The Influence Of Emotional Labor Strategies On Employees’ Job Engagement

In academic research,the discussion of employee emotional labor has always been one of the main research areas of psychology and organizational behavior.As one of the hot topics in employee emotional labor research,emotional labor strategies has attracted more and more attention from many scholars and enterprise managers.However,previous studies have paid more attention to emotional labor,job burnout and emotional exhaustion,but ignored the positive effects of emotional labor strategies on employees’ job engagement.Due to the difference between the individual characteristics of employees and the perceived organizational environment,positive emotional labor does not have a significant impact on work status(Khan,2003;Mesquita,Delvaux,2013).At the same time,job engagement and job burnout are not completely opposite,because the working state of employees is not only related to individual characteristics and work motivation,but also related to organizational factors(Masalch,1997;Brockner,Higgins,2001).Therefore,it is necessary to explore the impact of emotional labor strategies on employees’ job engagement from the perspective of organization level and employee individual level.On the basis of referring to the emotional labor model,this study explores and analyzes that under the boundary conditions of individuals and organizations,employees can show positive job engagement under the emotional labor strategy and avoid falling into the negative trap of emotional labor.Therefore,in this study,value identification in organization and prosocial motivation in individual characteristics of employees are taken as the moderating variables of the main effect of emotional labor strategies on employees’ job engagement,and a double-moderating model is proposed.In the early stage of the writing process of this research mainly literature review,sorting the emotional labor,job engagement,prosocial motivation and the concept of value identity four variables and measurement tools fully,choosing the social exchange theory and the theory of resource conservation theory,at the same time,hypotheses and theoretical explanations are provided,finally to form the model framework of this study.Thesis in the middle of work are mainly composed of data collection and statistical analysis,and this study adopts questionnaire survey was conducted online questionnaire form fill in remark,through the way of network online questionnaire from the Shaanxi province、Yunnan province、Henan province、Guangdong province and Hangzhou city chosing 12 companies,eventually recycling 314 effective questionnaire copies.Approximately,this thesis uses Spss21.0 、Amos22.0 and other analysis softwares to carry out statistical analysis on the effective data and verify the hypothesis of the model.Through the research and demonstration of this thesis,the following conclusions are drawn :(1)deep acting of emotional labor strategy is positively correlated with employee’s job engagement,while shallow acting is negatively correlated with employee’s job engagement.(2)employees’ pro-social motivation can not independently adjust the impact of emotional labor strategies on employees’ job engagement.(3)employees’ value identification can positively regulate the influence of shallow acting on job engagement,and negatively regulate the influence of deep acting on job engagement;(4)the interaction between prosocial motivation and value identification can positively regulate the influence of deep acting on employee job engagement,and negatively regulate the influence of shallow acting on employee job engagement.Finally,using the comprehensive theoretical research 、 data demonstration and analysis of research results give enterprise managers relevant Suggestions to help enterprise managers more scientifically manage employees’ emotional labor.