The management and display of emotions has become a pervasive occupational role requirement for many workers in the service industry. Service workers’ interactions with clients or customers exposes them to occupational requirements where they must effectively display certain emotions, while at the same time internally suppressing other felt emotions—a type of work activity referred to by Arlie Hochschild (1983) as emotional labor. Despite a vast literature on the subject, there remain a number of knowledge gaps regarding the consequences of emotional labor. My dissertation addresses this issue by merging occupational-level data with a national survey dataset of American workers to examine a variety of consequences of emotional labor using a multidimensional approach. I reveal that emotional labor poses the greatest threat to well-being in resource deprived work contexts, and that occupations that have little job control are mostly occupied by minority women. I also find that high control beliefs serve as an important psychological resource for men that can buffer the strain that leads to customer/client conflict in emotional labor intensive occupations. / Thesis / Doctor of Philosophy (PhD)

Apotekssektorn omreglerades 2009 och Apoteket AB miste genom detta ensamrätten till att sälja läkemedel. En ny konkurrens har för Apoteket AB bidragit till en förändrad situation som inneburit att nya krav ställts både på företaget och på dess personal. Denna studie syftar till att undersöka Apoteket ABs verksamhet, efter omregleringen av apotekssektorn, med fokus på företagets personalstyrning. Undersökningen riktar sig mot hur företaget vill att deras anställda ska arbeta för att attrahera och behålla kunder. Vidare har ändamålet varit att ta reda på företagets tillvägagångsätt för att implementera detta arbetssätt i verksamheten, samt att ta reda på hur de kontrollerar att det nya arbetssättet bibehålls. För att undersöka detta har datamaterial från sju intervjuer, tre av Apoteket ABs årsredovisningar samt tjugo rekryteringsannonser analyserats. Studiens teoretiska utgångspunkt är Hochschilds (1983) teori om emotional labor, vilken handlar om hur serviceinriktade organisationer använder sig av medarbetares känslor och emotioner som en resurs. Resultatet i studien visar att Apoteket AB har för avsikt att implementera ett mer kundorienterat arbetssätt, där användningen av emotional labor skulle kunna antas bli alltmer aktuell. Dock tyder delar av datamaterialet på att implementeringen av detta arbetssätt inte har etablerats hos samtliga apotek. / In 2009, the pharmacy sector was re-regulated and through that, Apoteket AB lost their monopoly to sell medicine. The new competition has contributed to a changed situation for Apoteket AB, which has led to new requirements on the company and their employees. This study aims to examine the organization of Apoteket AB, after the re-regulation of the pharmacy sector, focusing on the personnel management of the company. The study concentrates on how the company wants their employees to work to attract and keep customers. The purpose has also been to investigate the company’s approach to implementing this way of working in the organization, and to explore how they control that it is maintained. To examine this, data from seven interviews, three of Apoteket ABs annual reports and twenty recruitment ads have been analyzed. The theoretical base of this study is Hochschilds (1983) theory of emotional labor, which encompasses how service oriented organizations make use of employees’ feelings and emotions as a resource. The result of the study shows that Apoteket AB intends to implement a more customer oriented approach, where the use of emotional labor could be expected to become more relevant. However, parts of the data suggest that the implementation of this way of working has not fully been established at all of the pharmacies.

This study finds leader genuine emotion does influence firm performance in two ways. First it can result in positive effect on subordinate attitude which, in turn, increases firm performance. Second, it can result in negative direct effect on firm performance after controlling for the indirect effects just mentioned. These results are interpreted herein to provide support to the claims by many (Ashforth & Humphrey, 1993; Gardner et al., 2009a; Humphrey et al., 2008; Hunt et al., 2008) that properly managed genuine leader emotion should lead to positive outcomes and improperly managed genuine leader emotion should lead to negative outcomes. Here, proper management is contingent upon displaying emotions that “correspond” with display rules, situational requirements, and audience expectations. Thus, it is recommended herein that leaders closely monitor their behavior, predominately using genuine emotional displays when appropriate and deep acting when their genuine emotions do not align with the requirements of their role.

<p>Burnout is the emotional, mental, and physical strain associated with prolonged work stress (Maslach, Jackson, & Leiter, 1986). Although this is a problem in many professions, mental health providers are at a heightened risk of burnout (Salyers et al., 2015). One of the reasons for this increase in burnout may be the demands put on mental health workers to manage their own emotions while dealing with the intense emotional and mental health situations of their clients. Emotional labor, or the management of emotions at work, is conceptualized as two different emotion regulation strategies: surface acting and deep acting(Grandey, 2000). Surface acting, or faking emotions, has been associated with significant mental health and job-related problems, including burnout in populations such as call center employees and service workers. The psychological impact of deep acting, or internally attempting to change your emotions, is less clear, and may actually be associated with positive outcomes (Hülsheger & Schewe, 2011). However, little work has looked at the impact of emotional labor on mental health providers. The current study aims to examine how surface acting and deep acting are related to burnout over time in mental health providers. The proposed study is secondary analysis from a Patient Centered Outcomes Research Institute (PCORI) funded trial “The impact of burnout on patient-centered care: A comparative effectiveness trial in mental health (Salyers et al., 2018). 193 Clinicians reported burnout symptoms and frequency of employing emotional labor strategies at baseline, with 127 clinicians completing all four time-points: baseline, 3 months, 6 months, and 12 months. Data were analyzed using multiple regression analyses and cross-lagged panels to examine the impact of surface acting and deep acting on burnout over the course of 12 months. Surface acting was significantly associated with all three dimensions of burnout (emotional exhaustion, depersonalization and reduced personal accomplishment) cross-sectionally. Using cross-lagged panel models, depersonalization at baseline significantly predicted surface acting three and six months later. Surface acting and personal accomplishment had a bidirectional relationship: increased surface acting at baseline was associated with personal accomplishment at three months and decreased personal accomplishment at baseline and was associated with increased surface acting at three and six months. Deep acting moderated the relationship between surface acting and personal accomplishment at baseline, but not longitudinally. The current study is the first study that has examined the relationship between surface acting and burnout in community mental health professionals. While surface acting may not result in burnout three months later for dimensions other than personal accomplishment, two dimensions of burnout (depersonalization and decreased personal accomplishment) were associated with higher levels of surface acting three and six months later. This suggests that surface acting may have consequences for feelings of accomplishment at work, but more so, may be used a coping mechanism in reaction to some aspects of burnout. </p>

abstract: Broadcast journalists often report on people dealing with illness or physical hardship, their difficulties and triumphs. But what happens when journalists personally experience those kinds of health-related issues? This study explores how 24 local and national on-air journalists share how they manage life with illness and hardship using personal narratives shared on their professional social media pages, detailing how the journalists navigate sharing a deeply personal experience while maintaining a professional journalistic persona. Thematic analysis found the journalists’ performed three acts when sharing personal health information in a public forum: they reported on their illness, they were transparent, and they justified their actions. Within the three themes a range of expression – from personal to professional – and influences over content were found, leading to the final overarching theme, implications and consequences on content creation. This dissertation finds a complicated struggle to maintain a professional self while acknowledging the urge to connect with others through a deeply personal experience. / Dissertation/Thesis / Doctoral Dissertation Journalism and Mass Communication 2019

An increasing stream of research has shown that leaders' emotions have substantial impact on followers' attitudes and performance. However, this line of research has not explored the psychological process leaders use to generate and express their emotions. This is an important gap in the leadership literature because theoretical and empirical work suggests that leaders do manage their feelings and / or expressions of emotions in leader-follower interactions. Therefore, to fill this critical gap, this dissertation examined the role of leaders' emotional labor on followers' attitudes and performance and on leaders' attitudes and well-being. A longitudinal survey design was employed to test study hypotheses. Data were collected from supervisors and their direct reports in three business organizations in the Midwest. Results show that leaders' surface acting was significantly negatively associated with followers' transformational leadership perceptions, which were positively related to follower job satisfaction, organizational identification, task performance, and organizational citizenship behavior directed toward the organization (OCB-O). Leaders' deep acting and display of genuine emotions were positively related to followers' emotional engagement, which was positively related to job satisfaction, organizational identification, and OCB-O. In addition, the mean level of leaders' expressed positive emotions moderated the relationship between leaders' display of genuine emotions and followers' positive emotional reactions, such that leaders' display of genuine emotions had the most positive effect when followers perceived that the mean level of leaders' expressed emotions was highly positive. Consistent with my arguments, transformational leadership and positive emotional reactions were positively related to emotional engagement, whereas negative emotional reactions were negatively related to emotional engagement. Positive emotional reactions were positively correlated with job satisfaction, organizational identification, organizational citizenship behavior directed toward other individuals (OCB-I), and OCBO. Unlike positive emotional reactions, negative emotional reactions had negative relationships with the above outcome variables. Contrary to my expectations, leaders' surface acting was negatively associated with leaders' emotional exhaustion and leaders' emotional labor was not significantly associated with leaders' job satisfaction. Additional analyses revealed several unexpected but important findings. Theoretical contributions, managerial implications, limitations of the study, and suggestions for future research are discussed.

<p>In recent years, large efforts have been put on enhancing effectiveness in organizations. No resources are dispensable, and a dollar saved is a dollar earned. This is probably something that is rather easy to compute and control within the production sector. However, the service sector is another thing, how do we squeeze everything out of the resources in service organizations? This question caught our interest, and made us want to investigate the subject in the context of the airline business, and especially in its interaction with passengers.</p><p> </p><p>We have asked 100 respondents of their opinions of interaction with the airline when traveling by air – from the booking step to disembarking of the aircraft. The respondents were asked about what different attributes they thought were important in every step, and in relation how their real experience really was. By comparing these two factors, we can present the differences between desired and perceived levels of service quality, regarding the interaction with airlines.</p><p> </p><p>Six hypotheses were stated prior to our work. The results were rather expected, with a few exceptions. Our regression analysis told us that we could statistically verify almost everything we had assumed, but falsify parts of some hypotheses. For instance, friendliness in interaction is extremely appreciated throughout the entire process. How is that observed in reality and to who is that necessary? Read the study to find out.</p>

In recent years, large efforts have been put on enhancing effectiveness in organizations. No resources are dispensable, and a dollar saved is a dollar earned. This is probably something that is rather easy to compute and control within the production sector. However, the service sector is another thing, how do we squeeze everything out of the resources in service organizations? This question caught our interest, and made us want to investigate the subject in the context of the airline business, and especially in its interaction with passengers.   We have asked 100 respondents of their opinions of interaction with the airline when traveling by air – from the booking step to disembarking of the aircraft. The respondents were asked about what different attributes they thought were important in every step, and in relation how their real experience really was. By comparing these two factors, we can present the differences between desired and perceived levels of service quality, regarding the interaction with airlines.   Six hypotheses were stated prior to our work. The results were rather expected, with a few exceptions. Our regression analysis told us that we could statistically verify almost everything we had assumed, but falsify parts of some hypotheses. For instance, friendliness in interaction is extremely appreciated throughout the entire process. How is that observed in reality and to who is that necessary? Read the study to find out.

Organizations have to understand the customer very well if they want to exist in business. Thisunderstanding of the customer will help organizations to act accordingly. More specifically hotelservices are characterized by frequent interaction with the customers. Thus, these frequentcontacts with the customers may lead to experience dissatisfaction/ frustration when things gowrong. Accordingly, it is important to find out the reasons for such negative emotions andmeasures to be taken to mold these behaviors.For this reason, the aim of our master‟s thesis is to identify reasons for customer aggression andconsiderable mechanisms to put in place for, how customer service employees mold the behaviorof aggressive customers through emotional labor while delivering services in hotels. This impliesthat major motives are mentioned based on some of the routine interactions, from the serviceitself and others outside the service delivery process. In addition, customer service employees‟(CSEs) key mechanisms used to react positively to such emotions due to customers‟dissatisfaction/ frustrations are assessed. Moreover, to fulfill the aim of the research, the hotelindustry has been chosen from which sample customers and service employees are also selected.In this regard, survey questions from a sample of customers and interviews held with selectedcustomer service employees (CSEs) were used as data collection tools from one of the hotelslocated in Umeå. The result of the findings helps to identify the most common types of reasonsfor customer aggression during interaction; lack of assistance from CSEs, noisy customeraround, lack of punctuality and billing errors are the common reasons for customer aggressionfrom the respondents‟ point of view. While interview results revealed that customer‟s ownpersonal reasons due to the prior emotional state of the customer (Antecedent State) are causes ofaggression during service provision. On the other hand, in molding such behaviors, emotionallabor is found to be fundamental tool in services, where surface acting emotional labor is themost widely used mechanism while delivering services to mold the customer aggression, angerand dissatisfaction into happier and more satisfying situations for the customers.We believe the study complements the existing research by extending and bridging on customeraggression and in response emotions to be applied to mold such behavior in hotel services. Keywords: Hotel industry, Emotional labor, Aggression, Anger, Customer serviceEmployees (CSE)

The purpose of this study was to investigate the influence of emotional labor on instances of burnout by specifically focusing on real estate sales professionals. The Bureau of Labor Statistics (2008) cites the purchase or sale of a home as one of the most substantial and complicated financial events most people ever experience, thereby magnifying the challenges of work and communication in the real estate sales profession and providing a rich framework for understanding the concepts of emotional labor and burnout. A three part questionnaire focused on emotional labor and burnout was distributed to 450 real estate sales professionals in early March, 2008. Linear regression analyses were conducted to evaluate the predictive values of emotional labor components with burnout components. Findings in this study indicated that real estate sales professionals may rarely be required to display feelings in prescribed ways due to the autonomous nature of real estate sales work. Various implications and suggestions related to identification and empathy surfaced in the discussion chapter as components of emotional labor and burnout were considered in the context of the real estate sales profession.