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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
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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.
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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
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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,
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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

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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.
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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
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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
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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
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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.
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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