Organizational Dehumanization and Emotional Labor: A Cross-Cultural Comparison Between Vietnam and the United Kingdom

2020 ◽  
Vol 52 (1) ◽  
pp. 43-60
Author(s):  
Nathan Nguyen ◽  
Quoc Anh Dao ◽  
Thi Lac An Nhan ◽  
Florence Stinglhamber
Keyword(s):  
Job Satisfaction ◽  
United Kingdom ◽  
Emotional Labor ◽  
Turnover Intentions ◽  
Power Distance ◽  
Cross Cultural ◽  
Surface Acting ◽  
Work Related ◽  
The United Kingdom ◽  
Labor Literature

This study examined cross-cultural differences in the relationships between organizational dehumanization and both job satisfaction and turnover intentions through emotional labor (i.e., surface acting). In particular, we expected that power distance, that is, a critical value usually discussed as part of the national culture, would mitigate the deleterious effects of both organizational dehumanization and surface acting on job satisfaction and turnover intentions. Data were collected from employees in two countries that differ in power distance, namely Vietnam ( N = 235) and the United Kingdom ( N = 334). First, we found that perceptions to be dehumanized by one’s organization were indirectly related to poor job satisfaction and more turnover intentions through surface acting, regardless of the country. Second, our results showed that the deleterious effects of both organizational dehumanization and surface acting on work-related outcomes were weaker in Vietnam (a high power distance country) than in the United Kingdom (a low power distance country). Theoretical and practical implications are discussed from the perspective of organizational dehumanization and emotional labor literature.

A cross-national comparative study of work demands/support, work-to-family conflict and job outcomes

2017 ◽  
Vol 18 (1) ◽  
pp. 53-72 ◽  
Author(s):  
Francis Annor ◽  
Brendan Burchell
Keyword(s):  
Job Satisfaction ◽  
United Kingdom ◽  
Family Conflict ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Supervisor Support ◽  
Work Demands ◽  
Job Outcomes ◽  
The United Kingdom ◽  
Support Work

This study compared relations between work demands and support, work-to-family conflict (WFC) and job outcomes in Ghana and the United Kingdom. Data were obtained from 217 Ghanaian employees and 198 British employees using structured questionnaires. Results from multigroup structural equation modelling analyses showed that job pressure was positively related to WFC in Ghana and the United Kingdom, whereas supervisor support was negatively related to WFC in Ghana only. WFC was negatively related to job satisfaction and positively related to turnover intentions in both countries. More importantly, the relationship between job pressure and WFC was stronger for British employees than for Ghanaian employees. Finally, job pressure was indirectly related to job satisfaction and turnover intentions via WFC in both countries, whereas supervisor support was indirectly related to job satisfaction and turnover intentions in Ghana only. The implications of these findings for cross-cultural research on the work–family interface and managerial practice are discussed.

Risk Privatisation and Social Investment – Self-Employment in the United Kingdom

2020 ◽  
Vol 66 (3) ◽  
pp. 261-283
Author(s):  
Kevin Caraher ◽  
Enrico Reuter
Keyword(s):  
Risk Management ◽  
United Kingdom ◽  
Private Insurance ◽  
Social Investment ◽  
Work Related ◽  
Policy Interventions ◽  
Self Employment ◽  
The United Kingdom ◽  
Social Risks ◽  
The One

Abstract With increasing numbers of self-employed persons in the United Kingdom (UK) struggling to protect themselves via personal savings or private insurance against work-related social risks (an issue that has gained further importance in light of the Covid-19 pandemic), this article first discusses self-employment as a type of work that implies intrinsically privatised forms of risk management. Secondly, current social policy interventions towards vulnerable self-employed persons in the United Kingdom (UK) are analysed to identify the mix of instruments used for, on the one hand, investment and support and, on the other hand, conditionality, coercion and activation. Finally, we explore how responsibilities for risk management manifest themselves and argue that the expansion of activation and conditionality increases pressures upon self-employed workers with insufficient incomes and thus indicates a far-reaching risk privatisation, while undermining the idea of a meaningful social investment approach.

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.

Mental Illness Among Immigrant Minorities in the United Kingdom

1986 ◽  
Vol 149 (3) ◽  
pp. 265-273 ◽  
Author(s):  
M. London
Keyword(s):  
Health Care ◽  
Mental Illness ◽  
United Kingdom ◽  
Cultural Studies ◽  
Health Professionals ◽  
Clinical Presentation ◽  
Psychiatric Service ◽  
Cross Cultural ◽  
The United Kingdom ◽  
Cross Cultural Studies

Cross-cultural studies on immigrants from Pakistan and the New Commonwealth are reviewed, with emphasis on epidemiology and differences in clinical presentation. Their referral to the psychiatric service is also examined and deficiencies are noted. Awareness of transcultural issues among health professionals need to be increased in order to achieve diagnosis and improvements in health care.

scholarly journals The relationships between emotional labor and job-related variables

2014 ◽  
Vol 27 (4) ◽  
pp. 683-717
Author(s):  
MoonSook Kim ◽  
YeSil Kim ◽  
Soonmook Lee
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Emotional Exhaustion ◽  
Emotional Labor ◽  
Turnover Intention ◽  
Analytic Study ◽  
Future Research ◽  
Surface Acting ◽  
Deep Acting ◽  
Criterion Variables

The purpose of this study is to meta-analyze the relationships between the emotional labor and job-related variables such as burnout, turnover intention, job satisfaction, and organizational commitment among Korean emotional workers. In total, there were 11835 employees from 43 studies that were meta-analysed in the present study using Hunter and Schmidt(2004)’s and Borenstein et al.(2009)’s procedures. It was revealed that emotional labors, depending on whether they were surface acting or deep acting, have different relationships with criterion variables. That is, the surface acting was positively related with emotional exhaustion, depersonalization, and turnover intention. In contrast, the deep acting was negatively related with emotional depersonalization and positively related with organizational commitment. It was revealed that professionality of service was a thoretical moderator and source of papers was a methodological moderator. Comparing with a meta-analytic study in Western literature, it was shown that deep acting strategy would bring desirable results to organizations in terms of the relationships between emotional labors and criterion variables such as burnout, job satisfaction, and organizational commitment. Lastly, implications and limitations of the study, and directions for future research were discussed.

Workplace and Health: A Survey of Classical Orchestral Musicians in the United Kingdom and Germany

2002 ◽  
Vol 17 (2) ◽  
pp. 83-92
Author(s):  
Beatrice S Harper
Keyword(s):  
United Kingdom ◽  
Working Conditions ◽  
Classical Music ◽  
Health And Safety ◽  
Work Related ◽  
The United Kingdom ◽  
Working Lives ◽  
The Status ◽  
The Uk ◽  
Orchestral Musicians

This article presents the results of a survey that was carried out among UK and German professional classical musicians between November 2000 and April 2001. The UK Musicians’ Union and the German musicians’ union, the Deutsche Orchester Vereinigung (DOV), assisted greatly with the duplication and distribution of the questionnaires. Selected results have been disseminated to the respondents via the UK Musicians’ Union journal, Musician. A full report will appear in Cultural Trends, to be published in 2002 by the Policy Studies Institute, London. The survey covered many aspects of musicians’ perceptions of occupational health and safety, the provision of appropriate information, their general working conditions, and their health. One of the main aims was to bring to the forefront a discussion of musicians’ working conditions and to raise awareness of the range of problems that exist. Key findings identify areas of concern to the respondents, in particular, regarding the environmental conditions of their workplaces. Additionally, findings indicate the use and effectiveness of the measures used by musicians to ameliorate a range of occupational hazards. This article also reports the respondents’ hearing problems, and which medical and alternative practitioners the sample consulted in cases of work-related ill health. The contrasting structure of the profession determined the choice of the United Kingdom and Germany for this study. The UK classical music workforce is predominantly freelance, whereas in Germany there are relatively few freelance musicians, and most orchestral musicians have the status of local government employees. One of the aims of the survey was to elicit information that might indicate whether such different conditions of employment affect the working lives of musicians. This article is organized in two parts. The first part places this survey in context and discusses the particular range of health problems highlighted by the respondents. The second part presents the survey and its findings.

Supporting Natural Helpers: A Cross-Cultural Study

1985 ◽  
Vol 66 (6) ◽  
pp. 358-366 ◽  
Author(s):  
Patricia Kelley ◽  
Verne R. Kelley
Keyword(s):  
United Kingdom ◽  
Cultural Study ◽  
Cross Cultural ◽  
The United Kingdom ◽  
Cross Cultural Study ◽  
Natural Helper ◽  
The Subject ◽  
Natural Helpers ◽  
The Relationship

The relationship between professional and natural helpers was the subject of similar studies in Iowa and in Ireland and the United Kingdom. As a result, several clusters of natural helpers were identified and a model for professional-natural helper cooperation was developed.

Work engagement, job satisfaction, and turnover intentions

2016 ◽  
Vol 28 (4) ◽  
pp. 737-761 ◽  
Author(s):  
Lu Lu ◽  
Allan Cheng Chieh Lu ◽  
Dogan Gursoy ◽  
Nathan Robert Neale
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intentions ◽  
Related Factors ◽  
Content Type ◽  
Work Related ◽  
Depth Analysis ◽  
Hotel Managers ◽  
Line Level ◽  
The Relationship

Purpose This study aims to investigate the influence of employee positions (supervisor vs line-level employee) on work-related variables (e.g. work engagement, job satisfaction and turnover intentions). Design/methodology/approach Data were collected from line-level employees and supervisors of 29 mid- to up-scale hotels. A series of one-way ANCOVA were performed to test the position differences in work engagement, job satisfaction and turnover intentions. Hierarchical regression analyses were conducted to examine the moderating role of employees’ positions on the relationships between those variables. Findings Supervisors have significantly higher work engagement and lower turnover intentions than line-level employees, whereas job satisfaction does not differ across positions. Employee positions significantly moderate the relationship between absorption and job satisfaction, and the relationship between dedication and turnover intentions. Practical implications This study provides an in-depth analysis for hotel managers to capture work-related factors (i.e. work engagement, job satisfaction and turnover intentions) across employee positions. Dedication is the primary barometer that significantly leads to job satisfaction and reduced turnover intentions compared to vigor and absorption. Although job satisfaction may be boosted by improving employee work engagement (i.e. vigor, dedication and absorption), increasing absorption is not an effective solution to increase supervisors’ job satisfaction. Hotel managers need to carefully monitor supervisors’ levels of dedication, given its focal impact on turnover intentions. Originality/value This study is one of the first attempts to examine the differences between line-level employees’ and supervisors’ work engagement (i.e. vigor, dedication and absorption) and its consequences (i.e. job satisfaction and turnover intentions). Findings highlight the unique influence of the individual dimension of work engagement on job satisfaction and turnover intentions. This study reveals the moderating effect of employee positions on the links between engagement dimensions and consequences.

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