Following Display Rules in Good or Bad Faith?: Customer Orientation as a Moderator of the Display Rule-Emotional Labor Relationship

Organizational display rules (e.g., “service with a smile”) have had mixed relationships with employee emotional labor—either in the form of “bad faith” surface acting (suppressing or faking expressions) or “good faith” deep acting (modifying inner feelings). We draw on the motivational perspective of emotional labor to argue that individual differences in customer orientation will directly and indirectly relate to these acting strategies in response to display rules.With a survey of more than 500 working adults in customer contact positions, and controlling for affective disposition, we find that customer orientation directly increases “good faith” acting while it moderates the relationship of display rules with “bad faith” acting

Impacts on cloud radiative effects induced by coexisting aerosols converted from international shipping and maritime DMS emissions

International shipping emissions (ISE), particularly sulfur dioxide, can influence the global radiation budget by interacting with clouds and radiation after being oxidized into sulfate aerosols. A better understanding of the uncertainties in estimating the cloud radiative effects (CREs) of ISE is of great importance in climate science. Many international shipping tracks cover oceans with substantial natural dimethyl sulfide (DMS) emissions. The interplay between these two major aerosol sources on CREs over vast oceanic regions with a relatively low aerosol concentration is an intriguing yet poorly addressed issue confounding estimation of the CREs of ISE. Using an Earth system model including two aerosol modules with different aerosol mixing configurations, we derive a significant global net CRE of ISE (−0.153&thinsp;W&thinsp;m−2 with a standard error of ±0.004&thinsp;W&thinsp;m−2) when using emissions consistent with current ship emission regulations. This global net CRE would become much weaker and actually insignificant (−0.001&thinsp;W&thinsp;m−2 standard error of ±0.007&thinsp;W&thinsp;m−2) if a more stringent regulation were adopted. We then reveal that the ISE-induced CRE would achieve a significant enhancement when a lower DMS emission is prescribed in the simulations, owing to the sublinear relationship between aerosol concentration and cloud response. In addition, this study also demonstrates that the representation of certain aerosol processes, such as mixing states, can influence the magnitude and pattern of the ISE-induced CRE. These findings suggest a reevaluation of the ISE-induced CRE with consideration of DMS variability.</p

What do we know about emotional labour in nursing? A narrative review

Nurses have to manage their emotions and the expression of emotion to perform best care, and their behaviours pass through emotional labour (EL). However, EL seems to be an under-appreciated aspect of caring work and there is no synthetic portrait of literature about EL in the nursing profession. This review was conducted to synthesise and to critically analyse the literature in the nursing field related to EL. Twenty-seven papers were included and analysed with a narrative approach, where two main themes were found: EL strategies and EL antecedents and consequences. Hence, EL is a multidimensional, complex concept and it represents a nursing competence to provide the best care. Moreover, nurses have a high awareness of EL as a professional competence, which is a fundamental element to balance engagement with an appropriate degree of detachment to accomplish tasks for best practice, and to provide high-quality patient care

A cross-national study on the antecedents of work–life balance from the fit and balance perspective

Drawing on the perceived work–family fit and balance perspective, this study investigates demands and resources as antecedents of work–life balance (WLB) across four countries (New Zealand, France, Italy and Spain), so as to provide empirical cross-national evidence. Using structural equation modelling analysis on a sample of 870 full time employees, we found that work demands, hours worked and family demands were negatively related to WLB, while job autonomy and supervisor support were positively related to WLB. We also found evidence that resources (job autonomy and supervisor support) moderated the relationships between demands and work–life balance, with high resources consistently buffering any detrimental influence of demands on WLB. Furthermore, our study identified additional predictors of WLB that were unique to some national contexts. For example, in France and Italy, overtime hours worked were negatively associated with WLB, while parental status was positively associated with WLB. Overall, the implications for theory and practice are discussed.Peer ReviewedPostprint (author's final draft

Effective radiative forcing in the aerosol–climate model CAM5.3-MARC-ARG

We quantify the effective radiative forcing (ERF) of anthropogenic aerosols modelled by the aerosol–climate model CAM5.3-MARC-ARG. CAM5.3-MARC-ARG is a new configuration of the Community Atmosphere Model version 5.3 (CAM5.3) in which the default aerosol module has been replaced by the two-Moment, Multi-Modal, Mixing-state-resolving Aerosol model for Research of Climate (MARC). CAM5.3-MARC-ARG uses the ARG aerosol-activation scheme, consistent with the default configuration of CAM5.3. We compute differences between simulations using year-1850 aerosol emissions and simulations using year-2000 aerosol emissions in order to assess the radiative effects of anthropogenic aerosols. We compare the aerosol lifetimes, aerosol column burdens, cloud properties, and radiative effects produced by CAM5.3-MARC-ARG with those produced by the default configuration of CAM5.3, which uses the modal aerosol module with three log-normal modes (MAM3), and a configuration using the modal aerosol module with seven log-normal modes (MAM7). Compared with MAM3 and MAM7, we find that MARC produces stronger cooling via the direct radiative effect, the shortwave cloud radiative effect, and the surface albedo radiative effect; similarly, MARC produces stronger warming via the longwave cloud radiative effect. Overall, MARC produces a global mean net ERF of −1.79±0.03&thinsp;W&thinsp;m−2, which is stronger than the global mean net ERF of −1.57±0.04&thinsp;W&thinsp;m−2 produced by MAM3 and −1.53±0.04&thinsp;W&thinsp;m−2 produced by MAM7. The regional distribution of ERF also differs between MARC and MAM3, largely due to differences in the regional distribution of the shortwave cloud radiative effect. We conclude that the specific representation of aerosols in global climate models, including aerosol mixing state, has important implications for climate modelling.</p

Resolution, Relief, And Resignation:A Qualitative Study Of Responses To Misfit At Work

Research has portrayed person–environment (PE) fit as a pleasant condition resulting from people being attracted to and selected into compatible work environments; yet, our study reveals that creating and maintaining a sense of fit frequently involves an effortful, dynamic set of strategies. We used a two-phase, qualitative design to allow employees to report how they become aware of and experience misfit, and what they do in response. To address these questions, we conducted interviews with 81 individuals sampled from diverse industries and occupations. Through their descriptions, we identified three broad responses to the experience of misfit: resolution, relief, and resignation. Within these approaches, we identified distinct strategies for responding to misfit. We present a model of how participants used these strategies, often in combination, and develop propositions regarding their effectiveness at reducing strain associated with misfit. These results expand PE fit theory by providing new insight into how individuals experience and react to misfit—portraying them as active, motivated creators of their own fit experience at work

The function of fear in institutional maintenance: Feeling frightened as an essential ingredient in haute cuisine

Fear is a common and powerful emotion that can regulate behaviour. Yet institutional scholars have paid limited attention to the function of fear in processes of institutional reproduction and stability. Drawing on an empirical study of elite chefs within the institution of haute cuisine, this article finds that the multifaceted emotion of fear characterised their experiences and served to sustain their institution. Chefs’ individual feelings of fear prompted conformity and a cognitive constriction, which narrowed their focus on to the precise reproduction of traditional practices whilst also limiting challenges to the norms underpinning the institution. Through fear work, chefs used threats and violence to connect individual experiences of fear to the violation of institutionalized rules, sustaining the conditions in which fear-driven maintenance work thrived. The study also suggests that fear is a normative element of haute cuisine in its own right, where the very experience and eliciting of fear preserved an essential institutional ingredient. In this way, emotions such as fear do not just accompany processes of institutionalization but can be intimately involved in the maintenance of institutions

Working conditions and Work-Family Conflict in German hospital physicians: psychosocial and organisational predictors and consequences

<p>Abstract</p> <p>Background</p> <p>Germany currently experiences a situation of major physician attrition. The incompatibility between work and family has been discussed as one of the major reasons for the increasing departure of German physicians for non-clinical occupations or abroad. This study investigates predictors for one particular direction of Work-Family Conflict – namely work interfering with family conflict (WIF) – which are located within the psychosocial work environment or work organisation of hospital physicians. Furthermore, effects of WIF on the individual physicians' physical and mental health were examined. Analyses were performed with an emphasis on gender differences. Comparisons with the general German population were made.</p> <p>Methods</p> <p>Data were collected by questionnaires as part of a study on <it>Psychosocial work hazards and strains of German hospital physicians </it>during April–July 2005. Two hundred and ninety-six hospital physicians (response rate 38.9%) participated in the survey. The Copenhagen Psychosocial Questionnaire (COPSOQ), work interfering with family conflict scale (WIF), and hospital-specific single items on work organisation were used to assess WIF, its predictors, and consequences.</p> <p>Results</p> <p>German hospital physicians reported elevated levels of WIF (mean = 74) compared to the general German population (mean = 45, <it>p </it>< .01). No significant gender difference was found. Predictors for the WIF were lower age, high quantitative demands at work, elevated number of days at work despite own illness, and consequences of short-notice changes in the duty roster. Good sense of community at work was a protective factor. Compared to the general German population, we observed a significant higher level of quantitative work demands among hospital physicians (mean = 73 vs. mean = 57, <it>p </it>< .01). High values of WIF were significantly correlated to higher rates of personal burnout, behavioural and cognitive stress symptoms, and the intention to leave the job. In contrast, low levels of WIF predicted higher job satisfaction, better self-judged general health status, better work ability, and higher satisfaction with life in general. Compared to the German general population, physicians showed significantly higher levels of individual stress and quality of life as well as lower levels for well-being. This has to be judged as an alerting finding regarding the state of physicians' health.</p> <p>Conclusion</p> <p>In our study, work interfering with family conflict (WIF) as part of Work-Family Conflict (WFC) was highly prevalent among German hospital physicians. Factors of work organisation as well as factors of interpersonal relations at work were identified as significant predictors for WIF. Some of these predictors are accessible to alteration by improving work organisation in hospitals.</p

Developing a Common Standard for Authentic Restaurants

This paper investigates the paradox of authenticity versus standardisation. It examines the features that constitute restaurant authenticity and determines whether these can be standardised within an alliance of top restaurants to reap the benefits of commonalities among the restaurants. We determine the features of authenticity by examining the literature, by interviewing owners and managers of alliance restaurants, and by means of a consumer survey. The results show several discrepancies. Combining these three data sources allowed us to distinguish between essential and peripheral features of authenticity. This distinction can help to define a standard for restaurant authenticity, specifying minimum levels for essential features of authenticity