School of Business, Qingdao University of Technology, Qingdao, China.
School of Business, Shandong Jianzhu University, Jinan, China.
BMC Psychol. 2023 Oct 18;11(1):342. doi: 10.1186/s40359-023-01392-z.
Employees' withdrawal behavior concerns organization leaders and policymakers in many countries. However, the specific mechanism which emotional labor affects withdrawal behavior has yet to be thoroughly discussed. There needs to be systematic research on how different emotional labor strategies affect work withdrawal, whether directly or through individual perception, and how to respond.
A total of 286 hotel and catering service employees participated in our study. A series of hierarchical moderated regression analyses were performed to test the hypothesis.
The results indicated that surface acting positively affected withdrawal behavior, while deep acting had a negative effect. Emotional exhaustion mediated in this relationship of surface acting with withdrawal behavior and deep acting with withdrawal behavior. Mindfulness showed moderation effects between emotional exhaustion and withdrawal behavior.
Emotional labor and emotional exhaustion are significant in predicting employees' intentions to withdraw, given that emotional exhaustion partially mediates the effects of emotional labor on withdrawal behavior. Significantly, the relationship between emotional exhaustion and withdrawal behavior is weakened by mindfulness.
员工的离职行为引起了许多国家的组织领导者和政策制定者的关注。然而，情绪劳动影响离职行为的具体机制尚未得到充分讨论。需要系统研究不同的情绪劳动策略如何直接或通过个体感知影响工作离职，以及如何应对。
共有 286 名酒店和餐饮服务员工参与了我们的研究。通过一系列层次化的调节回归分析来检验假设。
结果表明，表面行为对离职行为有积极影响，而深度行为则有消极影响。情绪耗竭在表面行为与离职行为以及深度行为与离职行为的关系中起到了中介作用。正念对情绪耗竭与离职行为之间的关系起到了调节作用。
鉴于情绪耗竭部分中介了情绪劳动对离职行为的影响，情绪劳动和情绪耗竭对预测员工离职意愿具有重要意义。重要的是，正念减弱了情绪耗竭与离职行为之间的关系。
