The Relationship Between Employees' Occupational Frustration And Work Engagement

Occupational frustration is a universal phenomenon in the workplace,and every employee has felt it more or less.Previous research has considered occupational frustration as a negative emotion,and has empirically verified that it has adverse effects on employees' work attitudes,organizational commitments,and behavioral responses.However,with the deepening of research,scholars have found that employees with occupational frustration have also shown behaviors beneficial to the organization.The rise of Positive Psychology has caused a large number of scholars to think about the pro-social transformation.More and more scholars at home and abroad have found through empirical research that occupational frustration does exist widely in employees and will have a positive impact on employees and organizations.Based on the Resource Conservation Theory and Social Exchange Theory,this study constructs a model of the mechanism of occupational frustration on work involvement.Occupational frustration is the independent variable,and the two strategies of emotional labor? surface acting and deep acting ? are the double mediation variables,perceived organizational support is the moderator,and work involvement is the dependent variable.Conducted a questionnaire survey on 630 service position practitioners,and used methods such as reliability and validity analysis,correlation analysis,mediation effect test,and adjustment effect test to analyze the relationship between occupational frustration,emotional labor,perceived organizational support and work involvement.The following conclusions are drawn:(1)Occupational frustration has a significant negative predictive effect on work involvement;(2)Occupational frustration has a significant predictive effect on emotional labor.Career frustration positively predicts surface acting and negatively predicts deep acting;(3)Emotional labor significantly predicts work involvement.Surface acting negatively predicts work involvement,while deep acting positively predicts work involvement;(4)Emotional labor strategies,surface acting and deep acting,both partially mediate between occupational frustration and work involvement;(5)Perceived organizational support can significantly mediate the relationship between occupational frustration and work involvement.The higher perceived organizational support,the smaller the negative impact of occupational frustration on work involvement,whereas the greater the negative impact of occupational frustration on work involvement;(6)Perceived organizational support can significantly mediate the relationship betweenemotional labor and work involvement.The higher perceived organizational support,the smaller the negative impact of surface acting on work involvement,whereas the greater the negative impact of surface acting on work involvement.The higher perceived organizational support,the greater the positive impact of deep acting on work involvement,whereas the smaller the positive impact of deep acting on work involvement.According to the research conclusion,making suggestions from how to intervene employees' occupational frustration,how to guide employees' emotional labor and how to cultivate employees' perceived organizational support at the enterprise perspective,it is hoped to play a certain role in alleviating the occupational frustration of service employees and improving their work engagement.