Does emotional labor affect nurses suffering from workplace violence? A moderated mediation model

Abstract

Purpose This paper aims to investigate the relationship between emotional labor and workplace violence based on the social exchange theory. Drawing on the social exchange theory, this paper aims to investigate the relationship between emotional labor and workplace violence. Specifically, the authors take a relational approach by introducing positive patient treatment as the mediator. The moderating role of organizational support in the relationship between emotional labor and workplace violence is also considered. Design/methodology/approach The data of this study encompasses 536 nurses from 10 university hospitals in Turkey. Hierarchical multiple regression analysis was conducted to test the proposed model. Findings The findings of this study support the negative effect of emotional labor on workplace violence and the mediating effect of patient-positive treatment. Moreover, when organizational support is low, the relationship between emotional labor and workplace violence is strong. In contrast, the effect is weak when organizational support is high. Practical implications The findings of this study suggest that health-care administrators should offer more training to nurses to help them manage their emotions while interacting with their patients. This leads to positive interpersonal relationships, which, in turn, lowers workplace violence. Moreover, health-care administrators should pay more attention to the buffering role of perceived organizational support for those subordinates with low emotional labor and higher workplace violence. Originality/value The study provides new insights into emotional labor’s influence on workplace violence and the moderating role of organizational support in the link between emotional labor and workplace violence. The paper also offers practical assistance to nurses in the health-care industry interested in building positive patient treatment and trust with their patients and minimizing workplace violence.

Investigating the Effect of Cultural Intelligence and Emotional labor on Job Satisfaction (Case of Study: Mashhad University of Medical Sciences)

“…As perceived by the organization, expressing natural feelings means showing emotions without thinking, conscious care and questioning. The emphasis of this dimension is on the spontaneous and unquestionable emergence of emotions and feelings in an organization 19 .…”

“…Emotive dissonance shows that the individual lacks the ability and skill to adapt personal feelings and emotions to the circumstances. For example, feeling unhappy in happy moments is an expression of internal personal conflicts of 19 .…”

“…It can be concluded that cultural intelligence is an important factor in employee job satisfaction. Also, Lem et al 19 conducted some research entitled as "The effect of cultural intelligence and emotional labor on the job satisfaction of luxury hotel employees", and reported that cultural intelligence and emotional labor, each with several dimensions, can affect the employees' job satisfaction. They also significantly affect one's positive attitude and feeling about one's job or position in an organization.…”

“…Emotional labor holds true when employees show emotions that are consistent with the expectations of their occupational role 18 . In general, employees try to express the emotions and feelings the organization expects when meeting clients in the organization 19 . Emotional labor is even more important when the communication and nature of and organization focus on constructing knowledge to guarantee society members' health.…”