DRIVING IT HOME: HOW WORKPLACE EMOTIONAL LABOR HARMS EMPLOYEE HOME LIFE

By David T. Wagner, Christopher M. Barnes, Brent A. Scott. 2014

218 citations recorded by the source corpus.

Subfields: General Health Professions, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/3fd9efc121e7bd2f38e8e1859988f5c4e27cf47f

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In General Health Professions

In Sociology and Political Science

Citations in the corpus

Smiling for a Wage: What Emotional Labor Teaches Us About Emotion Regulation (2015, background): “At the same time, deep acting did not help with daily anxiety and job burnout (Wagner et al., 2014), was negatively related to daily positive mood and job satisfaction (Judge et al., 2009), and was positively related to somatic symptoms (H€ulsheger & Schewe, 2011).”
Mental Illness in the Workplace: An Interdisciplinary Review and Organizational Research Agenda (2018, background): “Employees’ psychological health and well-being is often examined as the presence of affective states, such as depressed (Erickson & Wharton, 1997) or anxious (Wagner, Barnes, & Scott, 2014), which is more momentary and often normative in response to certain events.”
The Relationship Between Work Engagement and Work–Life Balance in Organizations: A Review of the Empirical Research (2020, background): “…of emphasis has been placed on the health and wellbeing of employees (Peeters & Demerouti, 2014), and as such, WLB is receiving great attention from both researchers and practitioners as a means of nurturing employees’ well-being (Jones et al., 2013; Kinnunen et al., 2014; Wagner et al., 2014).”
“You Wouldn’t Like Me When I’m Sleepy”: Leaders’ Sleep, Daily Abusive Supervision, and Work Unit Engagement (2014, methodology): “Recent management studies have found day-level relationships between sleep (quantity and quality) and several workplace phenomena, including affect, job satisfaction, unethical behavior, surface acting, and time spent working (Barnes et al., 2011, 2012; Christian &Ellis, 2011; Scott & Judge, 2006; S”