Allison S. Gabriel

Emotional Labor Actors: A Latent Profile Analysis of Emotional Labor Strategies

Research on emotional labor focuses on how employees utilize 2 main regulation strategies-surface acting (i.e., faking ones felt emotions) and deep acting (i.e., attempting to feel required emotions)-to adhere to emotional expectations of their jobs. To date, researchers largely have considered how each strategy functions to predict outcomes in isolation. However, this variable-centered perspective ignores the possibility that there are subpopulations of employees who may differ in their combined use of surface and deep acting. To address this issue, we conducted 2 studies that examined surface acting and deep acting from a person-centered perspective. Using latent profile analysis, we identified 5 emotional labor profiles-non-actors, low actors, surface actors, deep actors, and regulators-and found that these actor profiles were distinguished by several emotional labor antecedents (positive affectivity, negative affectivity, display rules, customer orientation, and emotion demands-abilities fit) and differentially predicted employee outcomes (emotional exhaustion, job satisfaction, and felt inauthenticity). Our results reveal new insights into the nature of emotion regulation in emotional labor contexts and how different employees may characteristically use distinct combinations of emotion regulation strategies to manage their emotional expressions at work.

The relations of daily task accomplishment satisfaction with changes in affect: a multilevel study in nurses.

Focusing on a sample of nurses, this investigation examined the relationships of daily task accomplishment satisfaction (for direct and indirect care tasks) with changes in positive and negative affect from preshift to postshift. Not accomplishing tasks to ones satisfaction was conceptualized as a daily workplace stressor that should increase daily negative affect and decrease daily positive affect from preshift to postshift. Further, because of the greater centrality of direct care nursing tasks to nursing work role identities (relative to indirect care tasks), we expected that task accomplishment satisfaction (or lack thereof) for these tasks would have stronger effects on changes in affect than would task accomplishment satisfaction for indirect care tasks. We also examined 2 person-level resources, collegial nurse-physician relations and psychological resilience, as moderators of the relationships among these daily variables, with the expectation that these resources would buffer the harmful effects of low task accomplishment satisfaction on nurse affect. Results supported almost all of the proposed effects, though the cross-level interactions were observed only for the effects of indirect care task accomplishment satisfaction on affect and not for direct care task accomplishment satisfaction on affect.

The role of self-determined motivation in job search: A dynamic approach.

Job search is a dynamic self-regulated process during which job seekers need to stay motivated to secure a job. However, past research has taken a relatively static approach to examining motivation during the job search, in addition to ignoring how the quality of ones motivation--ranging from autonomous to controlled--can influence job search processes. Adopting a within-person perspective, the current study extends self-determination theory (SDT) to the job search context to investigate (a) when autonomous and controlled motivations are more or less prevalent and (b) whether they influence job search effort through metacognitive strategies in differing ways depending upon the amount of time elapsed in the search. In a weekly study of new labor market entrants (Level-2 n = 149; Level-1 n = 691), results indicated that autonomous motivation decreased until the midpoint of the job search and then plateaued, whereas controlled motivation remained stable. Results also showed that autonomous motivation had a consistent, positive relation with metacognitive strategies, whereas the relation between controlled motivation and such strategies was negative early in the job search, but became positive as the job search progressed. Finally, the effects of motivation on job search effort occurred via metacognitive strategies differentially depending upon the time elapsed in the search. Combined, we provide a first glimpse into the dynamics of self-determined motivation on job search processes.

Fuzzy Profiles: Comparing and Contrasting Latent Profile Analysis and Fuzzy Set Qualitative Comparative Analysis for Person-Centered Research

Person-centered approaches to organizational scholarship can provide critical insights into how sets of related constructs uniquely combine to predict outcomes. Within micro topics, scholars have begun to embrace the use of latent profile analysis (LPA), identifying constellations of constructs related to organizational commitment, turnover intentions, emotional labor, recovery, and well-being, to name a few. Conversely, macro scholars have utilized fuzzy set qualitative comparative analysis (fsQCA) to examine numerous phenomena, such as acquisitions and business strategies, as configurations of explanatory conditions associated with firm-level outcomes. What remains unclear, however, is the extent to which these two approaches deliver similar versus unique insights when applied to the same topic. In this paper, we offer an overview of the ways these two methods converge and diverge, and provide an empirical demonstration by applying both LPA and fsQCA to examine a multidimensional personality construct—core self-evaluations (CSE)—in relation to job satisfaction. In so doing, we offer guidance for scholars who are either choosing between these two methods, or are seeking to use the two methods in a complementary, theory-building manner.

Compassion Practices, Nurse Well-being, and Ambulatory Patient Experience Ratings

Background: Compassion practices both recognize and reward compassion in the workplace as well as provide compassionate support to health care employees. However, these practices represent an underexplored organizational tool that may aid clinician well-being and positively impact patient ambulatory care experiences. Objective: To examine the relationship between compassion practices and nursing staff well-being and clinic-level patients’ experience ratings in the ambulatory clinic setting. Research Design: Surveys were collected from ambulatory nurses in January and February of 2015 in 30 ambulatory clinics affiliated with an academic medical center. Patient experience ratings were collected April to June of 2015. Subjects: One hundred seventy-seven ambulatory nurses (Registered Nurses, LPNs, medical assistants), as well as 3525 adult patients from the ambulatory clinics. Measures: Ambulatory nurses assessed compassion practices, emotional exhaustion, and psychological vitality. Patient experience ratings were patient perceptions of courtesy and caring shown by nurses and patients’ ratings of the outpatient services. Results: Compassion practices are significantly and negatively associated with nurse emotional exhaustion and positively associated with nurse psychological vitality. At the clinic-level, compassion practices are significantly and positively associated with patient perceptions of caring shown by nurses and overall patient ratings of the outpatient clinic. Supplemental analyses provide preliminary evidence that nurse well-being mediates the relationship between compassion practices and patient ratings of their care experience. Conclusions: Our findings illustrate that compassion practices are positively associated with nurse well-being and patient perceptions of the care experience in outpatient clinics.

How can humanistic coaching affect employee well-being and performance? An application of self-determination theory

Coaching has established itself as a key component of employee learning and development. Yet, despite the prevalence and impact of coaching in organisations, there has been a lack of theory regarding the processes through which coaching behaviours influence outcomes for coachees (i.e. motivation, performance and well-being). As such, in the current review, we integrate theory from the emerging humanistic coaching literature with self-determination theory to explicate a process model of how different types of coaching practices (autonomy-, competency- and relatedness-supportive behaviours) that are integral to humanistic coaching influence employee outcomes through the attainment of psychological needs (autonomy, competence and relatedness). The proposed model has practical implications to enhance the success of coaching relationships, in addition to creating a stronger theoretical foundation upon which humanistic coaching research and practice can draw.

It’s About Time The Promise of Continuous Rating Assessments for the Organizational Sciences

Organizational scholars have grown increasingly aware of the importance of capturing phenomenon at the within-person level of analysis in order to test many organizational behavior theories involving emotions, motivation, performance, and interpersonal processes, to name a few. Experience sampling methodology (ESM) and diary-based procedures provide data that better match many dynamic organizational theories by measuring constructs repeatedly across events or days, providing an inter-episodic understanding of phenomena. In this article, we argue for the value of another measurement procedure that also adopts a repeated measures approach but does so by continuously measuring psychological processes without any gaps over relatively short timeframes. More specifically, we suggest that continuous rating assessments (CRA) can serve as a tool that enables the measurement of dynamic intra-episodic processes that unfold over the course of events, enabling precise determination of how, when, and in what way constructs change and influence each other over time. We provide an overview of this methodology, discuss its applicability to understanding time-based phenomena, and illustrate how this technique can provide new insight into dynamic processes using an empirical example.

Experience Sampling Methods: A Discussion of Critical Trends and Considerations for Scholarly Advancement

In the organizational sciences, scholars are increasingly using experience sampling methods (ESM) to answer questions tied to intraindividual, dynamic phenomenon. However, employing this method to answer organizational research questions comes with a number of complex—and often difficult—decisions surrounding: (1) how the implementation of ESM can advance or elucidate prior between-person theorizing at the within-person level of analysis, (2) how scholars should effectively and efficiently assess within-person constructs, and (3) analytic concerns regarding the proper modeling of interdependent assessments and trends while controlling for potentially confounding factors. The current paper addresses these challenges via a panel of seven researchers who are familiar not only with implementing this methodology but also related theoretical and analytic challenges in this domain. The current paper provides timely, actionable insights aimed toward addressing several complex issues that scholars often face when implementing ESM in their research.

Too anxious to help? Off-job affective rumination as a linking mechanism between work anxiety and helping

Tooanxious tohelp?Off-jobaffective ruminationas a linking mechanism between work anxiety and helping Charles Calderwood* , Andrew A. Bennett , Allison S. Gabriel, John P. Trougakos and Jason J. Dahling Department of Psychology, Virginia Tech, Blacksburg, Virginia, USA Strome College of Business, Old Dominion University, Norfolk, Virginia, USA Eller College of Management, University of Arizona, Tucson, Arizona, USA Department of Management, University of Toronto-Scarborough, Ontario, Canada Department of Psychology, The College of New Jersey, Ewing, New Jersey, USA

Further Understanding Incivility in the Workplace: The Effects of Gender, Agency, and Communion.

Research conducted on workplace incivility—a low intensity form of deviant behavior—has generally shown that women report higher levels of incivility at work. However, to date, it is unclear as to whether women are primarily treated uncivilly by men (i.e., members of the socially dominant group/out-group) or other women (i.e., members of in-group) in organizations. In light of different theorizing surrounding gender and incivility, we examine whether women experience increased incivility from other women or men, and whether this effect is amplified for women who exhibit higher agency and less communion at work given that these traits and behaviors violate stereotypical gender norms. Across three complementary studies, results indicate that women report experiencing more incivility from other women than from men, with this effect being amplified for women who are more agentic at work. Further, agentic women who experience increased female-instigated incivility from their coworkers report lower well-being (job satisfaction, psychological vitality) and increased work withdrawal (turnover intentions). Theoretical implications tied to gender and incivility are discussed.