Suchergebnisse

Emotion management is common in a variety of jobs. In encounters with customers and clients, many workers must act cheerful regardless of their true feelings. Within the workplace, workers also manage their emotions to act appropriately in interactions with coworkers and superiors. Research on the ways in which workers are affected by their emotion management has shown that, in some cases, emotion management at work may be consequential for a worker's well-being. To examine the relationships between emotion management and psychological outcomes, and how workers of varying statuses are differentially affected by emotion experiences in the workplace, I collected original quantitative data using a mail survey. This case study discusses the work involved in designing and implementing a survey by mail with a large random sample.

Using survey data from a large sample of state employees, this research investigates gender differences in affective organizational commitment to state employment. Following relational cohesion theory, I hypothesize that perceived emotional support among workers within the workplace is positively associated with affective commitment to state employment. I also expect that women's greater commitment to state employment compared with men is due to their higher levels of perceived coworker support. The results of the analyses largely support the hypotheses and suggest that public-sector managers would do well to encourage the development of supportive relationships among employees.

Emotional labor that requires workers to suppress their truly felt emotions and create a fake emotional display has negative consequences for workers including psychological distress and lowered job satisfaction. This type of emotional labor, called surface acting, is often necessary in public service work. In an effort to identify ways to reduce the harmful effects of emotional labor for workers, this research further specifies the relationship between emotional labor and worker well-being using data from a large sample of public service workers working in a variety of occupations ( n = 1,395). The analyses test a mediator and moderators of the relationship between emotional labor and worker well-being. The findings suggest that surface acting emotional labor is harmful to workers because it increases feelings of self-estrangement. In addition, a worker's sense of self-efficacy in emotional labor performance is shown to reduce the negative effects of surface acting.

Recent attention has been given to the supportive relationships that may develop among coworkers, and researchers have produced evidence that coworker support can be beneficial for worker well-being. However, studies that have examined the role of social support at work in protecting workers from the detrimental effects of a poor work environment have reported mixed results. The effects of coworker support appear to depend on the type of stressor experienced. This research focuses on stress from exposure to mistreatment by others. This type of stress may be particularly harmful for interactive service workers as they must negotiate interactions with others of various statuses in the workplace. Drawing on data from a large survey of workers, the ability of perceived coworker support to help protect workers from the negative effects of mistreatment by supervisors, customers, and coworkers is examined. The results offer some support for the stress-buffering hypothesis. Although being treated unfairly by others in the workplace is associated with low levels of job satisfaction and high levels of psychological distress, workers who report supportive coworker relationships appear to be protected from some of the negative effects of mistreatment.

I examine the utility of self-concept anchorage (as described by Turner 1976) in the analysis of inauthenticity in the workplace. As controlling internally felt emotion may distance the worker from her true feelings or true self, the management of emotion in the workplace can produce feelings of inauthenticity in the worker. This relationship has been demonstrated in previous research. However, as noted by some researchers, the relationship between emotion management and inauthenticity assumes that workers experience spontaneous, unmanaged emotions as representative of their true self (an impulsive orientation to emotion). I analyze a worker's self-concept orientation as a moderator of the relationship between emotion management in the workplace and feelings of inauthenticity. The results reveal the importance of considering self-concept anchorage in analyses of inauthenticity in the workplace; however, the effect appears at the level of emotional feeling rather than display.

This article presents a study that examined the relationship between involvement in multiple roles and psychological distress among 380 Caucasian and African American women aged 18—60, focusing on women's roles as paid workers, wives, and mothers. The quality of the mother role was significantly associated with psychological distress, while role occupancy and role quantity were not. Furthermore, the African American and white women appeared to be affected similarly by the quality of their experience in the mother role.

We compare environmental concern between people in the United States and China by analyzing two General Social Surveys carried out in 2010. The two surveys have the same questions about the environment that have been answered by national probability samples of respondents from each country. This study serves as a starting point to understand variation in environmental concern between these two countries that have major global environmental impacts. Our hypotheses draw on the measurement hypothesis and the theory of planned behavior. We found the Chinese report higher environmental concern when measured as environmental sacrifice and perceived dangerousness, whereas the Americans reported a greater frequency of pro-environmental behaviors. Results from structural equation modeling show that the connections between sociodemographic predictors and environmental concern vary depending on the dimension of environmental concern being examined. We discuss these findings in the context of existing literature and factors unique to each country.