SavedAdd your journal

Journals / Ege Akademik Bakış Dergisi / 2015 / Cilt: 15 Sayı: 1

To Examine Relationship Between Job Satisfaction, Emotional Exhaution and Emotional Laboring

İş Tatmini, Duygusal Emek ve Tükenmişlik İlişkilerinin Belirlenmesi

Cengiz MENGENCİ
Pages
127–140
Publication Date
2015-02-01
DOI
—
🏛️Bibliographic metadata and full text access for this article are provided via DergiPark.
DergiPark Record ↗
✨

AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

And also, Structural Equation Modelling analysis results show that there is a positive linear regression relationship between emotional burnout and surface acting.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:The current study seeks to investigate the relationship between emotional labor, emotional exhaustion and job satisfaction based on emotional regulation theory, emotion regulation theory and conservation of resources theory in service sector.
📊
Key Findings & Data:The study was conducted using a survey method of 438 teachers in Yalova.
💡
Conclusion & Impact:And also, Structural Equation Modelling analysis results show that there is a positive linear regression relationship between emotional burnout and surface acting.
🔬Design:Survey & Empirical Study
📍Scope:Comprehensive Sample
⚙️Variables:İş tatmini · duygusal tükenme · duygusal emek

Abstract

The current study seeks to investigate the relationship between emotional labor, emotional exhaustion and job satisfaction based on emotional regulation theory, emotion regulation theory and conservation of resources theory in service sector. The study was conducted using a survey method of 438 teachers in Yalova. The results confirmed the fact that workers with high job satisfaction would prefer to use more deep and geniune acting but less surface acting when they serve to customer. And also, Structural Equation Modelling analysis results show that there is a positive linear regression relationship between emotional burnout and surface acting. It means when workers suffer from emotional burnout, they may treat to the customer with fake emotional behaviour. Lastly, it was found that job satisfaction has a mediating effect between emotional burnout and emotional laboring. If workers with high job satisfaction suffer from emotional burnout, they may try to reduce the emotional burnout negative effect on their service behaviour

Özet

Bu çalışma kapsamında hizmet sektöründe çalışanların zaman zaman karşılaştıkları tükenmişlik sendromunun duygusal emekleri üzerindeki etkilerinin ve iş tatmini kavramının bu iki kavram arasında oynadığı rolün duygu regülasyon teorisi, kazanımların korunumu teorisi ve duygusal olaylar teorisi temel alınarak belirlenmesi amaçlanmıştır. Çalışmadan elde edilen bilgiler iş tatmini yüksek olan çalışanların daha çok derin davranış ve doğal davranışlarla müşteri hizmetini gerçekleştirdiği buna karşın daha az yüzeysel davranış tercih ettikleri sonucuna varılmıştır. Bunun yanında duygusal tükenme sendromu yaşayan çalışanın müşteriye hizmet verirken daha çok yüzeysel davranış sergilemesi söz konusudur. Son olarak çalışmadan elde edilen sonuçlara göre; iş tatmininin yüzeysel davranış ile duygusal tükenme arasında yarı (partial mediating effect) aracı etkisinin olduğu, derin ve doğal davranışlar ile duygusal tükenme arasında ise tam (full mediating effect) aracı etkisinin olduğunu belirlenmiştir. Bu sonuçlar yüksek iş tatminine sahip çalışanların duygusal tükenme sendromu yaşadıklarında, bu sendromun olumsuz etkisinin örgüt amaçları için kullandıkları duygusal sermayelerine yansıtmayacakları anlamına gelebilecektir

🔖

Cite This Article

MENGENCİ, C. (2015). To Examine Relationship Between Job Satisfaction, Emotional Exhaution and Emotional Laboring. Ege Akademik Bakış Dergisi, Cilt: 15 Sayı: 1, 127–140. https://ajindex.com/articles/904767

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (12)

  1. Abraham, R. (1998) “Emotional Dissonance in Organizations: Antecedents, Consequences, and Moderators” Genetic, Social, and General Psychology Monographs, 124(2):229-246.
  2. Adelmann, P.K. (1995) “Emotional Labor as a Potential Source of Job Stress” Sauter et al.(eds.) Organizational Risk Factors for job Stress, Washington, American Psychological Association. Basım, N.H. ve Begenirbaş, M. (2012) “Çalışma Yaşamında Duygusal Emek: Bir Ölçek Uyarlama Çalışması” Yönetim ve Ekonomi Dergisi Celal Bayar Üniversitesi İ.İ.B.F., 19(1):77-90.
  3. Baron, R.M. ve Kenny, D.A. (1986) “The Moderator–Mediator Variable Sistinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations” Journal of Personality and Social Psychology, 51(6):1173-1182.
  4. Brotheridge, C.M. ve Grandey, A.A. (2002) “Emotional Labor and Burnout: Comparing Two Perspectives of People Work” Journal of Vocational Behavior, 60:17-39.
  5. Bussing, A. ve Glaser, J. (2000) “Four-stage Process Model of the Core Factors of Burnout: The Role of Work Stressors and Work-related Resources” Work and Stress, 14:329-346.
  6. Bryman, A. (2004)
  7. The Disneyzation of Society, London, Sage. Byrne, B.M. (2006) Structural Equation Modeling with EQS: Basic Concepts, Applications, and Programming, Mahwah, Lawrence Erlbaum Associates. Cameron, S.J., Horsburgh, M.E. ve Armstrong-Stassen, M. (1994) “Job Satisfaction, Propensity to Leave, and Burnout in RNs and RNAs: A Multivariate Perspective” Canadian Journal of Nursing Administration, 7(3):43-64.
  8. Conrad, C. ve Witte, K. (1994) Is Emotional Expression Repression Oppression? Myths of Organizational Affective Regulation, Deetz, S. (ed.) Communication Yearbook17, Thousand Oaks, Sage. Cordes, C.L. ve Dougherty, T.W. (1993) “A Review and an Integration of Research on Job Burnout” Academy of Management Review, 18(4):621-656.
  9. Cranny. C.J., Smith, P.C. ve Stone, E.F. (1992) Job Satisfaction: How People Feel About Their Jobs and How It Affects Their Performance, New York, Lexington Books. Diefendorff, J.M, Croyle, M.H. ve Gosserand, R.H. (2005) “The Dimensionality and Antecedents of Emotional Labor Strategies” Journal of Vocational Behavior, 66(2):339-357.
  10. Domadalski, T.A. (1999) “Emotion in Organizations: Main Currents” Human Relations, 52: 833-852.
  11. Ergin, C. (1992) “Doktor ve Hemşirelerde Tükenmişlik ve Maslach Tükenmişlik Ölçeğinin Uyarlanması” Ankara Türk Psikologlar Derneği Yayını, 143-154.
  12. Fields, D.L. (2002) Taking the Measure of Work: A Guide to Validated Scales f