Roadblock/unmappedConstruct andmeasurement confusionLimited understandingof antecedentsWell-being tested ina narrow waygSuggested direction or detour? Retain construct boundaries with three-component model? Measure at event and dyadic levels of analysis? Go beyond current surface and deep acting measures? Include emotion in the dynamic emotional labor process? Test congruence with negative requirements and positive events? Assess social group differences in emotional congruence? Compare theoretical mechanisms and boundary conditions? Expand beyond job strain to physiological and nonwork strain? Identify resource gains (financial, social) and positive outcomes.ylno esu lanosrepr oF .51/81/04 no 461.69.352.69 yb dedivorp sseccA Performance assumptions? Test objective gains such as sales and long-term behaviorsuntested? Expand to counterproductive and citizenship behavior? Identify boundary conditions to test theoretical processesFigure3
Summaryofemotionallaborconcernsandsuggestionsforfutureresearch.
elicited.Isdeepactingsimplycapturingworkmotivation,andisthisaproblemofmeasure-mentorconcept?Asecondassumptionisthatsurfaceactingis“bad”anddeepactingis“good.”Yes,surfaceactingoftenpredictsburnoutanddeepactingusuallypredictsper-formance,butasreviewed,theserelationshipscanbeneutralizedandreversedundercertainconditions.Identifyingthosemoderatorswouldprovideimportantinsightsaboutthethe-oreticalprocessesofemotionallabor.Third,thereisanassumptionthatemotionallaborisgoodfororganizationalperformancebutbadforemployeewell-being.However,thesetwooutcomesarerarelyconsideredsimultaneously.Inanemotionallaborcontext,performingemotionallabormayimproveinterpersonalperformancebuthavetrade-offswithwell-being,orperformingwellmayincreaseone’ssocialresourcesandself-evaluations,thusimprovingwell-being.Afinalassumptionisthatemotionregulationforawageisworsethanemotionregulationinunpaidcontexts;however,researchersrarelytesttheroleofeconomicorsocial-relationalmotivesorcompareworkandnonworkcontextsandoutcomes,andthecurrentevidenceactuallysuggeststheopposite.Thesefourassumptionsneeddirecttheory-basedtestingwithstrongmethodsandevidenceiftheyaretobeoverturned;butdoingsowillsetthefieldinnewandexcitingdirections.
WeconcludeourreviewbysteeringfutureresearcherstowardasummaryofsuggestionsinFigure3.Thesesuggestionsreferbacktothefuturedirectionswepresentedattheendofeachofthemainsections.Ingeneral,weencourageexpandingbeyondexistingemotionallabormeasurementandwell-testedcorrelates,usingevent-anddyadic-levelanalyses,andthoughtfullyandcom-prehensivelycomparingtheoreticalmechanismsandmoderators.Werecognizethatoursug-gestionsincreasethecomplexityoftheworkresearchersneedtotackle.However,webelievethetimeisrightforscholarsgoaroundtheseroadblocks,taketheroadlesstraveled,anddriveemotionallaborforward.
DISCLOSURESTATEMENT
Theauthorsarenotawareofanyaffiliations,memberships,funding,orfinancialholdingsthatmightbeperceivedasaffectingtheobjectivityofthisreview.
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WethankMarkusGrothandDougPughfortheirfriendlyreviewofpreviousversionsofthisar-ticle,aswellasparticipantsinthe2014emotionallaborpaneldiscussionheldattheSocietyforIndustrialandOrganizationalPsychologyconference—DanielBeal,Nai-WenChi,JasonDahling,CathyDaus,andJamesDiefendorff—forhelpingfurtherourideas.WealsothankFrederickP.Morgeson,HermanAguinis,andSueAshfordfortheirsupportandsuggestionsforthiscontribution.
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