J Appl Psychol. 2020 Nov;105(11):1337. doi: 10.1037/apl0000846. Epub 2020 Sep 24.
Reports an error in "From cheery to "cheers"? Regulating emotions at work and alcohol consumption after work" by Gordon M. Sayre, Alicia A. Grandey and Nai-Wen Chi (, 2020[Jun], Vol 105[6], 597-618). In the article, Figure 2 contains two errors. First, the survey timing labels are inaccurate and should read "Evening, Day " -> "Evening, Day t" ->"Morning, Day +1". Instead, the survey timing labels from Figure 1 were accidentally duplicated for Figure 2, such that they read "Afternoon, Day Evening, Day Afternoon, Day +1". Second, the coefficient for Motive to Detach→Alcohol consumption should have two asterisks (01), but instead has only one (<.05). (The following abstract of the original article appeared in record 2019-57614-001.) Emotional labor, or regulating emotions as part of one's work role, is needed for performance yet may come with far-reaching costs to employee health and performance. Based on ego depletion theorizing, we propose that on days employees perform more surface acting (i.e., faking positive and hiding negative emotional expressions), they will consume more alcohol later-due to reduced self-control (i.e., depletion). In 2 studies, public-facing employees completed multiple assessments per day for 2 weeks. Study 1 showed that surface acting had no direct or indirect effect on alcohol use via depletion, nor via negative mood as an alternative measure of depletion. Study 2 demonstrated that surface acting directly increased subsequent drinking only for those with high emotional demands, but not through depletion. Across both studies, daily deep acting (i.e., modifying emotions to feel positive) consistently predicted less alcohol consumption, but this did not occur through depletion. Study 2 provided evidence for an alternative, motivational shift explanation-a reduced motive to detach from work after regulating by deep acting-rather than self-control capacity. These findings contribute to debate on ego depletion theory by providing insightful field evidence, while demonstrating when emotional labor is likely to help or harm employees' health. (PsycInfo Database Record (c) 2020 APA, all rights reserved).
报告了 Gordon M. Sayre、Alicia A. Grandey 和 Nai-Wen Chi 的文章“从欢呼到“干杯”？工作中的情绪调节和下班后的饮酒”（，2020[6 月]，第 105 卷，第 597-618 页）中的一个错误。在文章中，图 2 包含两个错误。首先，调查时间标签不准确，应读作“Evening, Day -> "Evening, Day t" ->"Morning, Day +1"。相反，图 1 的调查时间标签意外地被复制到了图 2 中，以至于它们读作“Afternoon, Day Evening, Day Afternoon, Day +1”。其次，Motive to Detach→Alcohol consumption 的系数本应有两个星号（01），但实际上只有一个（<.05）。（原文摘要如下）情绪劳动，即作为工作角色的一部分调节情绪，是提高工作表现所必需的，但可能会对员工的健康和表现产生深远的影响。基于自我损耗理论，我们提出，当员工在工作日表现出更多的表层行为（即，假装积极和隐藏消极情绪表达）时，由于自我控制能力下降（即损耗），他们之后会消耗更多的酒精。在 2 项研究中，面向公众的员工在两周内每天完成多次评估。研究 1 表明，表面行为对酒精使用没有直接或间接的影响，也没有通过耗竭来影响负面情绪，而是作为耗竭的替代衡量标准。研究 2 表明，只有当情绪需求较高时，表面行为才会直接增加随后的饮酒量，而不是通过损耗。在这两项研究中，每天的深层行为（即，改变情绪以感受积极）始终预示着饮酒量减少，但这不是通过损耗来实现的。研究 2 提供了证据，证明了一种替代的动机转变解释——通过深层行为调节后，从工作中解脱的动机减少，而不是自我控制能力。这些发现通过提供有洞察力的实地证据，为自我损耗理论的争论做出了贡献，同时也表明了情绪劳动何时可能有助于或损害员工的健康。（PsycInfo 数据库记录（c）2020 APA，保留所有权利）。
