A Study On The Influence Of Emotional Traits On Work Engagement

With the rapid development of China's service industry,emotional labor has become the third important form of labor outside the service staff's physical strength and mental work.When employees adjust and manage their emotional expression according to organizational requirements,they are engaged in emotional labor.However,most companies do not pay attention to the emotional labor management of employees.From the perspective of intuitive benefits,they believe that this is an employee's private emotional adjustment,which is not a concern of the company.With the intensification of enterprise competition and the strengthening of people's independent subject consciousness,the emotional labor status of employees is related to the long-term development of enterprises.Studies have shown that various adverse reactions caused by emotional labor not only affect employees' work engagement and job performance,but also damage their mental health,such as stress,anxiety and depression.In addition,the individual traits of employees will affect the way they work emotionally,further affecting their work results and physical and mental health.However,the effects of emotional labor are not all negative.Many scholars have shown that the destructive effect of emotional labor mainly comes from surface acting,and the role played by deep acting is often positive.This also shows that positive coping styles can reduce employee emotional exhaustion,overcome resource compensation caused by stress,and further improve employees' self-fulfillment,work commitment and organizational commitment,so that employees can face similar work events with a positive response and form a virtuous circle.Therefore,how to carry out emotional labor is a core issue that enterprises and scholars have been paying attention to.The attitude and behavior of employees are important external manifestations of their personality traits.The comprehensive role of individual traits and external environment has an important impact on employees' work engagement.Therefore,based on the theory of resource conservation,this study explores the path that affects employee input from the perspective of individual employees and using the emotional labor that employees need to conduct frequently.On the basis of reviewing and combing the relevant literatures of emotional traits,emotional labor and work engagement,this paper constructs the research model and proposes theoretical hypotheses.The empirical research results are as follows:1.Younger individuals have higher levels of vitality than older individuals,but the level of concentration is reversed.Individuals with junior college education and below have more negative emotional traits than those with graduate or higher education.Individuals with a working life of less than 4 years have a lower level of deep acting and dedication than individuals with a working life of more than 6 years.2.The positive emotional traitshave a significant positive impact on the vitality,dedication,and concentration of work engagement.The negative emotional traits have a significant negative impact on the dimensions of work engagement.3.Individuals with positive emotional traits use less surface acting and more deep acting;individuals with negative emotional traits use more surface acting and less deep acting.4.The surface acting significantly reduces the individual's vitality and dedication at work,but the impact on concentration is not significant;the deep acting in emotional labor significantly increases the individual's vitality dedication and concentration at work.5.The surface acting does not mediate between the negative or positive emotion traits and work engagement.The deep acting plays a partial mediation role between the positive emotion traits and work engagement.It plays a partial mediation role between the negative emotional traits and the vitality,and plays a full mediation role between the negative emotional traits and the dedication and concentration.Based on the above research conclusions,this paper proposes the following management suggestions:(1)Optimize the recruitment selection method and pay attention to the employee's emotional characteristics in the recruitment process.(2)Emphasis on strengthening employee emotional labor management and strengthening emotional labor training.(3)Construct an incentive mechanism for emotional labor assessment and drive employee engagement.(4)Create a good emotional labor atmosphere and strengthen organizational culture.