An Empirical Study On Emotional Labor And Job Performance Of Low-managers'

The emotional labor is an emerging research area of the behavior study, is also an important topic in the business community and the human resource management now. The emotional labor is one behavior of affecting individual's physical and moral integrity, and has an important effect on improving the grade of service of the organization and increasing the achievements. Therefore, How should the organization pay attention to emotional labor management scientifically to the staff, and how to enhance staffs job performance, provide instructions, and help individuals develop healthily in the organization.This study design an empirical study plan on the foundation of summarizing the domestic and foreign emotional labor and job performance research literature, and propose the study supposition, using the empirical study method of questionnaire survey, taking low-managers'as the specific object of study, through the factorial analysis, independent sample T-test, single factor analysis, correlation analysis and regression analysis and so on, understanding basic condition of low-managers'emotional labor and the job performance, discussing the relations of emotional labor and job performance.The study basically confirmed the hypothesis, the main conclusions are as follows:the emotional labor of low-managers'has remarkable difference in the sex, the age, the school record, the job seniority, unit's nature and so on; The job performance of low-managers'has remarkable difference in the school record,the job seniority and the organization nature; The job performance do not have remarkable difference in the sex and age, but has some difference in this two dimensions; The task performance, the contextual performance and the job performance have negative mutuality with the surface performance, and the surface performance has remarkable negative forecast function to the contextual performance and the job performance; The task performance, contextual performance and the job performance have positive mutuality with deep performance, and the deep performance has remarkable positive forecast function to the task performance and the job performance; The job performance and the contextual performance have positive mutuality with the nature performance, and have no remarkable mutuality with the task performance, the nature performance has remarkable positive forecast function to the contextual performance and the job performance.