Research On The Influence Of Emotional Labor On Organizational Citizenship Behavior

Human capital is the key to the healthy and sustainable development of an organization.In the 21 st century,enterprises pay more and more attention to the cultivation and retention of talents.However,in actual work,the emotional labor shown by employees often does not meet the requirements of the organization,which has a negative impact on the motivation of employees’ organizational citizenship behavior and job satisfaction,and ultimately leads to the reduction of personal and organizational effectiveness.Organizational citizenship behavior plays a key role in the construction of excellent staff.This research is about the relationship among emotional labor,job satisfaction and organizational citizenship behavior.The author hopes to explore the specific influence relationship among emotional labor,organizational citizenship behavior and job satisfaction,so as to provide theoretical basis for improving employees’ job satisfaction and organizational effectiveness.Based on the related research results of emotional labor,organizational citizenship behavior and job satisfaction,this paper collects 271 research data of enterprise employees.Through statistical analysis of the collected data by SPSS20.0 and AMOS17.0,it explores the relationship among emotional labor,organizational citizenship behavior and job satisfaction.Statistical analysis shows that deep-seated behavior of emotional labor positively affects organizational citizenship behavior and job satisfaction;surface behavior of emotional labor negatively affects job satisfaction and organizational citizenship behavior;job satisfaction positively affects organizational citizenship behavior;and job satisfaction partially mediates the effects of emotional labor and organizational citizenship behavior.Therefore,in practical work,we can improve the job satisfaction of employees and promote the generation of organizational citizenship behavior by reducing the surface behavior of emotional labor or increasingthe deep behavior of emotional labor.At the same time,we can also stimulate organizational citizenship behavior by improving the job satisfaction of employees.The content of this paper can be divided into five parts.Part one is an introduction,which discusses the background,purpose and significance of the study,points out the research methods and general ideas,summarizes and comments on the current research situation of the three variables.Part two is the theoretical basis of this study,The concepts of organizational citizenship behavior,job satisfaction and emotional labor are sorted out and defined.The three variables are divided into different dimensions and measured by mature scales.Part three is model construction and research design.Based on the existing research theories,the hypothetical model of this paper is constructed,Emotional labor scale,organizational citizenship behavior scale and job satisfaction scale were used to compile questionnaires,and emotional labor,organizational citizenship behavior and job satisfaction were measured respectively,and pre-survey was carried out in this chapter.Part four is empirical research,hypothesis testing was carried out through descriptive statistical analysis,reliability and validity test,correlation and regression analysis of data.The last part was the conclusion and Inspiration of this study,Through the research and analysis above,this paper draws the research results,points out the shortcomings of the research and the theoretical and practical recommendations and enlightenment.