Research On The Influence Mechanism Of Emotional Labor On Job Burnout

With the development of the economy and society,more and more practitioners need to engage in emotional labor at work,that is,adjust their own emotions,so that the external emotional performance meets the expectations and requirements of the organization.Organizational behavior research shows that there is a close relationship between emotional labor and job burnout.Job burnout often has a negative impact on individuals and organizations,and is not conducive to employees' physical and mental health and performance.Managers should control or even reduce the negative effects of job burnout as much as possible.Therefore,this paper hopes to explore the mechanism of action between emotional labor and job burnout,and to more accurately distinguish the relationship between the two variable.At the same time,this paper recognizes that emotional labor is carried out in the working situation,the role of the organization can not be ignored,and the individual',s attitude towards the organization may affect the level of job burnout.Therefore,this paper incorporates organizational identity into the research framework,hoping to explore whether organizational identity plays a regulatory role in the relationship between emotional labor and job burnout,and what regulatory role it plays.This paper reviews the related research results of emotional labor,job burnout and organizational identity.Combined with the basic theory of management,this paper analyzes the mechanism of action among the three,proposes research hypotheses,and constructs theoretical models.In order to verify the conjecture,the research design is carried out from three aspects:measurement scale,data collection process and proposed analysis method.Finally,an empirical analysis is performed on the obtained sample data.The sample data of this study is mainly from the sample service of the questionnaire service organization and network link.A total of 326 valid questionnaires were obtained in this survey.The results show that:(1)There is a significant positive correlation between the surface acting of emotional labor and job burnout;(2)There is a significant negative correlation between the deep acting of emotional labor and job burnout.In addition,organizational identity plays a regulatory role in the relationship between emotional labor and job burnout,that is,(3)organizational identity plays a significant negative adjustment role in the relationship between surface acting and job burnout;organizational identity plays a significant positive adjustment in the relationship between deep acting and job burnout.Based on the above results,this paper proposes management practices from the aspects of emotional labor and organizational identity to alleviate and reduce the job burnout of employees.