Emotional Labor and Occupational Well-Being

2015 ◽  
Vol 36 (1) ◽  
pp. 30-37 ◽  
Author(s):  
Francis Cheung ◽  
Vivian Miu-Chi Lun
Keyword(s):  
Job Satisfaction ◽  
Emotional Labor ◽  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Well Being ◽  
Surface Acting ◽  
Job Outcomes ◽  
Behavioral Profile ◽  
Person Centered Approach ◽  
Different Levels

In the last three decades, emotional labor has been conceptualized as comprising three strategies, namely, surface acting, deep acting, and expression of naturally felt emotion. Research suggested that each emotional labor strategy relates differently to various health and job outcomes, such as burnout and job satisfaction. These findings and the conclusions drawn are predicated on compartmentalized treatment of the three strategies. A fundamental yet unresolved question concerns whether employees adopt more than one type of emotional labor in the workplace. In this study, we adopted latent profile analysis (LPA) to examine the behavioral profile (i.e., class) of employees’ deployment of emotional labor strategies and how these profiles relate to job satisfaction and burnout. Three latent classes were identified, and the results showed that employees with these different profiles reported significantly different levels of job satisfaction and burnout. These results provide support to a person-centered approach to understand the outcomes of performing emotional labor.

scholarly journals Emotional labor actors, well-being, and objective performance

2017 ◽  
Vol 30 (3) ◽  
pp. 393-413
Author(s):  
ChoonShin Park ◽  
JaeYoon Chang
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Emotional Labor ◽  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Well Being ◽  
The Other ◽  
Deep Acting ◽  
Combined Use ◽  
Objective Performance

To manage the emotional labor demands, employees may primarily rely on one strategy or the other while they may use surface and deep acting in conjunction. However, most research on emotional labor have investigated how two emotional labor strategies function to predict employee well-being separately. This variable-centered perspective is difficult to capture subpopulations of employees who may differ in their combined use of surface and deep acting. Using latent profile analysis, the current study examined potential emotional labor profiles from a person-centered perspective. We identified 5 emotional labor profiles: trying yet faking, some faking, high deep actors, high regulators, and moderates. Also this profiles differently predicted employee well-being (emotional exhaustion and job satisfaction) and objective performance (new sales and member increase). The present study captured the particular conditions in which emotional labor may lead to positive or negative outcomes for employees and organizations.

Emotional labor of customer service employees in China

2019 ◽  
Vol 10 (1) ◽  
pp. 2-16
Author(s):  
Yuyan Zhang ◽  
Alexandra Luong
Keyword(s):  
Job Satisfaction ◽  
Socioeconomic Status ◽  
Customer Service ◽  
Emotional Labor ◽  
Well Being ◽  
Surface Acting ◽  
Chinese Sample ◽  
Deep Acting ◽  
Content Type ◽  
Service Employees

Purpose The current study aims to examine the antecedents and outcomes of emotional labor strategies (i.e. surface acting and deep acting) among service employees in China. The study proposed employees’ perceived closeness with customers and customers’ socioeconomic status will predict deep acting and surface acting, respectively. It further examined the mediating role of emotional labor between perceived customer attributes and employee well-being (i.e. burnout and job satisfaction). Design/methodology/approach One hundred and one employees at a jewelry store in China completed a survey regarding their perceptions of customers, use of emotional labor and well-being (e.g. job satisfaction and burnout). Correlational and regression analyses were conducted to examine the predictors and outcomes of different emotional labor strategies. Findings Perceived closeness with the customer group predicted employees’ use of deep acting, whereas perceived customer socioeconomic status did not predict the use of surface acting. Deep acting was negatively related with burnout, whereas surface acting did not predict burnout. Deep acting mediated the relationship between perceived closeness with customers and burnout. Practical implications To maintain employee well-being, organizations can promote a service climate to enhance employees’ perceived relationship with customers. Originality/value The study specifies the interpersonal context in which employees use different emotional labor strategies; the perceived closeness with customers predicts less burnout via the use of more deep acting. This study also supplements the existing research on emotional labor based on a Chinese sample; deep acting predicts employee well-being.

scholarly journals An exploratory study on profiles of recovery experiences among Korean employees

2018 ◽  
Vol 31 (3) ◽  
pp. 643-667
Author(s):  
SunA Kang ◽  
ChoonShin Park ◽  
JaeYoon Chang
Keyword(s):  
Work Engagement ◽  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Well Being ◽  
Future Studies ◽  
Number Of Children ◽  
Recovery Experiences ◽  
Job Conditions ◽  
And Control ◽  
Person Centered Approach

The present study aimed to replicate Bennett et al. (2016)’s study that investigated the profiles of recovery experiences among U.S. employees. A sample of 472 Korean employees was surveyed on their four recovery experiences(psychological detachment, relaxation, mastery and control; Sonnentag & Fritz, 2007) and problem-solving pondering during typical leisure time. By adopting person-centered approach using the latent profile analysis, we identified three profiles of recovery experiences: Recovery, Intermediate, and Fatigue Profiles. There were significant differences among these three profiles in demographics(age, marriage status, and the number of children) and job conditions(job demands, job resources), and well-being outcomes(work engagement, emotional exhaustion, sleep quality). By comparing the results with those of Bennett et al. (2016), we discussed the implications and limitations of this study, and suggested directions for the future studies.

Fuzzy Profiles

2018 ◽  
Vol 21 (4) ◽  
pp. 877-904 ◽  
Author(s):  
Allison S. Gabriel ◽  
Joanna Tochman Campbell ◽  
Emilija Djurdjevic ◽  
Russell E. Johnson ◽  
Christopher C. Rosen
Keyword(s):  
Emotional Labor ◽  
Latent Profile Analysis ◽  
Turnover Intentions ◽  
Profile Analysis ◽  
Qualitative Comparative Analysis ◽  
Well Being ◽  
Business Strategies ◽  
Firm Level ◽  
Organizational Scholarship ◽  
Empirical Demonstration

Person-centered approaches to organizational scholarship can provide critical insights into how sets of related constructs uniquely combine to predict outcomes. Within micro topics, scholars have begun to embrace the use of latent profile analysis (LPA), identifying constellations of constructs related to organizational commitment, turnover intentions, emotional labor, recovery, and well-being, to name a few. Conversely, macro scholars have utilized fuzzy set qualitative comparative analysis (fsQCA) to examine numerous phenomena, such as acquisitions and business strategies, as configurations of explanatory conditions associated with firm-level outcomes. What remains unclear, however, is the extent to which these two approaches deliver similar versus unique insights when applied to the same topic. In this paper, we offer an overview of the ways these two methods converge and diverge, and provide an empirical demonstration by applying both LPA and fsQCA to examine a multidimensional personality construct—core self-evaluations (CSE)—in relation to job satisfaction. In so doing, we offer guidance for scholars who are either choosing between these two methods, or are seeking to use the two methods in a complementary, theory-building manner.

scholarly journals Goal Motives and Well-Being in Student-Athletes: A Person-Centered Approach

2020 ◽  
Vol 42 (6) ◽  
pp. 433-442
Author(s):  
Laura C. Healy ◽  
Nikos Ntoumanis ◽  
Calum A. Arthur
Keyword(s):  
Student Athletes ◽  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Goal Pursuit ◽  
Well Being ◽  
Academic Goals ◽  
Person Centered Approach ◽  
Academic Year ◽  
Intrinsic Goal

Using a person-centered approach, the aim of this study was to examine how student-athletes’ motives for multiple-goal pursuit relate to indices of well- and ill-being. Student-athletes (N = 362) from British universities identified the most important sporting and academic goals that they were pursuing over the academic year. The participants rated their extrinsic, introjected, identified, and intrinsic goal motives for each goal and completed measures of well- and ill-being. Latent profile analysis revealed six distinct profiles of goal motives, with variations in both the strength of motives and the motivational quality. Follow-up analyses revealed between-profile differences for well- and ill-being; students with more optimal goal motive profiles reported higher and lower well- and ill-being, respectively, than those with less optimal goal motives. To experience well-being benefits when pursuing multiple goals, student-athletes should strive for their academic and sporting goals with high autonomous and low controlled goal motives.

scholarly journals Youth Sport Coaches’ Well-Being Across the Season: The Psychological Costs and Benefits of Giving Empowering and Disempowering Sports Coaching to Athletes

2018 ◽  
Vol 5 (2) ◽  
pp. 124-135 ◽  
Author(s):  
Bård Erlend Solstad ◽  
Andreas Ivarsson ◽  
Ellen Merethe Haug ◽  
Yngvar Ommundsen
Keyword(s):  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Intrinsic Value ◽  
Well Being ◽  
Costs And Benefits ◽  
Young Athletes ◽  
Coach Education ◽  
Person Centered Approach ◽  
Sport Coaches ◽  
Sports Coaching

The purpose of this study was to investigate the associations between giving empowering and disempowering sports coaching to young athletes and coaches’ well-being across the season. The sample comprised 169 Norwegian youth football (i.e., European soccer) coaches with a mean age of 41.99 (SD = 6.32). Moreover, we were interested in examining heterogeneous groups of coaches showing variability in their self-reporting of empowering and disempowering behaviors towards their athletes. Thus, a person-centered approach was used. The latent profile analysis revealed three distinct profiles and the association between these profiles and coaches’ well-being was in line with the outlined hypotheses. Specifically, coaches who gave higher levels of empowering and lower levels of disempowering sports coaching to their athletes at the beginning of the season also reported higher levels of well-being at the end of the season. The results indicate that there exists an intrinsic value as to why coaches should give empowering sports coaching, as opposed to disempowering sports coaching, to their athletes; namely, these actions may be advantageous in terms of improving their own well-being. In practical terms, future coach education may take advantage of these findings by providing coaches another reason for coaching in an empowering manner.

scholarly journals Predicting employee telecommuting preferences and job outcomes amid COVID-19 pandemic: a latent profile analysis

2021 ◽  
Author(s):  
Cafer Bakaç ◽  
Jetmir Zyberaj ◽  
James C. Barela
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Self Regulation ◽  
Personality Characteristics ◽  
The Other ◽  
Job Outcomes ◽  
Work Related ◽  
Latent Profile

AbstractIn this two-study research using latent profile analysis (LPA), we investigated intra-individual combinations of conscientiousness, autonomy, self-regulation, and extraversion. Based on these combinations, we designed profiles and explored telecommuting preferences and job outcomes of employees during the COVID-19 pandemic. In Study 1, we recruited 199 participants (77 females, ages ranging from 18 to 65). Results of this study revealed three profiles. One profile scored high on all of the variables and displayed preferences for working on-site more than the other profiles. Additionally, this profile showed higher work engagement, job satisfaction, and perceived productivity than the other two profiles. To validate these findings, we conducted a second study with a sample of 492 participants (169 females; age ranged from 18 to 65). The results yielded five profiles, one scoring high on all of the variables. Similar to Study 1, this profile exhibited higher work engagement, job satisfaction, and perceived productivity than the other four profiles. Individuals in this profile preferred to work on-site compared to individuals in other profiles. Our findings add to the research demonstrating the importance of personality characteristics for telecommuting preferences and work-related outcomes.

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