Psychological capital as a moderator between emotional labor, burnout, and job satisfaction among school teachers in China.

Abstract

In this study, we examined the relationship between emotional labor and burnout as well as job satisfaction. Besides, we also explored whether psychological capital (PsyCap) moderated the emotional labor-burnout or job satisfaction associations. In total, 264 full-time Chinese school teachers in China were recruited. Results showed that PsyCap was related to emotional labor, burnout, and job satisfaction in the hypothesized direction. Furthermore, PsyCap moderated the association between emotional labor and the outcome variables. For instance, positive association between surface acting on depersonalization as well as negative association with job satisfaction was weaker when PsyCap was high. In addition, positive association between deep acting and job satisfaction was further reinforced among participants with high PsyCap but not among participants with low PsyCap. Finally, the relationships of PsyCap with depersonalization as well as job satisfaction were more salient among employees who reported infrequent use of expression of naturally felt emotion. Limitations and implications of the study were discussed.

Can empathy lead to emotional exhaustion in teachers? The mediating role of emotional labor

“…Recent research has also focused on teachers as "emotional laborers" [2,[9][10][11]. It has been stressed that emotional involvement is an integral part of the teaching profession [1,[12][13][14][15][16]. A significant majority of the teaching workforce is represented by women, which clearly corresponds with the fact that emotional labor is typical of those professions which are feminized [3,17].…”

“…In practice, it may mean showing enthusiasm while conducting classes, reacting with empathy to pupils' worries and needs, hiding fatigue and annoyance or displaying positive emotions even when pupils are being difficult and rude. Teachers have to educate and, at the same time, manage their own emotions to meet the expectations associated with their profession [1,2]. In other words, they perform emotional labor.…”

How Can the Organizational Commitment of Pakistan Railways’ Employees Be Improved? The Moderating Role of Psychological Capital

“…According to the conservation resource model (Hobfoll, 2001) psychological capital, which is the personal resource of an employee, can moderate the association between peer relationship and their organizational commitment. Cheung, Tang and Tang (2011) further investigated the role of psychological capital as a moderating variable to explain the relationship between organizational commitment and peer relationship. …”

Evaluación del Capital Psicológico en trabajadores españoles: diseño y estructura empírica del cuestionario OREA

“…Several studies have shown positive and negative connections between psychological capital and different work and organisational variables such as job satisfaction (Badran & Youssef-Morgan, 2015;Karatepe & Karadas, 2015;, organisational commitment (Larson & Luthans, 2006), engagement (Avey, Hughes, Norman & Luthans, 2008), efficacy , intention to leave the organisation (Avey, Luthans & Jensen, 2009;Schulz, Luthans & Messersmith, 2014), burnout (Cheung, Tang & Tang, 2011;Dinget al, 2015), and health and welfare in workers (Avey, Wernsing & Mhatre, 2011;Krasikova, Lester & Harms, 2015).…”

“…The PCQ has been the subject of validation studies in different countries, and it has generally been shown to have good psychometric properties (Cheung et al, 2011;ClappSmith, Vogelgesang & Avey, 2009;Görgens-Ekermans & Herbert, 2013;Luthans et al, 2005;Nigah, Davis & Hurrell, 2012;Rego, Sousa, Marques & Pinha, 2012;Wang, Liu, Wang & Wang, 2012). Azanza, Domínguez, Moriano and Molero (2014) wrote the Spanish adaptation of the PCQ, validating it in a sample of 372 workers.…”