Labor Strategies Research Articles

More than one strategy: A closer examination of the relationship between deep acting and key employee outcomes.

The relationship between emotional labor strategies (i.e., deep acting and surface acting) and employee outcomes has been often studied. Yet, although the impact of surface acting on employee well-being is clear, findings regarding deep acting have been inconsistent. In the present study, we propose that this may be explained by the multidimensional nature of deep acting, which subsumes different specific emotion regulation strategies. With a 5-day diary study, we investigated the links between subtypes of deep acting (i.e., cognitive change and attentional deployment) and key employee outcomes (i.e., mental fatigue, self-authenticity, and rewarding interactions) in a sample of 244 employees. Multilevel analyses confirmed that different emotion regulation strategies underlying deep acting were differentially related to employee outcomes, which may explain the mixed results of previous research examining deep acting as a uniform construct. Theoretical and practical implications of considering specific emotion regulation strategies underlying deep acting are discussed. (PsycINFO Database Record (c) 2020 APA, all rights reserved).

Dyadic and triadic search: Benefits, costs, and predictors of group performance.

In daily life, humans often perform visual tasks, such as solving puzzles or searching for a friend in a crowd. Performing these visual searches jointly with a partner can be beneficial: The two task partners can devise effective division of labor strategies and thereby outperform individuals who search alone. To date, it is unknown whether these group benefits scale up to triads or whether the cost of coordinating with others offsets any potential benefit for group sizes above two. To address this question, we compare participants' performance in a visual search task that they perform either alone, in dyads, or in triads. When the search task is performed jointly, co-actors receive information about each other's gaze location. After controlling for speed-accuracy trade-offs, we found that triads searched faster than dyads, suggesting that group benefits do scale up to triads. Moreover, we found that the triads' divided the search space in accordance with the co-actors' individual search performances but searched less efficiently than dyads. We also present a linear model to predict group benefits, which accounts for 70% of the variance. The model includes our experimental factors and a set of non-redundant predictors, quantifying the similarities in the individual performances, the collaboration between co-actors, and the estimated benefits that co-actors would attain without collaborating. Overall, the present study demonstrates that group benefits scale up to larger group sizes, but the additional gains are attenuated by the increased costs associated with devising effective division of labor strategies.

Investigating the Relationships between Perceived Organizational Support, Emotional Labor Strategies, Emotional Exhaustion, Organizational Commitment, and Job Performance

This paper aims to investigate the impact of perceived organisational support on emotional labour (EL) strategies as well as the relationships between these strategies, emotional exhaustion (EE), o...

Clinical characteristics in spontaneous preterm delivery and novel strategy for preterm labor, and for prevention of spontaneous preterm delivery

Clinical characteristics in spontaneous preterm delivery and novel strategy for preterm labor, and for prevention of spontaneous preterm delivery

항공사 객실승무원의 감정노동전략, 감정부조화, 조직냉소주의 관계연구

항공사 객실승무원의 감정노동전략, 감정부조화, 조직냉소주의 관계연구

The toll of service climate on employees: an emotional labor perspective

PurposeThe existing research on service climate emphasizes its benefits for customers, employees and organizational outcomes. Service climate translates into organizational expectations from service employees to continuously show appropriate emotions when engaging with clients. However, these expectations may also take a toll on employees, who need to regulate their emotions using emotional labor strategies in order to conform to the organization’s expectations. Hence, the purpose of this paper is to examine the relationship between the service climate and employees’ use of emotional labor strategies, and investigate how service employees’ service knowledge, skills, abilities and other attributes (KSAOs) affect this relationship.Design/methodology/approachIn two separate studies, one with a sample including 100 nurses working in 15 wards, and the other comprised of 244 luxury hotel chain employees working in 39 departments, participants were surveyed about their perceptions of the service climate and their use of emotional labor strategies. In addition, each participant’s direct manager assessed his/her service KSAOs.FindingsResults demonstrated a positive association between the service climate and the use of surface emotional labor strategies for employees who had limited service KSAOs.Practical implicationsOrganizations may choose to hire service employees based on their service-related KSAOs and develop training and development programs for those who have fewer capabilities in these areas. In addition, organizations may want to rethink the traditional climate-induced emotional display rules and emphasize instead more authentic service encounters in order to lessen the toll that service climate takes on certain employees.Originality/valueWhile service climate depicts the core values and beliefs of the organization about service, and helps employees to translate them into behaviors that promote high service performance, the current paper points to a potential toll it may have on employees well-being due to their use of surface emotional labor strategies.

Do emotional labour strategies influence emotional exhaustion and professional identity or vice versa? Evidence from new nurses

The aim was to examine the reciprocal relationships of emotional labour strategies with emotional exhaustion and professional identity. This study adopted a four-wave cross-lagged panel design. Survey data were collected in 2018 from a sample of 171 newly hired nurses from 58 hospitals in 11 provinces of China. Nurses' emotional labour (i.e., deep acting and surface acting), emotional exhaustion and professional identity were repeatedly measured. Cross-lagged panel analyses were conducted to examine the reciprocal relationships we hypothesized. We found that emotional exhaustion was positively related to surface acting (but not vice versa); deep acting was negatively related to emotional exhaustion (but not vice versa); professional identity was positively related to deep acting (but not vice versa). Our findings suggest that deep acting and professional identity may decrease the level of emotional exhaustion, whereas emotionally exhausted nurses are more likely to employ surface acting strategies. This research finding will have an impact on the nursing management. Healthcare managers may consider workshops or training and development programs that promote nurses' professional identify to promote nurses' use of deep acting and consequently reduce their level of emotional exhaustion, which has been associated with a variety of negative consequences, such as low quality of patient service, high medical accidents, and turnover rate.

A Moderated Mediation Model of Emotional Labor and Service Performance: Examining the Role of Work–Family Interface and Physically Active Leisure

ABSTRACTTaking a resource perspective of work–family interface, we tested a moderated mediation model where physically active leisure moderates the influences of emotional labor strategies (surface vs. deep acting) on employee in-role (i.e., job performance) and extra-role service performance (i.e., extra-service behavior and cooperation behavior) through work–family interface (work-family conflict and work-family enrichment). Conditional indirect and direct effects were tested by PROCESS with a matched sample of 374 hair designers and their supervisors. The results show that work-family conflict mediates the negative relationships between surface acting and employee service performance, while work-family enrichment mediates the influence of deep acting on service performance. Furthermore, physically active leisure serves as a key resource that enhances the indirect effects of deep acting through work-family enrichment. We discuss the theoretical and practical implications of these findings.

Emotional Labor Strategies, Stress, and Burnout Among Hospital Nurses: A Path Analysis.

This study aimed to examine the associations among emotional labor strategies, stress from emotional labor, and burnout in nurses. We employed a descriptive cross-sectional design. Data were collected from May to November 2018 in South Korea using structured questionnaires. Participants were 303 nurses from 27 hospitals, who were recruited by convenience sampling. Emotional labor strategies (surface acting, deep acting, and expression of naturally felt emotions), stress, and burnout were self-reported. A path analysis using structural equation modeling was performed to examine the associations among the study variables. Bivariate analyses revealed that surface acting was positively correlated with stress and burnout, deep acting was negatively correlated with burnout, and naturally felt emotions were negatively correlated with stress and burnout. The path analysis revealed that surface acting was positively associated with stress, naturally felt emotions were negatively associated with burnout, and the stress from emotional labor was positively associated with burnout. Although surface acting was not directly associated with burnout, it was indirectly associated through stress. Surface acting involves regulation and suppression of one's felt emotions. The findings of this study suggest that hospitals need to reduce expectations for surface acting to reduce nurses' stress and burnout. Organizational efforts to provide interventions that improve nurses' ability to manage their emotions in interactions with patients might effectively foster nurses' well-being. Surface acting might contribute to nurses' burnout, and naturally felt emotions might reduce nurses' burnout. Nurse managers should thus provide opportunities to discuss the utilized emotional labor strategies and encourage appropriate responses depending on the patient context. Programs that promote emotional competence may reduce the adverse effects associated with nurses' emotional labor and foster effective coping strategies.

The relationship between emotional labour and job satisfaction in nursing.

To investigate the relationship between emotional labour strategies and job satisfaction among nurses in Turkey. Nursing is one of the professions in which emotional labour is heavily used. The relationship between emotional labour strategies and job satisfaction has many different consequences in nursing. Although studies have focused on the relationship between emotional labour and job satisfaction among nurses abroad, no studies on the subject have been found in Turkey. A cross-sectional descriptive design was employed. The study was conducted with 281 nurses working in a university hospital and three public hospitals in Manisa, Turkey. Research data were collected using the Personal Information Form, Emotional Labour Scale and Minnesota Satisfaction Questionnaire. Descriptive statistics and Pearson correlation analysis were used in data evaluation. Analyses showed that the type of emotional labour strategy most frequently exhibited by nurses was surface acting. In surface acting, behaviours do not reflect employees' true feelings. Job satisfaction of nurses was higher than the medium level. A negative correlation was found between deep acting and job satisfaction. In deep acting, employees try to feel the emotions appropriate to the behaviour expected of them. Nurses' emotional labour may cause some undesirable consequences. Nurses' emotional labour strategies are related to their job satisfaction levels. Managers should be aware of the emotional labour of nurses and its possible negative consequences. Management strategies that target the negative consequences of emotional labour are important not only for the well-being of nurses but also for the quality of patient care.

The Problem of Employment of College Graduates in the Labour Market of Kazakhstan in the Context of Regional Differences

In modern conditions in Kazakhstan and other countries of the post-Soviet space, the problems of employment of university graduates and the fullest realization of their professional and personal potential are becoming increasingly relevant. At the same time, graduated youth faces a complex of institutional problems in the labour market: – A small number of free jobs, – Bureaucratization, and bribe requests by employers, – Mismatch of acquired knowledge with vacant jobs, – Low degree of compliance of educational programs in higher education institutions with market conditions, – Lack of infrastructure in universities to interact with the labour market, etc. All this leads to dissatisfaction of young people with their professional and social status, to their choice of a profession which not corresponding to their specialty, to the use of personal ties of their family to the detriment of their own desires and qualifications, and therefore to the reproduction of imbalances in the economic system as a whole. Based on the author’s empirical research, the paper describes the development of the market economy of Kazakhstan, and identifies regional problems of its development. It is shown that the transition of the economy from planned and centralized to the market one has led to significant changes in the management of the economy. The authors characterize the modern economy of Kazakhstan, indicating that the uneven distribution of inhabitants in rural districts, the low level of development of rural areas and specialization of production creates an uneven distribution of labour resources, which gives rise to particular problems at labour markets. Youth labour strategies are associated with the economic well-being of areas, that is, the regions. It is shown that the regions are classified not according to the territorial principle adopted in the political-geographical respect, but according to the peculiarities of the labour market. Universities and their graduates are the main source of personnel for the economy of any region, but the demand for specialists depends on the structure of the labour market, the level of development of the national economy in the region, production relations, and socio-demographic characteristics. The paper presents the results of an empirical study of the authors (1.5 thousand respondents were interviewed), showing the problems of young specialists and the imbalances in the modern labour market in Kazakhstan. Recommendations are given on improving the youth employment system.

Seeing subsidies like a farmer: emerging subsidy cultures in Hungary

ABSTRACT This paper explores the role that agricultural subsidies have assumed in the lives and decisions of farmers in Hungary. It provides insights into farmer subjectivities within a rapidly transforming rural political economy where individuals are highly dependent on government transfers. Through ethnography, subsidies are shown to rework traditional notions of farm work and value, with consequences for labour and land use strategies. Subsidies are more than economic tools as the Hungarian state manipulates, rewards and disciplines rural actors. In consequence, new farmer subjectivities and habits comprise traits and labours that are synonymous with ‘new’ farmers who are frequently non-local and mobile.

Switching Expression or Emotion: Emotional Labor Strategy on Negative Word of Mouth Mediated by Customer Satisfaction

This experimental study aimed to examine the effect of emotional labor strategy towards the negative WOM mediated by customer satisfaction. Research of emotional labor context has widely examined its impacts on service employees. The limitations in several studies proved that the opportunity in the indirect effect of emotional labor strategy on negative word of mouth (WOM) is still available. Sixty-two participants were involved in this study and divided into two groups (deep acting versus surface acting) by using videos. PROCESS model moderation proved that emotional labor strategy indirectly affects the negative WOM, mediated by customer satisfaction. This study showed that deep acting strategy can enhance customer satisfaction, therefore the negative WOM can be diminished. In contrast, surface acting strategy affects the decrease of customer satisfaction and thus it can raise the intention of the negative WOM. Emotion modification would be more effective through the deep acting strategy in transmitting the positive emotion for the customer, than modification the expression. The satisfaction felt by the customer will decrease the intention to spread negative information about the service provider to other customers.

Leaders' emotional labour strategies and followers' emotional engagement: mediating effect of perceived transformational leadership

Leaders' emotional labour strategies and followers' emotional engagement: mediating effect of perceived transformational leadership

MINIMASI BIAYA PRODUKSI PADA PRODUK WINKER RELAY MELALUI PERENCANAAN PRODUKSI AGREGAT

The purpose of this research is to determine demand forecasting on relay winker products and to determine the aggregate planning of relay winker products that produce minimum costs. The method used in this study is a comparative quantitative method. The data used in conducting aggregate planning are data from forecasting calculations with the chosen method, forecasting is calculated using several methods, namely the Moving Average, Exponential Smoothing, Double Exponential Smoothing, Quadratic and Linear Regression methods. Select this method by looking for the MAPE value. The method that has the smallest MAPE value is Double exponential Smoothing with a value of 2.7%. Aggregate production planning is carried out for 2017 with the method of transportation (least cost), permanent labor and level strategy. The results of data processing show the best method for aggregate planning is transportation method (least cost) which has the lowest cost of Rp. 9,858,625,445.

A motivational approach to emotional labor: Examining the link between goal orientation and emotional labor strategies

AbstractDrawing on goal orientation theory, in this study, we examine how an individual's motivational approach relates to the use of two common emotional labor strategies: surface acting and deep acting. In addition, we examine the role of self-efficacy as a mediating mechanism through which different goal orientations are related to different emotional labor strategies. To test our hypotheses, 262 U.S. full-time working adults from a variety of service occupations were surveyed. Consistent with the predictions of goal orientation theory, our results show that learning-oriented service employees tend to use deep acting, while performance-oriented service employees use both emotional labor strategies. Our findings also show that emotional labor self-efficacy plays a mediating role in the relationship between motivational approach and emotional labor strategy use.

The Role of Emotional Intelligence to Shape the Extra-Role Behaviors: Mediating effect of Emotional Labor Strategies

Emotions are considered valuable for human experiences that regulate human actions and thoughts. Teachers’ emotional intelligence and emotional labor strategies play a key role to enhance extra-role behaviors. The purpose of this study is to examine the effect of teachers’ emotional intelligence on their extra-role behaviors (OCB) while concentrating on the mediating role of emotional labor strategies. Data were collected from 250 teachers of universities by applying simple random sampling technique. Moreover, the measurement model was assessed by using confirmatory factor analysis and structural equation modeling was used to test the hypotheses. The findings showed the positive relationship of teachers’ emotional intelligence with their extra-role behaviors (OCB). In addition, the results portrayed that emotional labor strategies (surface acting and deep acting) mediate the association between teachers’ emotional intelligence and their organizational citizenship behavior. This study gives an insight understanding regarding the crucial role of teachers’ emotions to enhance their extra-role behaviors. Meanwhile, limitations of this study were also discussed with future direction.

Emotional labour strategies and employee performance: the role of emotional intelligence

PurposeThe purpose of this study is to examine the relationship between emotional labour (EL) strategies and employees’ performance by considering the role of emotional intelligence (EI) as a moderator.Design/methodology/approachThis study focused on the administrative staff of International Islamic University Malaysia (IIUM) who deal with students and guests from different countries. A total of 186 valid questionnaires were gathered from administrative staff selected using random sampling. Structural equation modelling was used to test the hypotheses of this study.FindingsThe results showed significant relationships of EL strategies with administrative staff performance. Furthermore, moderation analyses revealed that EI moderates the relationships between EL strategies and staff performance.Originality/valueThe study extends the current research on the effects of EL strategies on work performance and tests the moderating role of EI in these relationships in higher learning institutions. Moreover, it examines the performance of EL strategies and EI in cross-cultural context.

The Influence of Emotional Labour Strategies on Psychological Well-being with Job Tenure as Moderator: A Systematic Literature Review

This paper aim to present the finding of emotional labour strategies on psychological well-being based on previous scholars. Additional finding of demographic variable in relation to emotional labour was included as well. The paper has further introduced the methodologies which are search strategy, inclusion and exclusion criteria, selection strategy and data analysis. The paper has concluded a sample of 35 articles was included in this study. As reflection to the present study, numerous article which finding is focus on association between emotional labour and well-being of employees, and linkage between emotional labour and demographic profiles were included. The discussion section has included numerous finding that the finding is focusing on emotional labour and psychological well-being, emotional labour and demographic variables, and a research gap which indicate the needs of the present study. A description of limitation for constructing this paper was included which consists from numerous limitation issues during the writing of paper. Finally, a conclusion was included as the ending of this paper.

The Effect of Unstable Schedules on Employee Turnover Productivity

Unstable schedules with varying hours week to week and inadequate average hours hurt low-wage retail employees and their families. In this paper, we examine how unstable schedules affect company performance. Using 52 weeks of data from over 1,500 stores and more than 77,000 employees of a large specialty retailer, we find that inconsistent hours and low weekly hours for associates increase employee turnover and decrease productivity both at the individual and store level. The effect of hours on productivity, in particular, is quite significant. Having a typical employee, who works 16 hours per week instead work 26 hours per week, without changing the total hours worked at the store, can increase their sales per hour between 12% and 20%. Our findings highlight the unintended consequences of a narrow focus on minimizing labor supply and demand costs. They also imply that a labor strategy with fewer employees, each getting more hours and more consistent schedules, would not only create better jobs but also help companies lower their turnover costs and improve productivity.