하였다. 연구 결과 감정노동은 평균 3.47점, 직무몰입은 2.94점, 직무만족 2.88점, 이직의도는 3.49점으로 나타났으며, 감정노동과 직무몰입, 직무만족과의 관계는 부적 상관관계를 나타냈으며, 이직의도와는 정적 상관관계를 나타냈다. 대상자의 일반적 특성을 통제한 후 감정노동은 직무몰입에 대해서는 33.9%, 직무만족에 대해서는 16%, 이직의도에 대해서는 19.8%의 설명력을 보였다. 이러한 결과는 감정노동이 종합병원 간호사의 직무몰입과 직무만족에 부정적으로 영향을 미치며, 간호업무수행에 높은 영향력을 미치게 되어 업무성과를 감소시키게 되고, 이직의도를 증가시키는 중요한 요인이 된다. 따라서 본 연구결과로 종합병원 간호사에게 감정노동을 관리하기 위한 전략을 마련하여 간호의 질적인 향상을 도모할 수 있을 것이다. 【This study investigated the emotional labor factors influencing job involvement, job satisfaction and turnover intention of clinical nurses. Study subjects were 258 nurses at a hospital in B city. The data was collected from October 11, to November 30, 2013. The data was analyzed using the SPSS win 21.0 program. The mean scores were 3.47 for emotional labor, 2.94 for job involvement, 2.88 for job satisfaction, and 3.49 for turnover intention. Emotional labor was negatively correlated with job involvement and job satisfaction, but positively correlated with the turnover intention. Multiple regression analysis showed that the participant characteristics after controlling for emotional labor had 33.9% of the explanatory power on job involvement 16% on job satisfaction, and 19.8% on the turnover intention. The results indicate that the emotional labor of nurses influences their job involvement, job satisfaction and turnover intention Therefore, it is necessary to concentrate on improving the emotional labor of nurses to increase their job involvement and job satisfaction.】

Emotional Contagion at Work

This article describes an in-class exercise designed to demonstrate the concept of emotional contagion. Empirical research has found that leader emotional displays at work relate to various member work attitudes and performance. However, students may have a difficult time understanding how and why emotions can influence organizational outcomes. Thus, the objective of this in-class exercise is to demonstrate how quickly and easily leader emotional displays stimulate contagion among group members. In addition, this exercise allows students to reflect on the influence of emotional labor and displayed versus felt leader emotional displays in organizations. Specifically, the exercise uses exaggerated leader emotional displays, and students get the opportunity to experience and reflect on how both authentic and inauthentic emotional displays are contagious. After reviewing the literature concerning emotional contagion, emotional labor, and emotional regulation strategies, this exercise is described in detail and class discussion points are presented. Finally, the article ends with advice on how to incorporate this experiential exercise in other undergraduate and graduate management courses and how instructors might use our findings.

Influence of Emotional Labor on Job Satisfaction, Intent to Leave, and Nursing Performance of Clinical Nurses

Purpose: The purpose of this study was to analyze emotional labor factors influencing job satisfaction, intent to leave, and nursing performance of clinical nurses. Method: The participants were 384 clinical nurses working in a hospital. Study design was cross sectional survey. Subcategories of emotional labor (frequency of emotional labor, attentiveness of emotional display, mismatch of emotions) of emotional labor were dependent variables. Job satisfaction, intent to leave, and nursing performance were independent variables. Data were analyzed by hierarchial multiple regression. Results: The strength of emotional labor of nurses was similar for all participants in spite of differences in age, position, and clinical career. Total score for emotional labor was 3.21, frequency of emotional labor 3.34, attentiveness of emotional display 3.41, and mismatch of emotions 2.87. Mismatch of emotions influenced job satisfaction (F=12.53, p 27%, intent to leave (F=8.51, p 19%, and nursing performance (F=5.80, p 15%, Conclusion: These findings indicate that the factor (mismatch of emotion) is an important variable for clinical nurses in human resource management. Therefore, nurse managers should consider this factor for the improvement of organizational effectiveness.