Even with the increasing importance of Positive Emotions in research and practice since positive psychology is born, unfortunately however, emphasis of WOP research remains overwhelmingly concerned about negative workplace outcomes like burnout etc. Therefore, it is hard to perceive "Emotional Labor" as a positive concept, though recent literature highly recommends the use of "Positive" or "Bright" side of Emotional Labor in organizational research (e.g., Humphrey et al., 2015; Ashkanasy et al., 2017). Do you think it is because of the bias attached with the word "Emotional Labor" or general lack of understanding about the concept especially in Human Resource domain?
Regards
Bias and human resources lead to protocol and first and second interview in hireling and/or recruiting. This hopefully amounts to initial assessment and discovery in predictive environment changes with need, and security in mind. Managing and supervising are two different animals where if a problem ensures where the need for industrial psychology expertise is called upon, the severity or criteria in final reports and/or discussion will lead to decisions that fall on the professional counsel and at a minimal supervising aspect where the discussion is still a point of professionalism in management. Break room behavior and overall interaction with the patrons is always the direction of fact finding and discovery. Co associative behavior should be but never is a clear reasonable doubt in discovery without formal argument. Psychoactive emotions effect all parties in the questioned environment. There is no real facts that anything is isolated from the diversity of "baggage" leading to 3 day passes in military, time off with optional counsel if available in industry and suspension on a more formal note.
Michael S.
maybe it could be of help to differentiate those with low freedom/high demand characteristics (for whom emotional labor is a negative strain) from those with high autonomy jobs (for whom emotional labor could be a flow experience).
Hi Muhammad,
You raise a very interesting question and I wish to make an observation. It is possible that the emphasis remains on the negative narrative in the research because there is such a very high percentile of people who arrive into the workplace carrying underlying mental well being issues. Many of those perhaps are not suffering from real burnout, but a collective set of stressors related to their issues. I feel it will always be difficult for Organisational Psychologists to introduce positive dynamic to the workplace unless the stigma issue of negative mental health is greatly improved. It's possible that organisations look at the group scenario instead of the individual, on too many occasions. I hope this adds something to the debate surrounding your question !! regards Martin
- Badges
- Science topic
- Similar topics
- Psychology
- Emotion