scholarly journals The comparative study on changes in job satisfaction and turnover intention according to the convergence mediating factors and the level of emotional labor in dental hygienists

2015 ◽  
Vol 6 (6) ◽  
pp. 27-34 ◽  
Author(s):  
Mi-sook Choi ◽  
Dong-ha Ji
Keyword(s):  
Job Satisfaction ◽  
Comparative Study ◽  
Emotional Labor ◽  
Turnover Intention ◽  
Dental Hygienists ◽  
Mediating Factors ◽  
The Comparative Study

scholarly journals Factors Affecting the Turnover Intention of Dental Hygienists: Emotional Labor, Job Satisfaction, and Social Support

2018 ◽  
Vol 18 (5) ◽  
pp. 271-279
Author(s):  
Sun-Mi Noh ◽  
Hee-Jung Lim ◽  
Myoung-Hee Kim ◽  
Ae-Jung Im ◽  
Do-Seon Lim
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Emotional Labor ◽  
Turnover Intention ◽  
Dental Hygienists ◽  
Factors Affecting

scholarly journals The Moderating Role of Leader-Member Exchange on the Relationship between Emotional Labor with Job Satisfaction or Turnover Intention

2016 ◽  
Vol 11 (12) ◽  
pp. 83 ◽  
Author(s):  
Hakan Turgut ◽  
Ismail Tokmak ◽  
M. Fikret Ates
Keyword(s):  
Job Satisfaction ◽  
Emotional Labor ◽  
Turnover Intention ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
Relationship Of ◽  
The Relationship ◽  
Emotional Dilemmas ◽  
Moderating Role

<p>It is known in the business world that employees’ display of emotional labor in their relations with customers contributes to the success of the organization. Therefore, the aim of this study is to find out how the emotional dilemmas that employees experience affect their perceptions on job satisfaction and turnover intention and whether leader-member exchange has a moderating role on these relationships. In this respect, we performed a survey on the 371 employees of a company in Turkey. We used the scale developed by Diefendorff et al. (2005) to test emotional labor; the scale developed by Scandura and Graen (1984) to test leader-member exchange; the scale developed by Chen et al. (2009) to test job satisfaction and the scale developed by Scott et al. (1999) to test turnover intention. The all scales were measured valid and reliable for this sample group. In the hierarchical regression analyses, done to test the hypotheses, all variables were included in the model. According to the findings, emotional labor has a significant and positive direct effect on turnover intention and it has a significant and negative direct effect on job satisfaction. All these results taken into consideration, it was confirmed that when emotional labor increases, turnover intention also increases, and job satisfaction decreases. Furthermore, the moderating role of leader-member exchange between the relationship of emotional labor and turnover intention wasn’t approved; however, its moderating role between the relationship of emotional labor and job satisfaction was approved. To sum up, it is estimated that performing emotional labor is inevitable for organizational success and it is essential to develop new methods in order to prevent the negativities resulting from emotional dilemmas.</p>

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.

scholarly journals Effects of Emotional Labor, Organizational Support, and Job Satisfaction on Turnover Intention

2020 ◽  
Author(s):  
Slamet Widodo ◽  
Naila Failasufa ◽  
Fahrudin JS Pareke ◽  
Gerry Suryosukmono ◽  
Paulus Suluk Kananlua ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Emotional Labor ◽  
Organizational Support ◽  
Turnover Intention
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