Antecedents of workplace emotional labor dimensions and moderators of their effects on physical symptoms

By J. Schaubroeck, James R. Jones. 2000

629 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/ec5cf5afd7868c379ee6df8ca4f5bb93627dd7f1

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

IS EMOTIONAL LABOR MORE DIFFICULT FOR SOME THAN FOR OTHERS? A MULTILEVEL, EXPERIENCE-SAMPLING STUDY (2009, background): “There is building evidence that individual differences, such as identification with the organization (Schaubroeck & Jones, 2000) and selfefficacy (Heuven, Bakker, Schaufeli, & Huisman, 2006), could mitigate the effects of emotional labor.”
Identity Negotiation at Work (2009, background): “Emotional exhaustion in the workplace has been linked, in turn, with increased job turnover, physical and psychological distress, and decreased job performance (Brotheridge & Grandey, 2002; Morris & Feldman, 1996; Schaubroeck & Jones, 2000; Wright & Cropanzano, 1998).”
Emotional Strategies of Police and Their Varying Consequences for Burnout (2016, background): “…and Morgan (2002) found that greater requirements for suppression of negative emotion increased intentions to quit one’s job, and several studies have found that the requirement to hide negative emotions is related to burnout (Best, Downey, & Gill, 1999; Hsieh, 2012; Schaubroeck & Jones, 2000).”
‘People-work’: emotion management, stress and coping (2004, neutral): “…1469-3534/online/04/020205-17 # 2004 Careers Research and Advisory Centre DOI: 10.1080/0369880410001692247 (Morris & Feldman, 1996) and the job expectations to express (and suppress) certain emotions or emotional expressions (Schaubroeck & Jones, 2000; Wharton & Erickson, 1993, 1995).”
A longitudinal analysis of the association between emotion regulation, job satisfaction, and intentions to quit. (2002, methodology): “We controlled for gender because women engage in more emotion regulation than men in their jobs (Hochschild, 1983; Schaubroeck & Jones, 2000; Wharton & Erickson, 1993) and experience more psychological strain at work than men (Jick & Mitz, 1985).”
Customer (In)Justice and Emotional Labor: The Role of Perspective Taking, Anger, and Emotional Regulation† (2008, background): “Much research has found that emotional labor takes a toll on service providers, in the form of emotional exhaustion (Brotheridge & Grandey, 2002), negative symptoms of health (Schaubroeck & Jones, 2000), and job dissatisfaction (Grandey, 2003).”
Future work design research and practice: Towards an elaborated model of work design (2001, background): “Such emotional demands have been given little attention in work design research to date (Schaubroeck & Jones, 2000).”
Contextualizing Emotional Display Rules: Examining the Roles of Targets and Discrete Emotions in Shaping Display Rule Perceptions (2009, background): “Such integrative emotional displays are achieved by expressing positive emotions and suppressing negative emotions (e.g., Schaubroeck & Jones, 2000).”
Understanding teacher well-being: a cross-lagged analysis of burnout, negative student-related emotions, psychopathological symptoms, and resilience (2019, background): “In most transactions with students, teachers are expected to show positive emotions (e.g. joy, happiness, love, affection) and suppress or hide their negative emotions (e.g. anxiety, anger, hopelessness) (Schaubroeck & Jones, 2000).”