Purpose This paper aims to examine the relationship between surface acting (SA), deep acting (DA) and organizational commitment (OC). Design/methodology/approach Guided by affective events theory, the study adapted emotional labour scale and three components model to profile 373 teachers from 30 schools around Peninsular Malaysia. A list-based simple random sampling technique was used to select respondents. Structural equation modeling (SEM) was used to test hypotheses, and the proposed model was assessed through renowned fit indices. Findings OC was hypothesized as a second-order construct. SEM result indicates that both SA and DA have significant negative relationship with OC. Fit indices of the hypothesized model showed χ²/df ratio (560.069/265) = 2.113, RMSEA (0.055), and CFI (0.936). This result provides empirical support for the data collected. Research limitations/implications The study provides new insight on the ongoing debate about SA and DA. Therefore, it advances body of research in this regard. The implication for HR managers is that strategic polices can be institutionalized to buffer the consequences of SA and DA. This is due to the fact that SA and DA may not be abolished for service employees like teachers. The practical implication for teachers is the understanding that emotional regulation process is inevitable because teaching is profoundly an emotional activity job. Besides being a cross-sectional study, the sampled population may have limited the study’s outcomes. Originality/value Given existing inconsistent results on the consequences of SA and DA, this study shows that not only SA can lead to negative after-effects, DA can also cause the same. Future study can explore spiritual intelligence to examine how best SA and DA can be performed at reduced consequences on OC.

This paper examined the relationship between spiritual intelligence (SQ) and organizational commitment (OC) among employees. Consistent with Multiple Intelligence Theory (MI), 510 teachers were drawn through a list-based simple random sampling technique in the Peninsular areas of Malaysia. Hypothesis was tested with structural equation modeling (SEM) and the structural model was assessed through renowned GOF indices. Findings revealed that SQ relates significantly positive with OC, such that spiritually intelligent employees are more obliged towards workplace activities. GOF indices showed χ² / df ratio (997.341 / 547) = 1.823, RMSEA (0.057), and CFI (0.903), providing empirical support for the hypothesized structural model. The study outcomes are promising. Theoretically, it contributes to organizational behavior research regarding the influence of spiritual resources and virtues on employees’ behavior. The study has implications for HR policies such as compensation and motivation. Spiritual intelligence aids employees to see beyond the material aspects of the workplace. Hence, they are better inspired when HR managers augment HR policies with SQ components.  Practically, employees are more productive, creative, and resourceful when performing organizational activities. Therefore, the study provides indication on how employees can consider work-related activities as a quest worth achieving. Within this process, lies the opportunity to experience spiritual consciousness which stimulates their personal growth and development. The study is limited in a number of ways. It is cross-sectional, purely quantitative, and has its social-demographic factors controlled.