Influence of Emotional Labour on Job Satisfaction among Employees of Private Hospitals

Kaur, Sandeep; Malodia, Luxmi

doi:10.1177/0972063417717899

Cited by 16 publications

(13 citation statements)

References 17 publications

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“…Understanding of emotion management between employees remains limited in the field of public administration. Scholarship in this field has often emphasized the emotional labor that takes place between employees and clients and the impacts it has on job satisfaction (Jin & Guy, 2009;Kaur & Malodia, 2017;Yang & Chang, 2008), burnout (Guy et al, 2008;Jin & Guy, 2009), and performance (Meier et al, 2006). This study addresses an important gap in the literature by examining the association between emotion management between colleagues and social capital using a sample of federal employees.…”

Section: Discussionmentioning

confidence: 99%

“…Interest in the dynamic between emotions and organizations reached new heights in the 1980s with the work of Arlie Hochschild. She first coined the term emotional labor in her book, The managed heart (Kaur & Malodia, 2017). Defined as "the management of feeling to create publicly observable facial and bodily display" (Hochschild, 1983, p. 7), emotional labor finally 7 gave a name to a commonly overlooked form of labor in the workplace.…”

Section: Emotions In Organizations: From Emotional Labor To Emotion Managementmentioning

confidence: 99%

“…The increasing importance of emotional labor within public sector institutions is clear by recent growth in scholarship examining emotional labor's relationship with organizational performance (Meier et al, 2006), employee motivation (Hsieh, Yang, & Fu, 2012), job satisfaction (Jin & Guy, 2009;Kaur & Malodia, 2017), and leadership (Kiel & Watson, 2009;Lu & Guy, 2014;Newman et al, 2009). While these empirical developments have been essential to our understanding of emotions within public organizations, scholars have overlooked the potential effects of emotion management and the implications that this can have on coworker relationships and organizational effectiveness.…”

Section: Emotions In Organizations: From Emotional Labor To Emotion Managementmentioning

confidence: 99%

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Addressing the Relationship Between Emotion Management and Social Capital: An Analysis of Federal Employees

Humphrey

2020

J. Public Nonprof Aff.

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Emotion management describes the ability of an employee to regulate the outward manifestation of emotions during personal interactions. Prior studies examining emotions in organizations have often emphasized the production of emotional labor during service delivery transactions with clients. Such a focus has overlooked the emotion management that takes place between employees. Using ordinary least- squares (OLS) regression, this study analyzes the 2016 Merit Principles Survey of federal employees to examine the relationship between emotion management and the development of social capital. Findings from the study show a positive relationship between emotion management and social capital. These findings provide evidence that employees capable of properly regulating their emotional states during interactions with their colleagues perceive themselves as having more social capital. The findings, however, also indicate that the positive relationship between emotion management and social capital does not hold for employees of color to the same extent that it does for white employees. This could mean that emotion management by employees of color is less likely to lead to increases in social capital as it is for their white counterparts. These findings have important implications for our understanding of emotion management and its impact on how employees navigate their organizations.

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Section: Discussionmentioning

confidence: 99%

Section: Emotions In Organizations: From Emotional Labor To Emotion Managementmentioning

confidence: 99%

Section: Emotions In Organizations: From Emotional Labor To Emotion Managementmentioning

confidence: 99%

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Addressing the Relationship Between Emotion Management and Social Capital: An Analysis of Federal Employees

Humphrey

2020

J. Public Nonprof Aff.

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“…Consequently, we argue that from a gendered, ethnic perspective there are limited studies in relation to job satisfaction, hence, in exploring the work–family balance experiences of these women, we can understand the challenges with job satisfaction and career progression. Scholars (Fraser and Hodge, 2000; Kaur and Malodia, 2017) categorise job satisfaction broadly as structural, which examines workplace environment and workers satisfaction and dispositional approach, which considers the behaviours and abilities of the workers. Hence, we specifically consider factors such as the management and employee commitment to job roles that influences job commitment.…”

Section: Literature Reviewmentioning

confidence: 99%

Contextualising work–life balance: a case of women of African origin in the UK

Akobo

Stewart

2020

ICT

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Purpose The existing gender gap in the workplace, that affects job satisfaction and career advancement of women, creates a need to understand further the causes and effects of the gender gap phenomenon. Although, there are many challenges that affect women’s job satisfaction and advancement in the workplace, this paper aims to investigate work–life balance using multiple theoretical lenses. Design/methodology/approach In total, 15 semi-structured interviews were conducted with women from Nigeria and Ghana residing in the UK, they were selected using a purposive sampling method. Findings The findings show four main factors that explain the choices these women make in relation to work–family. These are cultural sensitivities, current phase in family and work–life, personality types and other influences such as policies and financial commitment. Results also show how these women make these work–family choices using networks and services. Practical implications The paper postulates the need for organisation’s to pay attention to the acculturation and enculturation of these women, which would indicate observing their cultural behaviour’s, values, knowledge and identities to understand how they integrate, assimilate and to also prevent separation and marginalisation. In addition, the use of (internal and external) networks as support systems for these women can create the opportunity for informal learning. Finally, organisation’s should create structure that support workplace learning and should include activities such as decision-making, communication, career advancement planning and flexible work patterns. Originality/value This study contributes to theory using multiple theories (work-family, gender inequality and Theories X and Y in explaining the work–family construct of women of African origin in the UK.

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“…Studies show the negative correlation of surface acting with job satisfaction and its positive correlation with deep acting. Meanwhile, Kaur and Malodia (2017) indicate that job satisfaction may be increased by the use of EL and the rela tionship of EL with work conditions like job involvement, autonomy, self-monitoring, and identification with the organization; they all appear to increase the complication of EL relationship with job outcomes.…”

Section: Influence Of Emotional Labor On Job Satisfactionmentioning

confidence: 99%

An Investigation into the Relationship between Emotional Labor and Customer Satisfaction

Eneizan¹,

Alsakarneh²,

AL-kharabsheh³

et al. 2019

CEMJ

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Influence of Emotional Labour on Job Satisfaction among Employees of Private Hospitals

Cited by 16 publications

References 17 publications

Addressing the Relationship Between Emotion Management and Social Capital: An Analysis of Federal Employees

Addressing the Relationship Between Emotion Management and Social Capital: An Analysis of Federal Employees

Contextualising work–life balance: a case of women of African origin in the UK

An Investigation into the Relationship between Emotional Labor and Customer Satisfaction

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