Emotion regulation in the workplace: a new way to conceptualize emotional labor.

By Alicia A. Grandey. Journal of Occupational Health Psychology, 2000

3,474 citations recorded by the source corpus.

Subfields: General Health Professions, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/29948b5fabf65bd3484bd8b3893db253674cbcdd

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Citations in the corpus

How Abusive Supervision Affects Workplace Deviance: A Moderated-Mediation Examination of Aggressiveness and Work-Related Negative Affect (2016, background): “Although researchers are beginning to recognize the importance of how organizational and individual factors interact with workplace events and affective states (Brief et al. 1995; Grandey 2000; Krehbiel and Cropanzano 2000), the current model builds upon the extant literature to include both employe”
Smiling for a Wage: What Emotional Labor Teaches Us About Emotion Regulation (2015, background): “Emotional labor extends emotion regulation by linking surface and deep acting to “real-world” outcomes (Grandey, 2000): long-term indicators of employee stress and health (i.”
Emotional dissonance, burnout, and in-role performance among nurses and police officers (2006, background): “Emotion work occurs in face-to-face contacts with the public in which expressions are regulated as part of the job to produce an emotional state in the recipients or to comply with the organizational rules concerning emotional expression (Grandey, 2000).”
Diversity and Emotion: The New Frontiers in Organizational Behavior Research (2002, background): “Adverse health outcomes that can result from non-expression of negative emotion include serious disorders such as hypertension and cancer (Grandey, 2000) and less serious but nonetheless potentially debilitating symptoms.”
Leader Cultural Intelligence in Context (2011, background): “Along the same vein, the ongoing validation of EQ as a leadership competency was advanced by consideration of emotional labor as a key contextual variable (Grandey, 2000), such that EQ was postulated to predict performance predictor for jobs characterized by high emotional labor (Groves & Vance, 200”
Emotional labor among police officers: a diary study relating strain, emotional labor, and service performance (2017, background): “Employees in most service professions engage in emotional labor on a regular basis (Grandey, 2000).”
Compassion Fatigue, Secondary Traumatic Stress, and Vicarious Traumatization: a Qualitative Review and Research Agenda (2019, background): “Emotional labor and emotion regulation perspectives (e.g., Brotheridge and Grandey 2002; Grandey 2000), and work on “toxin handlers” (i.e., individuals who help peers deal with negative emotions; Kulik et al. 2009) and emotion capacity in organizational units (e.g., Stephens et al. 2013), may help…”
Developing emotion abilities and regulation strategies in a sport organization: An action research intervention (2013, background): “The literature on such emotion processes (see Augustine & Hemenover, 2009; Grandey, 2000; Gross & Thompson, 2007) has generally distinguished between two forms of regulation strategy and their effects: reappraisal and expressive suppression.”
Teacher emotional labour, instructional strategies, and students’ academic engagement: a multilevel analysis (2020, background): “expressive components of emotions according to the emotional display rules of their professional role (Grandey, 2000; Hochschild, 1983; Winograd, 2003).”
Main and moderating effects of self-control, organizational justice, and emotional labour on counterproductive behaviour at work (2007, background): “Surface and deep acting denote the strategies how to meet these emotional job demands and they have been equated with the concept of emotional labour (Grandey, 2000; Totterdell & Holman, 2003).”
Relationships between Emotional Labor, Job Performance, and Turnover. (2011, methodology): “…to indicators of employee well-being (Grandey, 2000; Hochschild, 1983), customer outcomes such as satisfaction and loyalty (Giardini & Frese, 2008; Grandey, 2000; Grandey, Fisk, Mattila, Jansen, & Sideman, 2005; Hennig-Thurau, Groth, Paul, & Gremler, 2006), and ultimately, organizational…”