Leader’s Ostracism Predicts Subordinates’ Deviant Behaviors via Emotional Dissonance and Well-being

2021 ◽  
Vol 2021 (1) ◽  
pp. 12725
Author(s):  
Mansik Yun ◽  
Nga Do
Keyword(s):  
Well Being ◽  
Emotional Dissonance ◽  
Deviant Behaviors

Customer-Related Social Stressors

2015 ◽  
Vol 14 (4) ◽  
pp. 165-181 ◽  
Author(s):  
Sarah Dudenhöffer ◽  
Christian Dormann
Keyword(s):  
Service Providers ◽  
Principal Component ◽  
Well Being ◽  
Emotional Dissonance ◽  
Social Stressors ◽  
Data Set ◽  
Confirmatory Factor Analyses ◽  
Confirmatory Factor ◽  
Service Jobs ◽  
Single Data

Abstract. The purpose of this study was to replicate the dimensions of the customer-related social stressors (CSS) concept across service jobs, to investigate their consequences for service providers’ well-being, and to examine emotional dissonance as mediator. Data of 20 studies comprising of different service jobs (N = 4,199) were integrated into a single data set and meta-analyzed. Confirmatory factor analyses and explorative principal component analysis confirmed four CSS scales: disproportionate expectations, verbal aggression, ambiguous expectations, disliked customers. These CSS scales were associated with burnout and job satisfaction. Most of the effects were partially mediated by emotional dissonance. Further analyses revealed that differences among jobs exist with regard to the factor solution. However, associations between CSS and outcomes are mainly invariant across service jobs.

Authenticity and employee wellbeing with reference to emotional work: a review

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Poonam Mehta
Keyword(s):  
Service Industry ◽  
National Level ◽  
Well Being ◽  
Surface Acting ◽  
Emotional Dissonance ◽  
Content Type ◽  
Authentic Self ◽  
Work Settings ◽  
Employee Wellbeing ◽  
Emotional Work

Purpose In the service industry, there is an involvement of the human factor which comprises continuous interpersonal interactions. Sometimes, these interactions create incongruence between displayed and felt emotions which distract the employees from their authentic self and impair their well-being. This paper aims to made an attempt to review different studies to identify an association between authenticity at the workplace and employee well-being with reference to emotional work. Design/methodology/approach The different studies have been reviewed mentioning the association between authenticity at the workplace and employee well-being with reference to emotional work published during the period of 1983–2020. The database which is used to identify and extract the research papers includes APA PycNET, Business Perspectives, Elsevier, Emerald Insight, Inderscience Publishers, SAGE, Taylor and Francis, etc. The keywords used for shortlisting the studies include employee well-being, emotional work, emotional dissonance, job satisfaction, surface acting, authenticity, burnout, authentic living, self-alienation. Findings The study has determined that emotional work influences the authenticity of an employee which further impacts the well-being of employees. Research limitations/implications The present review would aid the researchers in explaining the relevance of authenticity at the workplace for enhancing the employee well-being specifically in emotional work settings. Social implications Promoting well-being at the workplace requires an action-oriented approach from the national level also. Hence, the present study may help in drawing inferences for framing well-being policies for employees at the national level. Originality/value The paper is amongst the few reviews which have analysed the substantial role of authenticity in the context of emotional work to improve employee well-being.

Willing and able to fake emotions: A closer examination of the link between emotional dissonance and employee well-being.

2011 ◽  
Vol 96 (2) ◽  
pp. 377-390 ◽  
Author(s):  
S. Douglas Pugh ◽  
Markus Groth ◽  
Thorsten Hennig-Thurau
Keyword(s):  
Well Being ◽  
Emotional Dissonance

scholarly journals A Study on the Relations among Work Pressure, Emotional Intelligence, and Subjective Well-Being of Kindergarten Teachers

2021 ◽  
Vol 73 ◽  
pp. 22-33
Author(s):  
You LI ◽  
Han ZHANG
Keyword(s):  
Emotional Intelligence ◽  
Emotional Labor ◽  
Well Being ◽  
Kindergarten Teachers ◽  
Self Control ◽  
Subjective Well Being ◽  
Working Pressure ◽  
Research Results ◽  
Deviant Behaviors ◽  
Rational Evaluation

The globalization development of the world allows the economic development presenting knowledge. Talent cultivation is similar to long-term investment that the importance cannot be neglected. Moreover, low birth rate in current society has each child being the treasure of the parents, who spoil the children with permissive parenting and do not realize the immaturity and low self-control of children in the preschool stage to result in children's deviant behaviors and teachers’ increasing workload and pressure. Aiming at kindergarten teachers in Jiangsu as the research objects, total 380 copies of questionnaire are distributed, and 277 valid copies are retrieved, with the retrieval rate 72%. The research results are summarized as below: Kindergarten teachers are general people who have emotion and cannot exercise forbearance for everything. For this reason, school organizations should be considerate of kindergarten teachers’ emotional labor problems, parents and the mass society should treat teachers’ work with objective perspective and putting themselves in the place. Using individual emotional intelligence to achieve personal emotional accommodation in the process is an important strategy for kindergarten teachers; In the cultivation process, kindergarten teachers stress on evaluating children's level, strength, and weakness for individualized instruction. Step-by-step design of learning content aims to emphasize the importance of rational evaluation. In this case, special education teachers with better emotional intelligence performance could well apply rational evaluation and emotional accommodation strategies, reduce working pressure, and enhance subjective well-being; Kindergarten organizations could properly support teachers with time flexibility to reduce kindergarten teachers dealing with class affairs or other problems with extra time. Cooperation among people would help deal with problems and promote individual positive affect. According to the research results, suggestions are eventually proposed, expecting to help kindergarten teachers present higher commitment and better effectiveness on the teaching performance to promote the overall education quality.

Emotionele arbeid en psychologisch welzijn van docenten

2009 ◽  
Vol 22 (3) ◽  
Author(s):  
Sven Stringer ◽  
Else Ouweneel ◽  
Pascale Le Blanc ◽  
Anja Cheriakova ◽  
Jolien Smulders
Keyword(s):  
Emotional Exhaustion ◽  
Work Engagement ◽  
Well Being ◽  
Emotional Dissonance ◽  
Psychological Well Being ◽  
Deep Acting ◽  
Emotional Labour ◽  
Positive Effects ◽  
Emotional Demands ◽  
The Relationship

Emotional labour and psychological well-being in teachers Emotional labour and psychological well-being in teachers S. Stringer, E. Ouweneel, P. Le Blanc, A. Cheriakova & J. Smulders, Gedrag & Organisatie, volume 22, September 2009, nr. 3, pp. 214-231 Emotional labour could have negative as well as positive effects on the employees' psychological well-being. In this cross-sectional study among 149 high school teachers, the relationship between emotional labour – in this study conceptualized as emotional demands – and emotional exhaustion and work engagement respectively was studied. First of all, it was examined whether emotional dissonance mediates the relationship between emotional demands and both emotional exhaustion and work engagement. Next, the possible moderating effect of two emotion regulation strategies, surface acting and deep acting, on the relationship between emotional dissonance and the two outcome variables was studied. The results showed that emotional dissonance partially mediated the relationship between emotional demands and emotional exhaustion. Furthermore, it was found that deep acting had a buffer effect on the negative relationship between emotional dissonance and work engagement. Finally, the implications of the results are discussed and suggestions for further research are mentioned.

scholarly journals Organization-Based Self-Esteem and Meaningful Work Mediate Effects of Empowering Leadership on Employee Behaviors and Well-Being

2018 ◽  
Vol 25 (4) ◽  
pp. 385-398 ◽  
Author(s):  
Minseo Kim ◽  
Terry A. Beehr
Keyword(s):  
Structural Equation ◽  
Work Organization ◽  
Meaningful Work ◽  
Well Being ◽  
Self Esteem ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Full Time ◽  
Empowering Leadership ◽  
Deviant Behaviors

Based on the conservation of resources theory and intrinsic motivation principles, this study examined the effects of empowering leadership on employees’ positive and negative behaviors and well-being through two mediators, organization-based self-esteem, and meaningful work, over an 8-week period. With 347 full-time employees, results from structural equation modeling demonstrated that empowering leadership was positively associated with organization-based self-esteem and meaningful work. Organization-based self-esteem led to greater organizational citizenship behaviors and fewer deviant behaviors. Perceptions of meaningful work resulted in lower levels of emotional exhaustion and higher levels of life satisfaction. Together, these findings highlight the important roles of the two psychological states explaining why empowering leadership contributes to employees’ favorable work behaviors and psychological well-being.

Not bad, just unhappy: diminished well-being as a motive for interpersonal deviance

2018 ◽  
Vol 39 (1) ◽  
pp. 66-81 ◽  
Author(s):  
Gergana Markova
Keyword(s):  
Social Acceptance ◽  
Affective State ◽  
Well Being ◽  
Content Type ◽  
Deviant Behaviors ◽  
Discipline Policies ◽  
Interpersonal Deviance ◽  
The Relationship ◽  
Intentional Acts

Purpose The purpose of this paper is to investigate the relationship between diminished employee well-being and interpersonal deviance. Design/methodology/approach In a survey, 380 employees from 107 organizations were asked about their psychological and social well-beings. Participants reported their experiences of irritation, depression and anxiety for psychological well-being. A modified scale of social well-being captured participants’ scores on social integration and social acceptance. Respondents also self-reported incidents of interpersonal deviance against coworkers. Findings The results demonstrate that only irritation, not depression or anxiety, was positively related to interpersonal deviance. Socially accepting individuals were less likely to engage in deviant acts against their coworkers. Furthermore, respondents scoring high on both neuroticism and depression were reporting more acts of interpersonal deviance. Research limitations/implications Based on these findings, the role of intent in the study of workplace deviance is discussed. Practical implications The findings of this study suggest that diminished well-being can be a catalyst for other negative outcomes in the workplace. Management should be concerned with the affective state of employees as the experiences of one person may translate into experiences for others. Given the complexity of human experiences, decision makers in organizations should consider emotional state and experiences in developing practices for deviance prevention. Attention and intervention initiatives devoted to improving well-being and social health of employees might be more effective than discipline policies. Originality/value Deviant behaviors are often conceptualized as intentional acts. The findings of this research paper provide some evidence that factors other than harmful intend may motivate transgressions against coworkers.

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