Emotional labor among police officers: a diary study relating strain,emotional labor,and service performance

Using emotional labor and conservation of resources (COR) theory, this diary study aims to gain insight into the role of daily strain in emotional labor and service performance on a day-to-day basis. Strain was taken into account both as an antecedent (at the start of the work shift), and as a consequence (at the end of the work shift) of emotional labor (surface acting, deep acting) and emotional dissonance. The participants were 53 Dutch police officers who completed a three-day diary questionnaire (i.e. 159 measurement occasions). The results of multilevel analyses showed that, as hypothesized, daily strain at the start of the work shift was positively related to daily surface acting and unrelated to daily deep acting. Furthermore, daily surface acting mediated the relationship between strain at the start of the work shift and (a) service performance and (b) strain at the end of the work shift. Additionally, as predicted, daily surface acting was particularly related to emotional dissonance when strain at the start of the work shift was high.     

Positive psychological capital and emotional labor in Korea: the job demands-resources approach

This study examined the effect of organizational justice perception on service employees' positive psychological capital and the influence of positive psychological capital on surface and deep acting. Drawing on the job demands-resources (JD-R) model and the literature on positive work environment, the indirect effects of perceived distributive and procedural justice on surface and deep acting through service employees' psychological capital were hypothesized. Using data from 263 flight attendants of the largest airline company in South Korea, the results indicated that perceived distributive and procedural justice were positively related to service employees' psychological capital, which, in turn, fostered deep acting but not surface acting. Deep acting was negatively related to emotional exhaustion, while surface acting showed a positive relationship. Emotional exhaustion, in turn, increased turnover intention. This study offers contributions to our understanding of positive psychological capital and implications for emotional labor in service management. Limitations and future research directions are discussed.     

Public service motivation and customer service behaviour: testing the mediating role of emotional labour and the moderating role of gender

ABSTRACT

Prior research indicates that public service motivation (PSM) provides a motivational base for effective emotion regulation. This study extends this body of research by investigating how service workers in different gender groups regulate their emotions during service transactions. Analysis of survey data from public service workers in Thailand showed that ‘deep acting’ is the primary emotional labour strategy-linking PSM and customer service behaviour (CSB), whereas ‘surface acting’ does not play a mediating role. The results further revealed that PSM has a stronger association with male workers’ CSB only via deep acting. Theoretical and practical contributions are discussed.     

组织文化认同内在层次与情绪工作的关联性分析

激发员工情绪工作是企业管理的重点.以服务行业工作人员为研究对象,依据社会认同理论,研究组织文化认同对情绪工作产生影响的机理,基于SPSS的回归分析,实证检验支持了组织文化认同是激发员工情绪工作的重要影响要素,其中组织文化认同的情感层能够有效地控制情绪工作中表层行为,认知层文化认同和行为层文化认同则能激发员工的深层行为,并且行为层认同更能激发员工的深层行为.     

The transnational family: A typology and implications for work-family balance

In a growing number of families, members are dispersed across country borders, but maintain close ties. Despite their growing prevalence, an overarching theoretical framework to explain this phenomenon is absent and little is known about work-family experiences in this type of family. With this in mind, we provide a typology that can be applied to the transnational family as a theoretical lens through which diverse forms of transnational families can be understood. Next, we provide a definition of work-family balance (WFB) that considers unique aspects of transnational families while also drawing upon previous definitions of WFB developed in the domestic work-family literature. Finally, we discuss how WFB may differ depending on the characteristics of transnational families. We conclude by discussing implications and suggestions for future research.     

医护人员情绪劳动与工作倦怠的相关研究

目的:探讨医护人员情绪劳动、工作倦怠与社会支持的关系;方法:文章通过对西安市某三甲医院302名医护人员做调查;结果:1情绪劳动与工作倦怠显著相关,且对工作倦怠有一定的预测作用;2社会支持与工作倦怠呈负相关;3来自工作领域内的支持对情绪劳动和工作倦怠起调节作用、而家庭支持则未在情绪劳动与工作倦怠之间产生调节作用;结论:对于医护人员而言,情绪劳动影响工作倦怠,而组织支持在其间起调节作用。     

Emotional exhaustion and job performance: the mediating role of organizational commitment

We analyze the impact of emotional exhaustion (EE) on turnover intention, task performance and organizational citizenship behavior (OCB) among hospital nurses in China. The differential mediating effects of affective organizational commitment on the associations between EE and turnover intention, task performance and OCB were examined. Data were collected from both nurses and their supervising physicians using a questionnaire survey in Mandarin. The results revealed full mediation effect for turnover intention and for OCB directed at the organization. There was a significant indirect effect for OCB directed at individuals and no mediation effect for task performance.     

Chinese hotel employees in the smiling masks: roles of job satisfaction,burnout, and supervisory support in relationships between emotional labor and performance

Using survey data obtained from 206 frontline hotel employees (Study 1) and 111 employee–supervisor dyads (Study 2), we examined how the emotional labor of hotel employees was associated with affective and behavioral outcomes. We found that surface acting was negatively related to job satisfaction but positively related to burnout. Meanwhile, deep acting was positively related to job satisfaction but negatively related to burnout. Additionally, job satisfaction and burnout were found to mediate the relationship between emotional labor and work performance. We further found that supervisory support moderated the relationships between emotional labor and job satisfaction and burnout.     

Revenge Exacerbates the Effects of Interpersonal Problems on Mentors’ Emotional Exhaustion and Work‐Family Conflict: A Self‐Defeating Perspective

Drawing on conservation of resources theory, this study examined the link between negative mentoring experiences (i.e., interpersonal problems) perceived by mentors and their work‐family conflict (WFC) by focusing on the mediating role of emotional exhaustion and the moderating role of revenge. The results of a field survey of 187 mentors in China supported all of our hypotheses, indicating that interpersonal problems perceived by mentors were positively related to their WFC. This relationship was also found to be mediated by the mentors’ emotional exhaustion. In addition, revenge against protégés was found to moderate the main effect of interpersonal problems on emotional exhaustion and the indirect effect of interpersonal problems on WFC. Specifically, revenge exacerbated the positive relationship between interpersonal problems and emotional exhaustion. Further, emotional exhaustion mediated the indirect effect of interpersonal problems on WFC when the level of revenge was high, but not when it was low. The findings of this study provide insightful theoretical contributions and managerial implications that indicate new directions for research related to mentoring and work‐family relationships. © 2016 Wiley Periodicals, Inc.     

Predictors and processes of satisfaction with work–family balance: Examining the role of personal,work, and family resources and conflict and enrichment

Drawing from resource-based theories, we conduct two studies to investigate the unique and relative importance of personal (e.g., resilience, proactive health behaviors), work, and family resources (i.e., enriched job and family roles, work and family support) to balance satisfaction, and the mediating roles of conflict and enrichment. We test our hypotheses in Study 1 using a cross-sectional survey of 216 employees and in Study 2 using a time-lagged survey over 3 months with 220 employees. Across both studies, work and family resources (e.g., enriched job and family characteristics, work and family support) were positively related to balance satisfaction. In general, work resources were more relevant to balance satisfaction than were personal or family resources. In terms of processes, work resources relate to less work-to-family conflict and greater work-to-family enrichment which in turn, relate to greater balance. In contrast, the family-to-work directions of conflict and enrichment were just weakly related to balance. Across the two studies, findings regarding the role of personal resources were mixed. We discuss how these findings expand our understanding of work–family balance and the practical implications for human resource practitioners.     

Collegiality under pressure: the effects of family demands and flexible work arrangements in the Netherlands

Collegial relationships at work have become more important now that organizations increasingly use team-based work processes. Collegiality is also facing new challenges, however: more employees are meeting heavy demands beyond the workplace and making more frequent use of flexible work arrangements. This study seeks to explain the effect of employees’ family demands on collegiality and evaluates whether the use of flexible work arrangements improves or impedes collegial behaviour. Moreover, we aim to investigate collegial behaviour as an exchange process between co-workers, and therefore also take family demands and the use of flexible work arrangements by co-workers into account as predictors of employee collegiality. Based on a sample of 1114 employees from 30 organizations, the results show that when used by the employee and co-workers, flexitime decreases collegiality. Collegiality is decreased when the employee has young children, but increased when co-workers have older children. The implications of these findings for HR practices are discussed.     

Why has the number of teachers per student risen while teacher quality has declined?: The role of changes in the labor market for women

Since 1970, the number of teachers per student rose while teacher quality apparently eroded. A model of school and voter decisions shows that an increase in the skill price for women may induce schools to hire additional teachers rather than better quality teachers. Estimation results indicate that the price of skill and alternative wage had offsetting effects on the teacher–pupil ratio. Increased demand for education therefore resulted in larger teacher–student ratios. In contrast, both the skill price and the alternative wage reduced teacher quality. Increased demand for education did not outweigh the combined price effect, and teacher quality fell.     

CEO Succession Mechanisms,Organizational Context,and Performance: A Socio‐Emotional Wealth Perspective on Family‐Controlled Firms

This article extends the literature on CEO succession and financial performance by addressing corporate owners' mixed motives and desires to protect their interest in being in business. We draw on a Socio‐Emotional Wealth (SEW) perspective to investigate how the choice of one of three succession mechanisms – relay succession, ‘horse races’ among internal CEO candidates, and hiring from outside – may effectively balance trade‐offs between corporate owners' non‐financial SEW motives and the firm's financial performance. We find that implementing one of these succession mechanisms reduces the negative impact that typically characterizes CEO transitions in family firms. We also show that family presence on the board of directors offsets the benefits of having selected these balancing succession mechanisms, in either placing too much emphasis on SEW, or creating negative dynamics that make the chosen succession mechanisms less effective.     

Intercountry feedback and spillover effects within the international supply and use framework: a Bayesian perspective*

This paper proposes a new framework for the estimation of product-level global and interregional feedback and spillover (FS) factor multipliers. The framework is directly based on interregional supply and use tables (SUTs) that could be rectangular and gives a possibility of taking account of the inherent input–output data uncertainty problems. A Bayesian econometric approach is applied to the framework using the first version of international SUTs in the World Input–Output Database. The obtained estimates of the global and intercountry FS output effects are discussed and presented at the world, country and product levels for the period of 1995–2009.     

FDI forward spillover effects in emerging markets: A comparative meta-analysis of China and Eastern Europe

Using two unique datasets of 530 forward estimates from 19 studies on China and 942 forward estimates from 28 studies on Eastern European transition economies, this study quantitatively analyzes foreign direct investment forward spillover effects, accounting for various biases and firm attributes in existing empirical results using a meta-regression analysis. We find that aggregation bias, misspecification bias, endogeneity bias (including simultaneity bias and omitted-variable bias), and publication bias, as well as firm attributes, contribute to the heterogeneity in forward spillover estimates; and that the preferred forward spillover effects are positive but nonsignificant. Interestingly, the preferred forward spillover effect is likely to be much larger in Eastern European transition economies than in China.     

Analysis of the cross-region risk contagion effect in stock market based on volatility spillover networks: Evidence from China

This article uses the stock market regional indexes of 31 provinces (include Province-level municipalities and Minority Autonomous Regions) in mainland China as a sample, and constructs an inter-regional volatility spillover network of China’s stock market based on the GARCH-BEKK model. Through network centrality analysis, Diebold and Yilmaz's spillover index method and block model analysis, we comprehensively analyze the risk contagion effect among different regions in China’s stock market. The empirical results show that: (i) The risk contagion intensity (risk reception intensity) in various regions of China’s stock market has a typical “core-periphery” distribution characteristic due to regions’ different levels of economic development. (ii) There are obvious risk spillover effect in China’s stock market, among which the economically developed regions along the southeastern coast of China, such as Beijing, Shanghai, Zhejiang and Jiangsu, are the main risk transmitters, while the economically undeveloped regions in the Midwest of China, such as Xinjiang, Xizang, Gansu, Nei Menggu and Qinghai are the main risk receivers. (iii) Each region is divided into 4 blocks according to their respective roles in the risk spillover process in China’s stock market. Block 1 that is composed of the economically underdeveloped regions in the Midwest is the “main benefit block”, it acts as a “receiver”. Block 2 that is composed of regions with strong economic growth vitality in the Midwest is a “Bilateral spillover block”, it both plays the role of “receiver” and “transmitter”. Block 3 that is composed of developed regions along the southeast coast, it acts as a “transmitter”; Block 4 that is composed of the relatively fast-growing regions in the Southwest is the “brokers block”, it serves as a “bridge”. The results of this article can provide some reference for investors in financial institutions and decision makers in financial regulators.     

Business cycles and redistribution: The role of government quality

We study how government quality mediates the relationship between business cycles and redistribution. Our key hypothesis is that the potential of income redistribution to reduce rising inequality levels after an economic crisis depends on government quality. The empirical evidence based on a panel of 46 countries over the period 1996–2016 lends strong support to this hypothesis. We find that macroeconomic recessions promote redistribution of income in high government quality contexts, but they lead to wider economic inequalities in countries with poor quality of government.     

浅谈当今建筑行业的劳务现状与发展

文章认为建筑业是一个特殊行业,建筑业的作业人员仍然主要是农民工,人员流动性大,作业队伍不稳定,劳动者技术水平参差不齐,劳动者权益难以得到保证,不发、克扣、拖欠工资等现象较为严重,劳资纠纷经常发生,社会保险、意外伤害保险等难以落实,积极引导,扶持组建劳务分包公司,变目前的松散状态为有组织状态,将对提高我国建筑业管理水平具有重大的现实意义和深远的历史意义。     

Servant leadership,organizational identification,and work‐to‐family enrichment: The moderating role of work climate for sharing family concerns

The present study investigates the impact of servant leadership as perceived by followers on their work‐to‐family enrichment (WFE) by focusing on the mediating role of organizational identification and the moderating role of work climate for sharing family concerns. The results from a field survey of 230 married managers in China provide full support for our hypotheses, indicating that perceived servant leadership is positively related to WFE; this relationship is also mediated by organizational identification. In addition, work climate for sharing family concerns attenuates the effects of servant leadership on organizational identification and WFE. The theoretical and managerial implications of these findings are discussed. © 2012 Wiley Periodicals, Inc.     

Neighborhood quality and labor market outcomes: Evidence from quasi-random neighborhood assignment of immigrants

Settlement in a socially deprived neighborhood may hamper individual labor market outcomes because of lack of employed or highly skilled contacts. I investigate this hypothesis by exploiting a unique natural experiment that occurred between 1986 and 1998 when refugee immigrants to Denmark were assigned to municipalities quasi-randomly, which successfully addresses the methodological problem of endogenous neighborhood selection. I show that individuals sort into neighborhoods. Taking account of location sorting, living in a socially deprived neighborhood does not affect labor market outcomes of refugee men. Their labor market outcomes are also not affected by the overall employment rate and the overall average skill level in the neighborhood. However, an increase in the average skill level of non-Western immigrant men living in the neighborhood raises their employment probability, while an increase in the employment rate of co-national men living in the neighborhood raises their real annual earnings. This provides quasi-experimental evidence that residence-based job information networks are ethnically stratified.