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Emotional labor is an essential part of many service jobs, including many types of sex work. Through emotional labor sex workers engage in different levels of acting known as surface acting and deep acting. These levels reflect a sex worker's engagement with the emotional labor.
Although emotional labor may be helpful to the organizational bottom line, there has been recent work suggesting that managing emotions for pay may be detrimental to the employee". [14] Emotional labor and emotional work both have negative aspects to them including the feelings of stress, frustration or exhaustion that all lead to burnout.
Emotional labor is particularly common in service or caring occupations (think: flight attendants, waiters, teachers, child care workers, social workers, nurses, nursing home attendants, customer ...
A neutral culture is a culture in which emotions are held in check whereas an emotional culture is a culture in which emotions are expressed openly and naturally. Neutral cultures that come rapidly to mind are those of the Japanese and British. Some examples of high emotional cultures are the Netherlands, Mexico, Italy, Israel and Spain.
What Is Emotional Labor?The term emotional labor was first coined by sociologist Arlie Hochschild in her 1983 book on the topic, The Managed Heart . Hochschild’s...
Cultural intelligence or cultural quotient (CQ), refers to an individual's capability to function effectively in culturally diverse settings. The concept was introduced by London Business School professor P. Christopher Earley and Nanyang Business School professor Soon Ang in 2003.
Culture is a necessary framework to understand global variation in emotion. [4] Human neurology can explain some of the cross-cultural similarities in emotional phenomena, including certain physiological and behavioral changes. [5] [6] However, the way that emotions are expressed and understood varies across cultures. Though most people ...
Affective events theory model Research model. Affective events theory (AET) is an industrial and organizational psychology model developed by organizational psychologists Howard M. Weiss (Georgia Institute of Technology) and Russell Cropanzano (University of Colorado) to explain how emotions and moods influence job performance and job satisfaction. [1]