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The Assessment Of The Relationship Between Emotional Labor And Counter-Productive Work Behavior

Table 1:

Hochschild (1983) Ashforth and Humphrey (1993) Morris and Feldman (1996) Grandey (2000)
Model TypeManaging emotions has priority Model TypeManaging behavior is a priority Model TypeOrganizational and individual factors have priority Model TypeMixed
DefinitionFeelings must be directed at the exhibition of physical and behavioral representations that can be observed by everyone. DefinitionIt is the process of discovering observable behaviors beyond managing employee emotions. DefinitionIt is the effort that the employees show in order to exhibit the emotions desired by the institution during the work. DefinitionIt is the effort that employees show their emotions in the process of regulation in order to behave in the way that their institutions want.
Basic Dimensions· Surface Acting· Deep Acting Basic Dimensions· Surface Acting· Deep Acting· Genuine Acting Basic Dimensions· Frequency of showing emotions• Attention to the specified rules of emotional behavior• Variety of emotions to reflect• Emotional conflict Basic Dimensions· Surface Acting· Deep Acting
General PropertiesWhile Emotional labor has positive results in terms of institutions are brought to the fore, negative consequences for the employees arise. General PropertiesEmotional labor is the management of feelings and can only cause positive or negative consequences (emotional contradiction) on employees. General PropertiesThere must be a certain level of effort for every kind of behavior exhibited. Individual and organizational factors are important for emotional labor. General PropertiesIt brings together all the other approaches and defines emotional labor as a process of emotional regulation.
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