Emotional dissonance and emotional exhaustion among hotel employees in Nigeria

By Osman M. Karatepe, Kayode D. Aleshinloye. 2009

225 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/6ff81f119fd1f1b7eea13d347ae314fd021b824e

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In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Do job resources moderate the effect of emotional dissonance on burnout (2011, methodology): “Employees who frequently fake their emotions in the workplace experience burnout, are dissatisfied with their jobs, and display turnover intentions (Karatepe and Aleshinloye, 2009; Karatepe et al., 2009; Wong and Wang, 2009).”
Moving emotional labor beyond surface and deep acting (2012, background): “Research suggests emotional labor can affect job satisfaction (Rutner, Hardgrave, & McKnight, 2008), work withdrawal, and turnover intentions (Abraham, 1999; Bakker & Heuven, 2006; Karatepe & Aleshinloye, 2009; Rutner et al., 2008).”
Employees' work–family conflict moderating life and job satisfaction (2012, background): “This struggle is due to long hours, irregular and inflexible work schedules, heavy workloads, low wages, and demanding and difficult customers (Karatepe & Aleshinloye, 2009; Karatepe & Olugbade, 2009; Wong & Ko, 2009).”
Chinese hotel employees in the smiling masks: roles of job satisfaction, burnout, and supervisory support in relationships between emotional labor and performance (2012, background): “The principle of the buffering argument is that support provided by one's social network (in this case, supervisors) has a buffering effect on cognitive dissonance because of the ability of the network (supervisors) to protect one (in this case, the employee) from the harmful effects of cognitive di”
Emotional exhaustion and its consequences for hotel service quality: the critical role of workload and supervisor support (2020, methodology): “Supervisor support was assessed using a four-item scale taken from Karatepe and Olugbade (2009), who based on Beehr et al. (1990), and used this scale in their study conducted among hotel employees of Abuja (Nigeria).”
Procedural Justice, Work Engagement, and Job Outcomes: Evidence from Nigeria (2011, methodology): “Hotel category, gender, and organizational tenure are treated as control variables in this study, because they may significantly influence the study variables and confound the relationships (eg, Karatepe & Aleshinloye, 2009 ; McFarlin & Sweeney, 1992 ; Schminke, Cropanzano, & Rupp, 2002 ; Vigoda”
Work–family conflict/family–work conflict, job stress, burnout and intention to leave in the hotel industry in Quebec (Canada): moderating role of need for family friendly practices as “resource passageways” (2018, background): “Indeed, long and irregular working hours, low pay, excessive workload (Karatepe, 2008; Karatepe & Aleshinloye, 2009; Mansour, 2012), and the difficulty in reconciling work and family life (Namasivayam & Zhao, 2007; © 2016 Informa uK limited, trading as Taylor & francis group KEYWORDS Work–family…”
The effects of work overload and work-family conflict on job embeddedness and job performance: the mediation of emotional exhaustion. (2013, result): “The results of another empirical study conducted with frontline hotel employees in Nigeria revealed that emotional exhaustion did not significantly influence job performance (Karatepe and Aleshinloye, 2009).”
Hotel performance: state of the art (2010, background): “Other important determinants are related to organizational characteristics and HRM practices (Alleyne et al., 2006; Boselie et al., 2003; Chand and Katou, 2007; Hoque, 1999; Karatepe and Aleshinloye, 2009; Karatepe et al., 2006; Øgaard, 2006; Ooncharoen and Ussahawanitchakit, 2008), manager behavior”
Effects of culinary employees’ role stress on burnout and turnover intention in hotel industry: moderating effects on employees’ tenure (2012, background): “Karatepe and Aleshinloye (2009), Karatepe and Karatepe (2010), Karatepe and Uludag (2007), Meyer and Allen (1991), and Schwenk and Valacich (1994) displayed”
The relationship of chronic regulatory focus to work–family conflict and job satisfaction (2012, background): “Hospitality employees often experience long work hours, irregular and inflexible work schedules, heavy workloads, low wages, and demanding and difficult customers (Karatepe and Aleshinloye, 2009; Karatepe and Olugbade, 2009; Wong and Ko, 2009).”
Effect of job insecurity on frontline employee’s performance: Looking through the lens of psychological strains and leverages (2017, background): “The condition and characteristics of work environment in this industry are considered as factors to create emotional exhaustion among employees (Babakus et al., 2008; Pienaar & Willemse, 2008; Karatepe & Aleshinloye, 2009; O‟Neill & Xiao, 2010; Kim, Shin, & Umbreit, 2007; Karatepe & Uludag, 2007).”
How Emotional Labor and Ethical Leadership Affect Job Engagement for Chinese Public Servants (2014, background): “The buffering argument arises from the fact that workers’ social networks help them deal with the stress that is caused when they must be disingenuous in the emotions they must display (Karatepe & Aleshinloye, 2009).”