The Development of a Feedback Environment and Role Clarity Model of Job Performance

Researchers have recently begun recognizing the impact of contextual factors on important organizational outcomes. This study, involving 170 subordinate-supervisor dyads, develops a model that demonstrates that subordinates who perceive a supportive feedback environment display increased feedback seeking, higher role clarity, and higher performance ratings. Furthermore, the results show that effort costs moderated the relationship between the coworker feedback environment and feedback seeking from coworkers. Implications are discussed

Emotional display rules as work unit norms: A multilevel analysis of emotional labor among nurses

Emotional labor theory has conceptualized emotional display rules as shared norms governing the expression of emotions at work. Using a sample of registered nurses working in different units of a hospital system, we provided the first empirical evidence that display rules can be represented as shared, unit-level beliefs. Additionally, controlling for the influence of dispositional affectivity, individual-level display rule perceptions, and emotion regulation, we found that unit-level display rules are associated with individual-level job satisfaction. We also showed that unit-level display rules relate to burnout indirectly through individual-level display rule perceptions and emotion regulation strategies. Finally, unit-level display rules also interacted with individual-level dispositional affectivity to predict employee use of emotion regulation strategies. We discuss how future research on emotional labor and display rules, particularly in the health care setting, can build on these findings