Motives for Managing Emotions at Work
| Main Author: | |
|---|---|
| Language: | English |
| Published: |
University of Akron / OhioLINK
2009
|
| Subjects: | |
| Online Access: | http://rave.ohiolink.edu/etdc/view?acc_num=akron1247491725 |
| id |
ndltd-OhioLink-oai-etd.ohiolink.edu-akron1247491725 |
|---|---|
| record_format |
oai_dc |
| spelling |
ndltd-OhioLink-oai-etd.ohiolink.edu-akron12474917252021-08-03T05:25:56Z Motives for Managing Emotions at Work Saluan, Christina M. Organizational Behavior Psychology emotional labor motivation self-determination theory path analysis Emotional labor theory suggests that individuals manage their emotions in customer interactions because they are paid to do so (Hochschild, 1983). However, recent theoretical work by Bolton (2005) suggests that individuals may have a variety of motives for managing their emotions in such interactions. The present study examined motives for managing emotions at work using Bolton’s (2005; Bolton & Boyd, 2003) theory as a guide. In the process, this study created a measure to assess these motives, the Emotional Labor Motives Scale. A set of items was generated and distributed to a sample of service employees, along with other measures aimed at examining the antecedents and consequences of the motives. Factor analysis supported the existence of the four motives described by Bolton: pecuniary, prescriptive, presentational, and philanthropic; as well as two additional motives: to avoid punishment and for intrinsic reasons. In terms of antecedent conditions, autonomy orientation was positively related to the prescriptive, presentational, philanthropic, and intrinsic motives, controlled orientation was positively related to the punishment, pecuniary, and presentational motives, and O*NET job characteristics were not predictive of motive use. In terms of outcomes, the punishment, prescriptive, and intrinsic motives were related to the emotional labor strategies, whereas the punishment and intrinsic motives were related to well-being outcomes. Results suggest that motives for performing emotional labor exist and are associated with unique antecedents and outcomes in the emotional labor process. 2009-10-05 English text University of Akron / OhioLINK http://rave.ohiolink.edu/etdc/view?acc_num=akron1247491725 http://rave.ohiolink.edu/etdc/view?acc_num=akron1247491725 unrestricted This thesis or dissertation is protected by copyright: all rights reserved. It may not be copied or redistributed beyond the terms of applicable copyright laws. |
| collection |
NDLTD |
| language |
English |
| sources |
NDLTD |
| topic |
Organizational Behavior Psychology emotional labor motivation self-determination theory path analysis |
| spellingShingle |
Organizational Behavior Psychology emotional labor motivation self-determination theory path analysis Saluan, Christina M. Motives for Managing Emotions at Work |
| author |
Saluan, Christina M. |
| author_facet |
Saluan, Christina M. |
| author_sort |
Saluan, Christina M. |
| title |
Motives for Managing Emotions at Work |
| title_short |
Motives for Managing Emotions at Work |
| title_full |
Motives for Managing Emotions at Work |
| title_fullStr |
Motives for Managing Emotions at Work |
| title_full_unstemmed |
Motives for Managing Emotions at Work |
| title_sort |
motives for managing emotions at work |
| publisher |
University of Akron / OhioLINK |
| publishDate |
2009 |
| url |
http://rave.ohiolink.edu/etdc/view?acc_num=akron1247491725 |
| work_keys_str_mv |
AT saluanchristinam motivesformanagingemotionsatwork |
| _version_ |
1719420016686792704 |