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Task 4 (Groth (2009) (method of study = 285 dyadic questionaires between…

- - - - a) Automatic regulation (-) emotional exhaustion
      - b) Surface acting (+) emotional exhaustion
      - c) Deep acting (non-significant) emotion exhaustion
    - - a) Employees satisfaction fully moderated (-) relationship between automati regulation and emotional exhaustion
      - b) Employee satisfaction partially moderated (+) relationship betwwen surface acting and emotional exhaustion
    - - Employee psychological effort partially mediates (+) relation between Surface actingand emotional exhaustion
      - Automatic regulation DID NOT correlate with effort
    - - Psychological effort and Employee Satisfaction fully mediates (+) between Surface acting and Emotional Exhaustion
      - Em[employee Satisfaction fully mediates relationship between (-) Automatic regulation and emotional exhaustion
- - - - attentional deployment = switching cues
      - cognitive change = reappraisal of the cue
    - - suppressing, amplifying and faking an emotion
    - - 3 aspects
        
        felt (experienced) emotions
        
        expressed emotions
        
        emotions required y display rules
      - emotion-rule dissonance; for of person-role conflict stemming from the incongruence between emotions that are actually felt and those that are required by display rules
      - emotion rule = state of being, surface acting = effort-full process of emotion management
    - - CHECK THE MODEL IN THE ARTICLE SUMMARIZING ALL INFO
      - Ego depletion; depletion of mental resources due to efortful self-controll and regulation. Surface acting depletes ego to greaterextent relative to deep acting
      - Felt Inauthenticity; people strive towards authenticity and self-expressive behavior. Surface acting; especially harmful because expressed emotions and actual emotions are not aligning
      - Authenticity of emotion display
        
        Emotion as Social Information Model; emotional displays provide observers with important information and influence their behavior
        
        Emotional displays are only effective when they are authentic (Debt colectors displayed anger is only effective when genuine)
        
        surface acting = fakeness
        
        deep acting = real emotions
        
        Enhancement vs impairment of social interactions; employees emotional display is appraised y customer whoin turn responds accordingly, and this way reaffects the employers and his/her emotional/psychological state of health
        
        Inauthenticity = percieved negatively
        
        surface acting evokes more negative emotions
        
        deep acting = amplifies positive experiences and is better at spreading the emotion
        
        positive emotions at work serve as a buffer between stress and a person (Conservation of resources theory)
        
        The power of positive and negative emotions; surface acting only changes body language; experienced emotions stay the same - negative emotions lead to health problems. Deep acting = positive emotions = less problems.
  - - - psychological strain
      - emotional exhaustion
      - psychosomatic complaints
    - - job satisfaction
      - job commitment
    - - customer satisfaction
      - emotional performance
      - task performance
    - - task performance
      - emotional performance
      - customer satisfaction
    - - emotional exhaustion
      - depersonalisation
    - - job satisfaction
      - organisational commitment
    - - task performance
      - emotional performance
      - customer satisfaction
    - - psychosomatic complains
      - lack of personal accomplishment
      - depersonalization
      - emotional exhaustion
    - - organisational commitment
      - job satisfaction
    - - customer satisfaction
      - emotional performance
- - - - cognitive strategies used in deep/automatic acting
        
        reappraisal
        
        attentional deployment