Research On The Impact Of Psychic Nurses’Job Satisfaction On Job Performance

Job satisfaction is assumed to be related to a number of important workrelated outcomes. The present focus is on the relationship between job satisfaction and job performance. While existing researchhas established the role of job satisfaction in predicting job performance, ithas also been suggested that research should be concerned with potentialmoderators of this relationship. Hence, it is an important task for job satisfaction research to delineatewhen job satisfaction relates more or less strongly to job performance.This paper introduces the notion of emotional labor asthe construct hypothesized to function as a moderator variable regarding the relationship between job satisfaction and job performance. Research has shown that positive affective displays in service interactions are positively associated with important customer outcomes. While service providers do not always feel positive, qualitative research has demonstrated that they engage in acting to produce their affective displays. Surface acting and deep acting are the two dramaturgical approaches to act for service delivery. In surface acting, employees modify their displays without shaping inner feelings. Doing this entails experiencing emotional dissonance or emotional exhaustion when expressions and feelings diverge. Thus, we hypothesize in surface acting, the impact of job satisfaction on job performance will be weaker. While engaging in deep acting, an actor attempts to modify feelings to match the required displays. Modifying the internal states to keep any negative reactions from becoming full-blown, the good-faith effort of deep acting is very helpful for improving one’s job performance. Therefore, we hypothesize that deep acting will enhance the impact of job satisfaction on job performance.Taking the psychiatric hospitals’nurses in Shanghai as the research sample and defining job performance as an construct comprised by task performance, job dedication and interpersonal facilitation, results of this paper shows that:(1) Job satisfaction has the significant positive effect on job performance, task performance, job dedication and interpersonal facilitation;(2) As predicted, job satisfaction is a weaker predictor of job performance, task performance, job dedication and interpersonal facilitation while engaging in surface acting;(3) Job satisfaction is a better predictor of job performance, task performance and job dedication while engaging in deep acting. The moderate effect of deep acting on the relationship between job satisfaction and interpersonal facilitation is not supported by the data. We believe this is because organizational emotion expression norms lead the positive effect of deep acting to improve task performance and job dedication, but not to improve interpersonal facilitation. Finally, this paper discusses the meaning for management and the research limitation.