IS EMOTIONAL LABOR MORE DIFFICULT FOR SOME THAN FOR OTHERS? A MULTILEVEL, EXPERIENCE-SAMPLING STUDY

By T. Judge, E. F. Woolf, Charlice Hurst. 2009

487 citations recorded by the source corpus.

Subfields: Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/acf6c0ac1a44ceba308d28d61d0156a9561d8975

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Citations in the corpus

Is all Support Equal? The Moderating Effects of Supervisor, Coworker, and Organizational Support on the Link between Emotional Labor and Job Performance (2017, background): “…increasing the likelihood of burnout, a combiation of exhaustion, cynicism, and reduced professional fficacy, and at the same time diminishing the sense of job atisfaction (Grandey, 2000; Grandey et al., 2005; Hülsheger nd Schewe, 2011; Judge et al., 2009; Morris and Feldman, 997; Pugliesi, 1999).”
The moderating role of perceived organizational support on the relationship between emotional labor and job-related outcomes (2015, unknown): “emotional labor and job outcomes (Judge et al., 2009).”
On the costs and benefits of emotional labor: a meta-analysis of three decades of research. (2011, background): “For instance, in a recently published diary study, surface acting was positively related to negative affect and emotional exhaustion and negatively to job satisfaction in the evening after controlling for trait positive and negative affect (Judge et al., 2009).”
Enhancing emotional performance and customer service through human resources practices: A systems perspective ☆ (2016, unknown): “Additional candidates for consideration include personality traits like extraversion (Chi et al., 2011; Judge et al., 2009), customer orientation (Allen et al., 2010), emotional labor self-ef ﬁ cacy (Pugh et al., 2011), and emotion demands-abilities ﬁ t (Diefendorff et al., 2014), which has…”
Current Emotion Research in Organizational Behavior (2011, background): “In another metaanalysis, Judge, Woolf, and Hurst (2009) found that surface acting was associated with negative mood, emotional exhaustion, and decreased job satisfaction.”
Positive psychological capital and emotional labor in Korea: the job demands-resources approach (2016, background): “A large body of research demonstrates the importance of perceived organizational justice in promoting intrinsic motivation, psychological well-being, and trust in the organization (Folger & Konovsky, 1989; Greenberg, 1990; Judge et al., 2009).”
Emotional labour in service work: Psychological flexibility and emotion regulation (2012, background): “In their recent study, Judge et al. (2009) call for more research on this question (p. 82).”
Show me The Money! do Financial Rewards for Performance Enhance or Undermine The Satisfaction from Emotional Labor? (2013, background): “These traits are related to surface and deep acting, as well as moods and job satisfaction (Diefendorff et al., 2005, 2011; Judge et al., 2009), so could spuriously affect associations.”
Teachers’ emotional labour, discrete emotions, and classroom management self-efficacy (2018, background): “Moreover, Judge, Woolf, and Hurst (2009) claimed that the use and consequences of emotional labour vary on the inter-individual level and intra-individual level.”
A Multilevel Field Investigation of Emotional Labor, Affect, Work Withdrawal, and Gender (2011, result): “Such research, in combination with the current study and existing studies examining emotional labor at multiple points in time (Judge et al., 2009; Totterdell & Holman, 2003), would culminate in a greater understanding of the temporal dynamics of emotional labor.”
Customer negative events and employee service sabotage: The roles of employee hostility, personality and group affective tone (2013, background): “In addition, extravert service workers will have a higher threshold for physiological arousal associated with stressful events, while introvert service workers might feel stressful and negative when facing such arousal (Judge et al., 2009).”