Examining Emotional Labor in COVID-19 through the Lens of Self-Efficacy

Yao, Lixia; Gao, Jie

doi:10.3390/su132413674

Cited by 9 publications

(15 citation statements)

References 63 publications

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“…Indeed, mutual recognition respect, an equality-based respect, can be regarded as a central ingredient for promoting organizational sustainability and also for maintaining an innovative workforce. Meanwhile, in today's competitive work environment, and despite other challenges [4], leaders have to deal with employees who view their exchanges as biased and inequitable. For instance, psychologically entitled employees believe they deserve preferential treatment irrespective of their performance [5].…”

Section: Introductionmentioning

confidence: 99%

Leaders’ Emotion Regulation and the Influence of Respect and Entitlement on Employee Silence

2022

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Although numerous researchers have examined leaders’ behavior in promoting employee voice, so far, there have been limited empirical studies in interpersonal emotion regulation (IER) and employee silence literature. This study aims to investigate how leaders’ IER can break the barrier of employee silence through examining the mediating roles of perceived mutual recognition respect and psychological entitlement. To enhance sustainable organization practices, this may be the first study that identifies leaders’ IER strategies as an effective communication tool for diminishing employee silence. By collecting data from 315 management employees in Pakistan, the hypothesized relationships were tested using path analysis and bootstrapping technique with AMOS. Our findings support the mediating role of mutual recognition respect and psychological entitlement in leaders’ IER and employee silence relationship. More specifically, while mutual recognition respect mediates the relationship between leaders’ problem-focused strategies and employee silence, psychological entitlement mediates the association of both problem-focused and emotion-focused strategies with employee silence. In line with the research findings, we have highlighted some notable theoretical contributions and managerial implications. Further, we present limitations and future research directions.

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Section: Introductionmentioning

confidence: 99%

Leaders’ Emotion Regulation and the Influence of Respect and Entitlement on Employee Silence

2022

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“…The findings demonstrated that emotional labor significantly affects wellbeing, as shown by life and job satisfaction. Self-efficacy plays a crucial mediating function between deep behavior and life happiness, as well as having a major positive impact on employees' work and personal well-being [ 8 ]. Kowal asserted that emotional labor is necessary in the majority of vocations and connected participants' emotional labor and self-efficacy to recruiting [ 9 ].…”

Section: Introductionmentioning

confidence: 99%

[Retracted] Efficacy Analysis of Emotional Labor and Professional Self‐Quality of Opera Actors Based on Metaregression Analysis in Small Sample Environment

Wang

Liu

2022

Journal of Environmental and Public Health

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On the rules of emotional performance in performances, opera singers based it on their emotional labor. Opera actors need to use certain stage scenarios and script designs during performances in order to convey the emotions of the characters in a way that will resonate with the audience and provide excellent stage effects. Opera singers put a lot of emotional work into their performances, which is at the core of them. Whatever the actor’s genuine feelings may be, he or she must channel them as a skilled opera actor in order to provide the audience with a rich visual feast. This article investigated the connection between emotional labor and opera singers’ professional self-efficacy in order to support the strong development of the opera business. In order to improve the professional self-efficacy of opera actors, the metaregression analysis method (MRA) was applied during the research procedure. The convenience sample approach was utilised to distribute 324 copies of the questionnaire survey, which had 319 valid questions about the emotional labor and professional effectiveness of opera actors. Through the simulation of the data set, it was discovered that the adoption of emotional labor strategy can raise the professional self-efficacy of opera actors by 2.36 percent, thereby fostering the growth of opera actors as individuals.

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“…이러한 제한들은 사회적 불평등을 극화시키고 시민들의 소외와 고립감을 고조시켰다 [1]. 공공 서비스에 대한 시민들의 불편감과 불만은 공공 근로자의 감정노동으로 이어진다 [1][2][3]. 코로나19로 인해 심리적 스트레스 수준이 높아진 그리고 제한에 예민해진 사람들이 공공 근로자에게 어려운 요구를 강요하고 부정적 감정을 표출하게 된 것이었다 [2] [3].…”

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Exploring the Pathways of COVID-19 Fear Leading to Depression and Anxiety in Public Sector Workers: The Mediating Effect of Emotional Labor

Lee,

Hong

2024

APJCRI

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The goal of this research is to confirm that emotional labor has a moderating role in the association between COVID-19 fear and depression and anxiety in public sector employees. This study aimed to understand the emotional labor and mental health issues of public sector workers during the COVID-19 pandemic and to understand the changes in emotional labor issues caused by COVID-19 pandemic. A sample of 203 workers from the public sector filled out the COVID-19 risk perception surveys, the Korean emotional labor scale, the depression questionnaire, and the generalized anxiety disorder questionnaire for this study. The data was analyzed for mediation effects by SPSS 25.0 and Sobel test. The results can be summarized as follows. First, during the COVID-19 pandemic, the risk group of the emotional labor (emotion regulation, emotional dissonance) had a significantly higher level of depression and anxiety compared with the normal group. Second, the COVID-19 fear had a significant effects on emotional labor, depression, and anxiety. Third, emotional dissonance had a substantial impact on depression and anxiety, but emotion regulation had no effect at all. Fourth, the full mediating effects of emotional dissonance between COVID-19 fear and depression and anxiety. Reflecting the results as follows. First, the COVID-19 fear increases emotional labor issues and mental health vulnerabilities. Second, the emotional dissonance is the main cause of mental health problems than emotional regulation during the COVID-19 pandemic. Third, when the public sector workers perform emotional labor during the COVID-19 pandemic, the fear of COVID-19 translates into emotional dissonance and increases mental health risks. Reducing emotional dissonance helps prevent mental health problems caused by the COVID-19. In conclusion, these findings and the ensuing debates point to the necessity of providing psychological assistance to those working in the public sector during crises like COVID-19, as well as the implications for emotional labor intervention.

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Examining Emotional Labor in COVID-19 through the Lens of Self-Efficacy

Cited by 9 publications

References 63 publications

Leaders’ Emotion Regulation and the Influence of Respect and Entitlement on Employee Silence

Leaders’ Emotion Regulation and the Influence of Respect and Entitlement on Employee Silence

[Retracted] Efficacy Analysis of Emotional Labor and Professional Self‐Quality of Opera Actors Based on Metaregression Analysis in Small Sample Environment

Exploring the Pathways of COVID-19 Fear Leading to Depression and Anxiety in Public Sector Workers: The Mediating Effect of Emotional Labor

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