Moderating Effects of Resilience on the Relationship Between Emotional Labor and Burnout in Care Workers

2018 ◽  
Vol 44 (10) ◽  
pp. 30-39 ◽  
Author(s):  
Yumi Moon ◽  
So Young Shin
Keyword(s):  
Emotional Labor ◽  
Moderating Effects ◽  
Care Workers ◽  
The Relationship

scholarly journals Emotional labor strategy and job satisfaction: A Chinese perspective

2013 ◽  
Vol 41 (6) ◽  
pp. 933-938 ◽  
Author(s):  
Xuan Jiang ◽  
Zhou Jiang ◽  
Dong Soo Park
Keyword(s):  
Job Satisfaction ◽  
Emotional Labor ◽  
Job Characteristics ◽  
Moderating Effects ◽  
Surface Acting ◽  
Deep Acting ◽  
Chinese Perspective ◽  
The Relationship

We examined the relationship between emotional labor strategy (ELS) and job satisfaction (JS), and the moderating effects of job characteristics on this relationship, based on data collected from 291 supermarket employees. Results showed that the 2 types of ELS, surface acting and deep acting, were negatively and positively related to JS, respectively. In general, job characteristics were found to moderate the relationship between ELS and JS.

scholarly journals Moderating Effects of Organizational Climate on the Relationship between Emotional Labor and Burnout among Korean Firefighters

2021 ◽  
Vol 18 (3) ◽  
pp. 914
Author(s):  
Da-Yee Jeung ◽  
Sei-Jin Chang
Keyword(s):  
Organizational Climate ◽  
Emotional Labor ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Organizational Level ◽  
Moderating Effects ◽  
Individual Level ◽  
Good Group ◽  
Group I ◽  
The Relationship

This study examined the association of emotional labor and organizational climate with burnout and elucidated the moderating effect of organizational climate on the relationship between emotional labor and burnout among 18,936 Korean firefighters (male: 17,790, 93.9%, female: 1146, 6.1%). To examine the effects of organizational climate on the relationships between five sub-scales of emotional labor and burnout, four groups were created using various combinations of emotional labor (“normal” vs. “risk”) and organizational climate (“good” vs. “bad”): (1) “normal” and “good” (Group I), (2) “normal” and “bad” (Group II), (3) “risk” and “good” (Group III), and (4) “risk” and “bad” (Group IV). A hierarchical multiple linear regression analysis indicated that firefighters’ burnout was significantly higher in the group with “bad” than “good” organizational climate and was significantly higher among people with “risk” than “normal” emotional labor. Combined effects of organizational climate with emotional labor on burnout were observed in all five sub-scales. Groups II, III, and IV were more likely to experience burnout than Group I (trend p < 0.001). Additionally, the moderating effects of organizational climate on the relationship between the five sub-scales of emotional labor and burnout were observed, except for factor 5. These results emphasize the importance of stress management to alleviate burnout caused by emotional labor at the organizational level and coping strategies to reinforce the personal potentiality suitable to organizational norms at the individual level.

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