Does recovery buffer against emotional labor outcomes at work? Analyzing age differences care professionals

1 Does eco e y bu e agains emo ional labo in e ms o mo i a ional ou comes a wo k? Analyzing age di e ences among Finnish heal h ca e p o essionals Saija Mauno1, 2, Me i Ruokolainen1, Jessica De Bloom1,3, & Ulla Kinnunen1; 1 Uni e si y o Tampe e, School o Social Sciences and Humani ies (psychology), Finland 2 Uni e si y o Jy äskylä, Depa men o Psychology, Finland 3 Uni e si y o Tampe e, Ins i u e o Ad anced Social Resea ch, Finland Keywo ds: emo ional labo , heal h ca e, eco e y om wo k, age di e ences, wo k mo i a ion Add ess co espondence o: Saija Mauno, D . P o . Uni e si y o Jy äskylä, Finland Depa men o Psychology, Pos Box 35 40014 Uni e si y o Jy äskylä, Finland e-mail o:saija.mauno@jyu. i Acknowledgemen s: The s udy was suppo ed by he Founda ion o Municipal De elopmen , Finland 2 ABSTRACT In oduc ion: Emo ional labo (EL) is a common s esso in heal h ca e wo k and ac o s bu e ing i s nega i e ou comes dese e mo e a en ion. Mo e in o ma ion is also needed on whe he he e ec s o EL and i s bu e s a e age-speci ic as heal h ca e wo ke s a e aging. Aim: We examined eco e y om wo k as a s ess bu e be ween EL and mo i a ional ou comes, i.e., job sa is ac ion, dedica ion o wo k, o ganiza ional ci izenship beha io , aged-speci ically. We also examined whe he he e ec s o EL and eco e y showed age-speci ic a ia ions in ela ion o he ou comes. The age g oups we e mo eo e compa ed in key cons uc s. Me hod: The s udy was conduc ed among Finnish nu ses and physicians (n = 4, 311) ep esen ing ou di e en age g oups. C oss-sec ional da a we e collec ed by su ey in 2014. Analyses we e conduc ed age-speci ically. Resul s: The eg ession analyses showed ha ea ly middle-aged employees (35-44 yea s old) bene i ed mo e han he o he age g oups om good eco e y i expe iencing high EL in e ms o highe job sa is ac ion, dedica ion o wo k, and o ganiza ional ci izenship beha io . Pa icula ly ha m ul EL was in ea ly middle-age by explaining lowe job sa is ac ion and dedica ion o wo k a his ime o li e. Good eco e y p edic ed posi i ely all ou comes ac oss he age g oups, hus hese linkages showed no age-speci ic a ia ion. Mean compa ison analyses e ealed ha he younges age g oup (18-34 yea s) epo ed he g ea es EL. Conclusions: Ea ly middle-age seems o be a ulne able ime o li e o expe iencing EL as s ess ul. Good eco e y om wo k cons i u es one c i ical bu e ing esou ce o his age g oup. 3 Does eco e y bu e agains emo ional labo in e ms o mo i a ional ou comes a wo k? Analyzing age di e ences among Finnish heal h ca e p o essionals 1. In oduc ion and aims The aging popula ion impac s on oday’s heal h ca e sec o by deple ing he wo k o ce o heal hca e p o essionals (), and by inc easing he numbe o people needing medical ca e (see e.g., Coope , Ge zen, McKee, & Laud, 2002; Oul on, 2006; Pa ke & Tho slund, 2007). This pu s heal h ca e p o essionals unde p essu e by o cing hem o wo k as e , inc easing hei al eady high wo k s ess and impai ing hei wo k abili y. Due o a labo sho age in heal h ca e, he e is an in e es in e aining heal h ca e p o essionals in he wo k o ce as long as possible. Fo hese easons, i is c ucial o unde s and, pa icula ly in heal h ca e wo k, which ac o s bu e agains he nega i e e ec s o wo k s ess and whe he hese ac o s show age-speci ic a ia ion. The p esen s udy ocuses on emo ional labo (EL) as a speci ic wo k s esso . EL is encoun e ed also in ca ing wo k whe e he wo k is cha ac e ized by human in e ac ion. EL is a well- documen ed wo k s esso con ibu ing o nega i e heal h and well-being ou comes (Hüelshege & Schewe, 2011), signi ying ha we u gen ly need mo e in o ma ion on ac o s ha migh bu e agains EL. In his s udy, we in es iga e pe cei ed eco e y om wo k as a po en ial bu e ing ac o be ween EL and h ee speci ic wo k- ela ed mo i a ional ou comes, namely job sa is ac ion, dedica ion o wo k, and o ganiza ional ci izenship beha io (OCB) ( o speci ic de ini ions, see measu es). The speci ic ocus will be on age di e ences in hese ela ionships as hese di e ences ha e ecei ed su p isingly li le a en ion in EL and eco e y esea ch. The s udy was conduc ed among Finnish heal h ca e p o essionals (n = 4, 311) ep esen ing ou di e en age g oups. 1.1. De ining EL as a s esso and eco e y as a s ess bu e Acco ding o Hochschild (1983), EL e e s o a equi ed exp ession o app op ia e emo ions du ing in e -pe sonal ace- o- ace o oice- o- oice ansac ions. Mo e speci ic de ini ions ha e subsequen ly been p oposed (Zap , 2002; Zap , Vog , Sei e , Me ini, & Isic, 1999). In line wi h hese de ini ions, EL e e s he e o “ he e o , planning, and con ol needed o exp ess o ganiza ionally-desi ed emo ions du ing in e pe sonal ansac ions” (Mo is & Feldman, 1996, p. 987). Many occupa ions and o ganiza ions ha e ce ain ules ega ding he display o emo ions, speci ying which emo ions may be exp essed in in e pe sonal ansac ions be ween employees and clien s / cus ome s / pa ien s. Fo 4 example, heal h ca e employees, he a ge g oup o he p esen s udy, a e expec ed o exp ess sympa hy, sensi i i y, and o e all iendly and ca ing emo ional beha io while in e ac ing wi h pa ien s (Zap , Sei e , Schmu e, Me ini, & Holz, 2001, Zap , Semme , & Johnson, 2014). Howe e , displaying hese emo ions may become p oblema ic when hey do no ma ch wi h an employees’ ue emo ions. Faking o exp essing insince e emo ions may cause eelings o emo ional dissonance, and dealing wi h hese eelings o dissonance may cause s ess and esul in an impai emen o heal h and well-being as has been documen ed in a ious empi ical s udies (see e.g., Hüelshege & Schewe, 2011; Zap e al., 1999, 2014). Howe e , i should be poin ed ou ha EL does no necessa ily imply nega i e ou comes i an employee has adequa e coping esou ces, p o ec ing him/he agains he nega i e e ec s o EL (see e.g., Bech old , Roh mann, De Pa e , & Swody, 2011; Pugh, G o h, & Hennig-Thu au, 2011). Coping esou ces include a ious con ex ual (e.g., in o mal and o mal suppo a ailable) and indi idual (e.g., skills and pe sonali y ac o s) esou ces. The abili y o eco e om job s ess, which we ocus on as an indi idual coping asse , can be ega ded as a o m o success ul adap a ion and coping in he job s ess p ocess. Speci ically, in line wi h he s ess bu e model (Cohen & Wills, 1985), we concep ualize eco e y as a salu a y s ess bu e ing esou ce ha is assumed o mi iga e he nega i e e ec s o job s esso s (he e EL) on a ious ou comes. Reco e y is seen as a p ocess ha allows indi iduals o eplenish hei psychobiological esou ces, cons i u ing one key ac o in p omo ing long- e m wo k pe o mance and well-being a wo k, and in e aining employees in he wo k o ce o longe (see e.g., F i z, Sonnen ag, Spec o , & McIn oe, 2010; Sonnen ag & F i z, 2015). Speci ically, eco e y e e s o how much an indi idual eels physically and men ally e eshed du ing o -job ime (Binnewies, Sonnen ag, & Mojza, 2009). In he p esen s udy, eco e y is de ined as a s a e o eeling eco e ed om wo k du ing leisu e ime. The s ess bu e ing ole o eco e y, i.e., whe he i mi iga es he de imen al e ec s o s esso s on well- being/heal h/pe o mance, has been examined only in a ew s udies. In hese s udies he ocus has been on eco e y expe iences, e.g., de aching men ally om wo k, and eeling elaxed du ing ee ime (see e.g., Kinnunen, Mauno, & Sil aloppi, 2010; Mo eno-Jimenez e al., 2009). O e all hese s udies ha e ound ha eco e y expe iences bu e agains he nega i e e ec s o job s esso s (e.g., ime demands, wo k- amily con lic , and job insecu i y) on employee well-being. Acco dingly, success ul eco e y du ing ee ime seems o be bene icial o employees’ well-being unde s ess ul job condi ions. Despi e hese aluable insigh s, hese ea lie s udies ha e concen a ed on s esso s o he han EL, 5 which we ocus on he e. Consequen ly, i is impo an o examine whe he eco e y om wo k du ing o -job ime is also a bene icial esou ce agains EL. 1.2. The ole o age di e ences in he s ess bu e p ocess The p esen s udy se ou om he assump ion ha s ess bu e ing e ec s may no be he same o e e yone, meaning ha some indi iduals may bene i mo e han o he s om ce ain bu e ing esou ces due o indi idual di e ences. Indeed, ea lie esea ch indings on s ess and coping sugges ha one impo an indi idual di e ence de e mining coping e ec i eness and o e all adap a ion in li e ad e si ies is ch onological age (e.g., Aldwin, 1991; Ben-Zu , 2002; Diehl, Coyle, & Labou ie-Vie , 1996). Consequen ly, age e y likely also mode a es he ela ionship be ween wo k s esso s and ou comes, implying ha he e ec s o wo k s esso s on ou comes end o be s onge /weake a a ce ain age (see e.g., Johnson, Holdswo h, Hoel, & Zap , 2013; Mauno, Kinnunen, & Ruokolainen, 2013). Howe e , we do no ye know whe he his age-speci ic hypo hesis also conce ns EL as ea lie s udies ha e examined o he wo k s esso s. Viewed heo e ically, bo h li e managemen and coping heo ies p opose ha human adap a ion o s ess and li e ad e si ies may a y wi h age also conce ning coping wi h wo k s ess. Fo example, socio-emo ional selec i i y heo y (Ca s ensen, Fung, & Cha les, 2003) a gues ha posi i e emo ions, emo ion con ol and egula ion end o imp o e wi h inc easing age because olde indi iduals a e mo e p one o see hei u u e as limi ed and a e less conce ned abou i (see also Aldwin, 1991; Diehl e al., 1996). On he o he hand, as indi iduals a e aging hey may also su e om some losses in physiological and cogni i e capaci y and skills (e.g., Ba ness-Fa ell, Rume y, & Swody, 2002), implying poo e esilience and adap a ion o s ess. Thus, he e seem o be mixed iews on how age(ing) is ela ed o human s ess, coping and adap a ion. Empi ical indings conce ning age-speci ic ela ionships be ween s ess, coping, and adap a ion ha e also yielded mixed esul s: some s udies sugges ha olde people end o cope less success ully wi h s esso s han younge people, whe eas o he s udies show he opposi e (see e.g., Aldwin, 1991; Mauno e al., 2013; Whi y, 2010). One ecen s udy in a wo k con ex conduc ed by Johnson e al. (2013) showed ha olde employees we e mo e e ec i e in using ce ain adap i e coping s a egies (e.g., humo , downplaying) in he p esence o high le el o social s ess a wo k (caused by cus ome s) examining emo ional exhaus ion as a c i e ion o coping e ec i eness. In gene al, olde employees also exhibi ed be e emo ion egula ion coping in his s udy. Howe e , he au ho s conclude ha he 6 ela ionship be ween age, job s ess, and coping is complex and ha mo e esea ch is needed especially as he wo king popula ion is aging apidly. Al oge he , sys ema ic esea ch on age di e ences in coping wi h wo k s ess is a e. In addi ion, none o hese s udies has examined whe he eco e y, as a coping esou ce, bu e s he ela ionship be ween wo k s esso s and employee ou comes di e en ly ac oss di e en age g oups. O e all age di e ences in eco e y ha e a ely been s udied, ye a ew o he exis ing s udies sugges ha need o eco e y inc eases as age inc eases (Kiss, De Mees e , & B ackman, 2008; Moh en, Jansen, & Kan , 2010). The eason o his inc easing need o eco e y may due o a dec ease in wo k capaci y among ageing wo ke s ha will esul in an inc easing need o eco e y i he wo kload emains he same. Fo ins ance, i has been shown ha employees aged o e 45 yea s sco ed highe on need o eco e y han did younge employees (< 45 yea s) (e.g., Kiss e al., 2008; Moh en e al., 2010). Howe e , hese ea lie s udies ha e no examined whe he he e ec s o eco e y on employee ou comes a y by age o whe he eco e y is mo e bene icial a ce ain age i wo k s ess is high. These issues will be sc u inized he e. 1.3. S udy objec i es This s udy has h ee main objec i es. Fi s , we in es iga e whe he he ela ionships be ween EL and wo k- ela ed ou comes (job sa is ac ion, dedica ion a wo k, OCB) a y by age. Second, we examine whe he he ela ionships be ween eco e y om wo k and wo k- ela ed ou comes show age-speci ic a ia ion. The wo i s objec i es mean ha we examine whe he age ac s as a mode a o be ween EL and he ou comes ( he i s objec i e), and be ween eco e y and he ou comes ( he second objec i e). Thi d, and mos impo an ly, we also explo e whe he eco e y om wo k is a mo e bene icial coping esou ce in he p esence o a high le el o EL among younge s. olde employees (i.e., an examina ion o EL x eco e y in e ac ion e ec ac oss he age g oups). This hi d objec i e is expec ed o show whe he he e a e age di e ences in he bu e ing e ec s o eco e y in he associa ion be ween EL and he ou comes. Speci ically, we will compa e ou age g oups in his s udy: 18-34 yea s, 35-44 yea s, 45-54 yea s, and 55-65 yea s old. 7 2. Me hods 2.1. Pa icipan s The da a used in his s udy we e collec ed among Finnish nu ses and physicians in 2014. Th ee heal h ca e labo unions (FMA: he Finnish Medical Associa ion, TEHY: he Union o Heal h and Social Ca e P o essionals and SuPe : The Finnish Union o P ac ical Nu ses), o which he g ea majo i y o Finnish physicians and nu ses belong, in i ed hei membe s o pa icipa e in ou su ey. In he FMA ( he ade union ep esen ing physicians) he in i a ion was sen ia e-mail o 3,000 in TEHY o 10,000 and in SuPe o 6,963 ( he ade unions ep esen ing nu ses) andomly sampled membe s’ wo k e-mail add esses. A o al o 4, 311 physicians (n = 604) and nu ses (n = 3707) wo king in he heal h ca e sec o esponded o ou elec onic ques ionnai e. The o e all esponse a e was low, only 20.4%. The in i a ion message did no each all po en ial esponden s, as many e-mail add esses we e no alid/in use. The e o e he esponse a e gi en is only a ough (conse a i e) es ima e. Howe e , i is no ewo hy ha he membe ship a es o Finnish ade unions a e gene ally high, anging om 60 o 80 %, sugges ing ha ou esponden s do indeed ep esen he a ge popula ion (physicians, nu ses) ela i ely well despi e a low esponse a e. Indeed, despi e he ela i ely low esponse a e, he esponden s ep esen ed he a ge popula ion easonably well in e ms o gende and age (see mo e in Saa inen e al., 2015). The as majo i y o he pa icipan s we e emale: 94% o nu ses and 67% o physicians. The mean age o nu ses was 47.7 yea s (SD = 10.8) and physicians 46.5 yea s (SD = 11.2). O he nu ses 6 pe cen we e wo king in manage ial posi ions and o he physicians 27 pe cen . All pa icipan s we e ca ego ized in o he ollowing ou age g oups: 18-34 (G oup 1, n = 1,184), 35-44 (G oup 2, n = 991), 45-54 (G oup 3, n = 1,133) and 55-65 (G oup 4, n = 783) yea s old. All analyses we e pe o med on he basis o hese ou age g oups. 2.2. Measu es The p esen s udy examined EL as a speci ic s esso ela ed o human ac o s a wo k. EL has been ega ded as a mul idimensional concep (Zap e al., 1999, 2014). He e we used a wo-dimensional ope a ionaliza ion o he phenomenon, ocusing on wo sub-scales, i.e. emo ional dissonance and emo ional sensi i i y equi emen s a wo k. We selec ed hese wo dimensions o EL as in a la ge alida ion s udy (Zap e al., 1999) hey showed he mos consis en ela ionships wi h se e al psychological ou comes also examined in he p esen s udy in a wo k con ex . This wo-dimensional 8 scale has also been used in ea lie Finnish s udies (Mauno, Ruokolainen, Kinnunen, & De Bloom, 2015), showing a signi ican ela ionship wi h mo i a ional wo k- ela ed ou comes (wo k engagemen ). Speci ically, emo ional dissonance e e s o an employee’s pe cep ion o a dissonance (o disc epancy) be ween eal/ ue and exp essed emo ions, whe eas sensi i i y equi emen s e e s o he deg ee o which an employee needs o be sensi i e o he eelings o pa ien s/cus ome s (Zap e al., 1999). Emo ional dissonance (3 i ems; e.g., “Display emo ions which do no co espond o inne eelings”, “Requi emen s o supp ess eelings”) and sensi i i y equi emen s (3 i ems; e.g., “Impo an o know wha a pa ien eels”, “Requi emen s o be sensi i e o he eelings o cus ome s”) we e sco ed on a scale anging om 1 ( a ely, ne e ) o 5 ( e y o en, always). The C onbach’s alpha o he EL scale (consis ing he i ems o emo ional dissonance and sensi i i y equi emen s) was 0.61. An employee’s o e all s a e o pe cei ed eco e y om wo k was examined as a bu e ing esou ce (mode a o ) in he p esen s udy. Speci ically, eco e y was measu ed wi h a single ques ion abou an indi idual’s e alua ion o his o he eco e y s a us (“How well do you gene ally eel you eco e om he s ain caused by you job a e he wo king day”), anging om 1 (no a all) o 10 (comple ely). This ques ion has been used ea lie in Finnish s udies and i has been shown o ha e good c i e ion alidi y, ha is, o co ela e, o example, wi h high need o eco e y a e wo k (see e.g., Kauppinen e al., 2012; Kinnunen, Sil aloppi, & Sonnen ag, 2011). In e na ional s udies ha e also success ully used a simila one-i em-based assessmen o eco e y om wo k (Niks, Ge e s, De Jonge, & Hou man, 2016; Windwood, Wine ield, Dawson, & Lushing on, 2005). The p esen s udy ocuses on mo i a ional (job sa is ac ion, dedica ion o wo k) and pe o mance- ela ed (OCB) ou comes in he wo k con ex . Job sa is ac ion e e s o a pleasu able o posi i e emo ional s a e esul ing om he app aisal o one’s job o job expe iences (see Locke, 1976) and i was measu ed wi h one i em (“How sa is ied do you gene ally eel abou you cu en job”) using a esponse scale om 1 ( o ally dissa is ied) o 10 ( o ally sa is ied). I has been shown ha job sa is ac ion can be measu ed eliably using one-i em-based assessmen (Wanous, Reiche s, & Hu dy, 1997). Dedica ion o wo k e e s o a s ong psychological in ol emen in one’s wo k, combined wi h a sense o signi icance, en husiasm, inspi a ion, p ide, and challenge (Schau eli, Salano a, Gonzalez- Roma, & Bakke , 2002). We measu ed dedica ion wi h a sub-scale om he U ech Wo k Engagemen Scale (3 i ems; “I am p oud o he wo k ha I do”) (Schau eli e al., 2002). This pa icula sub-scale, wi h o he sub-scales o wo k engagemen , has been alida ed in Finland among a ious occupa ional 9 g oups (Seppälä e al., 2009). The esponses we e gi en on a scale om 0 (ne e ) o 6 (always, daily). The C onbach’s alpha o he dedica ion scale was 0.88. OCB e e s o an employee’s ex a- ole pe o mance a wo k, implying ha (s)he is willing o do mo e a wo k han wha is o mally equi ed in his/he job desc ip ion, and ha doing mo e is also olun a y (see O gan, 1988). We measu ed OCB on a scale de eloped by Lee and Allen (2002) and his pa icula scale p o ed o be a alid and eliable assessmen o OCB in his o iginal s udy. The e sion used in he p esen s udy included wo sub-dimensions: OCB owa ds colleagues (e.g., “I am glad o help my colleagues wi h hei job- ela ed p oblems”) and OCB owa ds one´s o ganiza ion (e.g., “I exp ess new ideas o imp o e ou o ganiza ion”). C onbach’s alpha o he o e all OCB scale was 0.74. Co ela ions be ween he s udy a iables a e p esen ed in Table 1. Age and EL showed a signi ican nega i e co ela ion ( = -.07, p <.001): younge employees epo ed highe EL. Reco e y om wo k was nega i ely ela ed o EL ( = -.27, p <.001): he highe he EL, he poo e was eco e y om wo k. EL showed obus nega i e co ela ions wi h job sa is ac ion ( = -.28, p <.001) and dedica ion a wo k ( = -.21, p <.001): highe EL associa ed wi h lowe job sa is ac ion and impai ed dedica ion a wo k. Howe e , EL was no signi ican ly ela ed o OCB ( = .02, ns). Reco e y om wo k was signi ican ly and obus ly associa ed wi h all h ee ou comes: job sa is ac ion ( = .55, p <.001), dedica ion a wo k ( = .43, p <.001), and OCB ( = .19, p <.001). ----------Inse Table 1 abou he e------- 2.3. S a is ical analyses We s a ed wi h an examina ion o age di e ences on he key a iables (EL, eco e y, job sa is ac ion, dedica ion, OCB). Speci ically, we compa ed g oup means in hese a iables ac oss ou age g oups (G oup 1 = 18-34, G oup 2 = 35-44, G oup 3 = 45-54, G oup 4 = 55-65 yea s old) wi h ANCOVAs. Co a ia es included occupa ional g oup (nu ses/physicians), gende (1 = male, 2 = emale) and supe iso y / manage ial posi ion (1 = no, 2 = yes) as basic demog aphic ac o s. They we e a ailable in bo h samples o nu ses and physicians. Pai ed compa isons be ween he ou age g oups we e pe o med, using Bon e oni co ec ions o coun e ac he p oblem o mul iple compa isons. Di ec (EL, eco e y) and mode a o ela ionships (EL × eco e y) in explaining wo k- ela ed ou comes (job sa is ac ion, dedica ion, and OCB) we e examined wi h mode a ed hie a chical eg ession analysis, which is he mos common me hod o examining mode a o e ec s using mul iple 16 4.5. Conclusions The p esen s udy is he i s s udy o asce ain he age-speci ic ela ionships be ween EL, eco e y om wo k, and wo k- ela ed ou comes, showing ha hese associa ions may pa ly be age-speci ic. We ound ha pa icula ly ea ly middle-age (35-44 yea s) seems o be a ulne able ime o li e o expe ience EL as s ess ul. Good eco e y om wo k migh cons i u e one c i ical bu e ing esou ce o his age g oup. Ea ly middle-aged employees migh bene i om ac i i ies and s a egies conduci e o good eco e y om wo k s ess (e.g., psychological de achmen om wo k du ing ee ime) especially i hey expe ience in e pe sonal s ess (EL) a wo k. 4.6. Highligh s - Emo ional labo is a common job s esso among heal h ca e p o essionals and he e o e mo e esea ch e idence is needed conce ning i s bu e s. - Age-speci ic knowledge ega ding he bu e s o di e en job s esso s is needed as heal h ca e p o essionals in indus ialized coun ies a e aging. - The esul s showed ha eco e y om wo k bu e ing agains emo ional labo was age-speci ic: among ea ly middle-aged heal h ca e p o essionals good o -job eco e y se ed as a s ess bu e agains impai ed job sa is ac ion, dedica ion o wo k, and o ganiza ional ci izenship beha io , i employees expe ienced high emo ional labo . - Good eco e y om wo k should be encou aged, pa icula ly among ea ly middle-aged heal h ca e p o essionals as a s ess elie ing coping esou ce. - Psychological de achmen om wo k while no wo king is one o he bes o -job eco e y s a egies and should be encou aged among heal h ca e p o essionals. Re e ences Aldwin, C. M. (1991). Does age a ec he s ess and coping p ocess? 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(2002). Emo ion wo k and psychological well-being: A e iew o he li e a u e and some concep ual conside a ions. Human Resou ce Managemen Re iew, 12, 1-32. 19 Zap , D., Sei e , C., Schmu e, B., Me ini, H., Holz, M. (2001). Emo ion wo k and job s esso s and hei e ec s on bu nou . Psychology & Heal h, 16, 527-545. Zap , D., Semme , N. K., Johnson, S. (2014). Quali a i e demands a wo k. In M. Pee e s, J. de Jonge, & T. Ta is (Eds.), An in oduc ion o con empo a y wo k psychology (pp. 144-169). Wiley- Blackwell: Chiches e , UK. Zap , D., Vog , C., Sei e , C., Me ini, H., & Isic, A. (1999). Emo ion wo k as a sou ce o s ess: The concep and de elopmen o an ins umen . Eu opean Jou nal o Wo k and O ganiza ional Psychology, 8, 371-400. Table 1. Co ela ions (Pea son) be ween he s udy a iables. Measu es 1 2 3 4 5 6 7 8 9 1. Age (in yea s) - 2. Occupa ional g oup (physicians/nu ses) .04* - 3. Gende (women/men) -.02 -.32*** - 4. Supe iso posi ion (no/yes) .13*** -.26*** .15*** - 5. Emo ional labo (EL) -.07*** .04* -.04** -.05*** - 6. Reco e y om wo k (RE) .01 -.06*** .05*** .06*** -.27*** - 7. EL x RE .01 -.02 .03 -.01 -.19*** .18*** - 8. Job sa is ac ion .12*** .04** -.01 .08*** -.28*** .55*** .14*** - 9. Dedica ion o wo k .06*** -.01 -.03* .04* -.21*** .43*** .11*** .68*** - 10. OCB .02 .02 -.01 .20*** .02 .19*** -.01 .26*** .36*** * p ≤ .05, ** p ≤ .01, *** p ≤ .001. Table 2. Resul s o eg ession analyses explaining job sa is ac ion, dedica ion o wo k, and OCB ac oss ou age g oups. P edic o s Job Sa is ac ion Dedica ion o wo k O g. Ci izenship Beha io / OCB Age g oups (yea s) 18-34 35-44 45-54 55-65 18-34 35-44 45-54 55-65 18-34 35-44 45-54 55-65 n (in each age g oup) 1044 850 961 641 1050 853 966 647 1050 853 965 648 S ep 1: con ols ∆R2 .005 .014 .009 .017 .003 .009 .010 .009 .055 .025 .072 .055 S ep 2 β: EL -.140 -.390 -.280 -.290 -.094 -.310 -.240 -.160 .030 -.020 .030 .010 ∆R2 .021 .153 .077 .082 .009 .092 .058 .027 .001 .000 .001 .000 S ep 3 β: RE .530 .560 .490 .520 .360 .450 .390 .402 .150 .200 .200 .210 ∆R2 .260 .279 .226 .244 .121 .184 .141 .147 .022 .035 .037 .042 S ep 4 β: EL× RE -.001 .110 .001 -.013 .021 .100 .050 -.050 -.050 .080 -.030 -.060 ∆R2 .000 .011 .000 .000 .000 .009 .002 .002 .002 .005 .001 .004 No e. EL = emo ional labo ; RE = eco e y om wo k; ∆R2 = change in explana ion a e in each s ep. Unde lined s anda dized β-coe icien s/∆R2 p ≤ .05. Bolded s anda dized β-coe icien s/∆R2 p ≤ .001. Fo S ep 1 conce ning con ol a iables (physicians/nu ses, gende , supe iso y posi ion) only ∆R2 a e shown. Figu e 1. Reco e y om wo k as a bu e be ween EL and job sa is ac ion: employees aged 35-44. Figu e 2. Reco e y om wo k as a bu e be ween EL and dedica ion o wo k: employees aged 35-44. Figu e 3. Reco e y om wo k as a bu e be ween EL and OCB: employees aged 35-44. 6 6,5 7 7,5 8 8,5 9 9,5 10 Low emo ional labou High emo ional labou Job sa is ac ion Low eco e y High eco e y 2 2,5 3 3,5 4 4,5 5 5,5 6 Low emo ional labou High emo ional labou Dedica ion Low eco e y High eco e y 2 2,5 3 3,5 4 4,5 5 Low emo ional labou High emo ional labou OCB Low eco e y High eco e y