Research On The Mechanism Of Emotional Labor Of Scientific Researchers And Contextual Performance

The coming of the knowledge economy makes the role of researchers increasinglyprominent, who work as a carrier of knowledge, have the ability of organization, and becomean important competitive advantage support for the company and even for the whole country.As a center which can continue to generate new technologies, new ideas, new knowledge, andcarry out innovation activities, research team has drawn great attention of scholars in recentyears.Research team is a group which consists of a small number of researchers who havecomplementary skills, are willing to be responsible for the common research purposes,research objectives and work method, and the work of this team is science and technologyresearch and development. Research work needs a lot of curiosity and creativity. Because theresearchers are of high intellectual and strong academic level and theory foundation, thedifficulty of staff integration is becoming the most important features of a research team.When the researchers communicate with each other and carry out joint research, they need todo some emotional labor, and express emotions as required to affect the attitudes andbehaviors of others. The emotional interaction and integration between researchers not onlyaffects the relationships of members, but also affects the degree of job involvement ofmembers, and related to relationship performance. As the lubricant of team work, relationshipperformance is beneficial to the formation of good atmosphere, can coordinate the activitiesbetween the members effectively, and enhance the ability to attract and retain excellent talents,thus can promote the efficiency of research. For the researchers themselves, their emotionallabor forms the emotional environment and interpersonal relationship between members, andit can also predict the performance and energy of research team.Excessive or inappropriate emotional labor will undermine intrinsic motivation ofresearchers, causing staff burnout and emotional exhaustion, and makes a negative impact onperformance and the health of employees. Current study on emotional labor only concentratedon the negative results, but put less attention on how to avoid these negative effects, andwhich psychological factors can go a buffer or reduce these negative effects, therebyimproving performance relationship.Positive psychology holds the view that people have aneed to focus on the positive side of human nature, and committed to helping ordinary peoplelive healthier, more beautiful, and promote the prosperity of individuals, groups andsociety.Therefore, this paper introduces the concept of psychological liberation, and studieswhether researchers’ psychological relief have an effect on the relationship between theiremotional labor and team performance, and for the researchers of a high psychological relieflevel, whether the correlation of their emotional labor and team performance is stronger.Confirmatory factor analysis shows that emotional labor, team relationship performance and psychological liberation level has good construct validity; multiple regression analysisshows that researchers restraining their negative emotions, expressing their positive emotions,and managing the negative emotions of others have significant positive effects on teaminterpersonal promotion and team work dedication; while experiencing high levels ofpsychological liberation, these positive effect will be enhanced, namely the effect ofpsychological liberation regulating researchers’ emotional labor on team relationshipperformance.