SummaryThe present study distinguished between two modal emotional display rules, demands to express positive eerence and demands to suppress negative eerence, that partially constitute the work roles of many employees. Perceived demands to express positive emotion were positively related to health symptoms primarily among those reporting: (1) lower identi®cation with the organization; (2) lower job involvement; and (3) lower emotional adaptability. The eects of various personality traits and situational variables on perceived emotional labor diered depending on the nature of the emotional labor. The ®ndings are discussed in terms of implications of emotional labor for health and practices through which organizations might intervene to minimize its unhealthful consequences among employees. We also attempt to reconcile the ®ndings with some of the related research in psychology suggesting that some forms of required eerence may have salutary physiological consequences.

The present study distinguished between two modal emotional display rules, demands to express positive efference and demands to suppress negative efference, that partially constitute the work roles of many employees. Perceived demands to express positive emotion were positively related to health symptoms primarily among those reporting: (1) lower identification with the organization; (2) lower job involvement; and (3) lower emotional adaptability. The effects of various personality traits and situational variables on perceived emotional labor differed depending on the nature of the emotional labor. The findings are discussed in terms of implications of emotional labor for health and practices through which organizations might intervene to minimize its unhealthful consequences among employees. We also attempt to reconcile the findings with some of the related research in psychology suggesting that some forms of required efference may have salutary physiological consequences. Copyright © 2000 John Wiley & Sons, Ltd.

Utilizing a sample of 150 part-time MBA students, this study evaluated the relationship between leader behaviors and subordinate resilience. We proposed that the transformational leadership dimensions of Attributed Charisma, Idealized Influence, Inspirational Motivation, Intellectual Stimulation, and Individualized Consideration, as well as the transactional leadership dimension of Contingent Reward would be positively associated with subordinate resilience. We also proposed that the transactional leadership dimensions of Management-by-Exception Active and Management-by-Exception Passive and the non-leadership dimension of Laissez-Faire leadership would not be positively associated with subordinate resilience. With the exception of Inspirational Motivation, all hypothesized relationships were supported. A post-hoc analysis of open-ended responses to the question "What helped you to deal with this situation? " indicated that participants who mentioned their leaders as a positive factor in dealing with the situation exhibited greater resilience than participants who did not. The implications of these results and suggestions for future research are discussed.

This study examined the interactive effects of job demands, control, and individual characteristics on upper respiratory illnesses and immune function. Having high job control appeared to lessen the linkage between job demands and poor health among individuals with high self-efficacy and those who perceived that they were not often responsible for negative job outcomes. Conversely, having high job control exacerbated the association between job demands and poor health among inefficacious individuals. Implications for promoting more healthful work environments and facilitating employee coping are discussed.

This study tested predictions from B. Schneider's (1987) attraction-selection-attrition (ASA) model across 5 organizations (n = 681). Organization membership and occupational attributes interacted with individuals' turnover intentions to predict several personality variables. Relationships among organization membership; occupation type, and personality were partially mediated by perceived structure. The 3-way interaction analyses indicated that occupation type may compensate for the effects of organizational characteristics in making particular traits more suitable for a given organization. The overall pattern of findings supports the more general ASA predictions, but the findings also suggest a need to develop a more refined conceptualization of the trait homogenization process. The authors also discuss what trait homogenization processes may imply about interpreting findings in organizational behavior research in general and better understanding organizational diversity, culture, and organizations' capabilities in responding to change.Interest in the interaction between individual variables and organizational characteristics has increased in recent years. How the internal and external environment of the organization affects employees, as well as how employees determine their environments, are seen as critical issues in understanding organizational processes (House, Rousseau, & Thomas-Hunt, 1995;Mowday & Sutton, 1993;Staw & Sutton, 1993). B. Schneider's (1987 attractionselection-attrition (ASA) model proposes that persons are attracted to and selected by organizations to the extent that their personal characteristics are suited to the organization's design (i.e., structure, culture). Further, persons having personal characteristics that are not suited to the organization may in many cases gain membership, but