Emotional Labor and Employee Outcomes: A Meta‐Analysis

2021 ◽  
Author(s):  
Nicole M. Humphrey
Keyword(s):  
Emotional Labor ◽  
Meta Analysis ◽  
Employee Outcomes

Learning to effectively manage your emotions: the impact of Emotional Intelligence (EI) in caring roles

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Smarty P. Mukundan ◽  
Dhanya M.
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Emotional Intelligence ◽  
Emotional Labor ◽  
Care Setting ◽  
Health Care Setting ◽  
Equation Modeling ◽  
Surface Acting ◽  
Employee Outcomes ◽  
Content Type

Purpose Psychological constructs like emotional labor, emotional intelligence etc. are gaining importance now to understand employee outcomes such as job satisfaction in a health care setting. The study aims to investigate the relationship between Surface Acting (SA) an emotional labor strategy, and Job satisfaction, and the moderating effect of Emotional intelligence (EI) among practicing nurses. Design/methodology/approach The authors collected data through self-reporting questionnaires administered to a sample of 141 nurses working in multi-specialty hospitals in a prominent city in India and analyzed using structural equation modeling. Findings A negative relationship was found between surface acting and job satisfaction but was found positive when EI was introduced as a moderator. Research limitations/implications The respondent population was females only and diversity in terms of gender was not obtained. Practical implications The study finds significant practical and theoretical contributions to the primary caregivers in a health care setting. It helps to understand the interplay of emotions in this job and use EI as an internal resource to mitigate the harmful effects of continued SA emotional labor strategy to job satisfaction. Social implications It gains a better understanding of the emotion-related parameters in the nursing profession and gives inputs to the community. It throws light on how internal resources can be used for better job satisfaction which in turn leads to better quality care in the health care industry. Originality/value Extant literature has been discussing SA as a negative strategy for positive employee outcomes, but the present study gives insights on how this can be mitigated by using EI as a resource.

Red Tape, Organizational Performance, and Employee Outcomes: A Meta- Analysis

2020 ◽  
Vol 2020 (1) ◽  
pp. 11929
Author(s):  
Bert George ◽  
Sanjay K Pandey ◽  
Bram Steijn ◽  
Mieke Audenaert ◽  
Adelien Decramer
Keyword(s):  
Organizational Performance ◽  
Meta Analysis ◽  
Employee Outcomes ◽  
Red Tape

scholarly journals A Meta-Analysis of the Relationship between Customer Misbehavior and Emotional Labor

2017 ◽  
Vol 05 (06) ◽  
pp. 150-162 ◽  
Author(s):  
Hui Man ◽  
Feiyan Liu ◽  
Yutong Gao
Keyword(s):  
Emotional Labor ◽  
Meta Analysis ◽  
The Relationship ◽  
Customer Misbehavior

Perceived Workplace Gender Discrimination and Employee Consequences: A Meta-Analysis and Complementary Studies Considering Country Context

2018 ◽  
Vol 45 (6) ◽  
pp. 2419-2447 ◽  
Author(s):  
María del Carmen Triana ◽  
Mevan Jayasinghe ◽  
Jenna R. Pieper ◽  
Dora María Delgado ◽  
Mingxiang Li
Keyword(s):  
Health Outcomes ◽  
Physical Health ◽  
Gender Discrimination ◽  
Psychological Health ◽  
Relative Deprivation ◽  
Meta Analysis ◽  
Employee Outcomes ◽  
Physical Health Outcomes ◽  
And Behaviors ◽  
The Relationship

We draw on relative deprivation theory to examine how the context influences the relationship between employees’ perceptions of gender discrimination and outcomes at work using a meta-analysis and two complementary empirical studies. Our meta-analysis includes 85 correlations from published and unpublished studies from around the world to assess correlates of perceived workplace gender discrimination that have significant implications for employees. We extend relative deprivation theory to identify national differences in labor laws and cultural norms as contextual factors that affect the threshold for feeling deprived and moderate the relationship between perceived workplace gender discrimination and employee outcomes. Findings show that perceived gender discrimination is negatively related to job attitudes, physical health outcomes and behaviors, psychological health, and work-related outcomes (job-based and relationship-based). Correlations between perceived workplace gender discrimination and physical health outcomes and behaviors were stronger in countries with more broadly integrated labor policies and stringently enforced labor practices focused on promoting gender equality. Correlations were also stronger in countries with more gender-egalitarian cultural practices across multiple employee outcomes of perceived workplace gender discrimination. Further, results from two complementary studies (one employee survey and one experiment) supported the meta-analytic findings and provided evidence of the relative deprivation rationale central to our theory. Implications for research and practice include the need to consider the influence of the country context in organizational decisions to prevent and address gender discrimination and its consequences for employees and ultimately, for employers.

A Meta-Analysis of the Effects of Emotional Labor on the Related Outcomes of Hospitality Employees: Focusing on Domestic Research

2016 ◽  
Vol 40 (9) ◽  
pp. 51-68
Author(s):  
Woo-Seok Kwon ◽  
Ye-Jin Kim ◽  
Gyu-Min Lee
Keyword(s):  
Emotional Labor ◽  
Meta Analysis

Emotional labor: A comprehensive literature review

2020 ◽  
pp. 1-26
Author(s):  
Chunjiang Yang ◽  
Aobo Chen
Keyword(s):  
Literature Review ◽  
Emotional Labor ◽  
Meta Analysis ◽  
Future Research ◽  
Path Diagram ◽  
Future Research Agenda ◽  
Comprehensive Literature Review ◽  
The Relationship ◽  
Qualitative Literature ◽  
Development Objective

BACKGROUND: Despite the obvious importance of emotional labor for employees, organizations, and customers, a lack of coherence and clarity around the construct has impeded its development. OBJECTIVE: Our study aims to provide a comprehensive review of emotional labor spanning about 40 years. METHODS: Our study used a qualitative literature review method along with a theoretically derived path diagram of key emotional labor constructs. We also used meta-analysis to explore the relationship between emotional labor and outcomes in different national contexts. RESULTS: We expect our research to expand the field in five different ways. First, we review contemporary theoretical conceptualizations of emotional labor and its dimensions. Second, we summarize seven existing measures of emotional labor in light of their contents. Third, we map the theoretical and nomological network of emotional labor about its antecedents, outcomes, moderators, mediators. Fourth, we use meta-analysis to explore the relationship between emotional labor and other variables in different contexts. Finally, we conclude by showing a detailed future research agenda to bring the field forward from different perspectives, including theoretical and empirical advancement. CONCLUSIONS: Overall, our review provides a whole picture of where the literature has been and where it should go.

scholarly journals On the costs and benefits of emotional labor: A meta-analysis of three decades of research.

2011 ◽  
Vol 16 (3) ◽  
pp. 361-389 ◽  
Author(s):  
Ute R. Hülsheger ◽  
Anna F. Schewe
Keyword(s):  
Emotional Labor ◽  
Meta Analysis ◽  
Costs And Benefits

scholarly journals The Experience of Emotional Labor and Its Related Factors among Nurses in General Hospital Settings in Republic of Korea: A Systematic Review and Meta-Analysis

2021 ◽  
Vol 13 (21) ◽  
pp. 11634
Author(s):  
Da-Jung Ha ◽  
Jung-Hyun Park ◽  
Su-Eun Jung ◽  
Boram Lee ◽  
Myo-Sung Kim ◽  
...  
Keyword(s):  
Systematic Review ◽  
General Hospital ◽  
Emotional Labor ◽  
Turnover Intention ◽  
Meta Analysis ◽  
Future Research ◽  
Related Factors ◽  
Cross Sectional ◽  
Targeted Interventions ◽  
The Individual

This systematic review and meta-analysis aimed to investigate the status of emotional labor and its related factors among nurses in general hospital settings in Korea. A total of seven electronic databases were comprehensively searched to find relevant cross-sectional studies published up to 28 January 2021. The meta-analysis was performed using Stata version 13.1. In total, 131 studies were included. The population showed a standardized mean difference of 3.38 (95% confidence interval, 3.34 to 3.42) in emotional labor assessed by a 1–5 Likert scale. The level of emotional labor had significant negative correlations with job satisfaction, social support, organizational engagement, coworker support, resilience, and nurses’ work environment, while it had significant positive correlations with emotional labor and burnout, turnover intention, and job stress. Although the methodological quality of the included studies was generally good, 24 of the included studies (18.32%) were evaluated as lacking generalization potential or otherwise as unclear. In conclusion, nurses in general hospital settings in Korea experience mild-to-moderate levels of emotional labor. There is some evidence that the emotional labor of nurses and its detrimental effects can be buffered at both the individual and hospital levels, and future research should focus on developing targeted interventions and evaluating their effectiveness.

Effectiveness of training workplace managers to understand and support the mental health needs of employees: a systematic review and meta-analysis

2018 ◽  
Vol 75 (6) ◽  
pp. 462-470 ◽  
Author(s):  
Aimée Gayed ◽  
Josie S Milligan-Saville ◽  
Jennifer Nicholas ◽  
Bridget T Bryan ◽  
Anthony D LaMontagne ◽  
...  
Keyword(s):  
Mental Health ◽  
Health Knowledge ◽  
Mental Health Problems ◽  
Meta Analysis ◽  
Well Being ◽  
Health Problems ◽  
Effect Sizes ◽  
Employee Outcomes ◽  
Manager Training ◽  
The Impact

Managers are in an influential position to make decisions that can impact on the mental health and well-being of their employees. As a result, there is an increasing trend for organisations to provide managers with training in how to reduce work-based mental health risk factors for their employees. A systematic search of the literature was conducted to identify workplace interventions for managers with an emphasis on the mental health of employees reporting directing to them. A meta-analysis was performed to calculate pooled effect sizes using the random effects model for both manager and employee outcomes. Ten controlled trials were identified as relevant for this review. Outcomes evaluating managers’ mental health knowledge (standardised mean difference (SMD)=0.73; 95% CI 0.43 to 1.03; p<0.001), non-stigmatising attitudes towards mental health (SMD=0.36; 95% CI 0.18 to 0.53; p<0.001) and improving behaviour in supporting employees experiencing mental health problems (SMD=0.59; 95% CI 0.14 to 1.03; p=0.01) were found to have significant pooled effect sizes favouring the intervention. A significant pooled effect was not found for the small number of studies evaluating psychological symptoms in employees (p=0.28). Our meta-analysis indicates that training managers in workplace mental health can improve their knowledge, attitudes and self-reported behaviour in supporting employees experiencing mental health problems. At present, any findings regarding the impact of manager training on levels of psychological distress among employees remain preliminary as only a very limited amount of research evaluating employee outcomes is available. Our review suggests that in order to understand the effectiveness of manager training on employees, an increase in collection of employee level data is required.

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