Research On The Influence Of Emotional Labor On Employee Well-being In Tourist Attractions

Driven by the high-quality economic development,China ’s national living standards have been continuously improved,and happiness has become an important evaluation index for public life and work.With the transformation of the main contradictions in the new era,coupled with the mutual agitation of the century-old changes and the century epidemic,the people ’s desire for a happy life is more intense.However,the happiness of employees in China is relatively lacking,especially in the life service industry,and the psychological state is relatively poor.At the same time,in the service industry,employees not only need to pay intelligence,physical strength,but also need to pay emotional labor while serving tourists.Most service organizations have also formulated corresponding emotional expression rules to require employees to make corresponding expressions,which is easy for employees to produce emotional exhaustion and reduce employee well-being.This study is devoted to exploring the influence mechanism of different emotional labor strategies on employee well-being,finding the relationship between them,providing a theoretical basis for employee management in tourist attractions,and putting forward some targeted suggestions for reference in the management process of tourist attractions.This study takes the Dayu Yashan Tourist Resort as an example.Based on the resource conservation theory,organizational support theory and self-determination theory,from the perspective of emotional labor,emotional exhaustion,organizational support and employee well-being,a large amount of literature is read,literature is combed,and hypotheses are proposed.Through the questionnaire survey,a total of 322 valid questionnaires were collected;then,using SPSS 26.0(including its Process plug-in)and Amos 24.0 statistical software,stepwise regression analysis and Bootstrap test were used for empirical analysis.Finally,the following conclusions were obtained : surface behavior significantly negatively affects employee well-being;deep behavior significantly positively affects employee well-being;surface behavior will positively affect emotional exhaustion;deep behavior significantly negatively affects emotional exhaustion;emotional exhaustion significantly negatively affects employee well-being;emotional exhaustion has a complete mediating effect between surface behavior and employee well-being;there is a partial mediating effect between deep behavior and employee well-being;perceived organizational support significantly moderates the relationship between emotional exhaustion and employee well-being,that is,the higher the level of perceived organizational support,the weaker the negative impact of emotional exhaustion on employee well-being;the mediating effect of perceived organizational support on emotional exhaustion between surface behavior and employee well-being is not significant;at the same time,its mediating effect on emotional exhaustion between surface behavior and employee well-being is not significant.Based on the above results,this study puts forward some management suggestions for improving employee well-being in tourist attractions: first,we should correctly understand emotional labor and cultivate employees ’ deep behavioral ability.Tourist attractions should pay attention to employees ’ emotions and correctly understand emotional labor;strengthen employees ’ understanding of emotional labor and their ability to use it;reasonably adjust employee positions and strengthen employee emotional regulation training.Secondly,it is necessary to alleviate the negative emotions of employees in many ways.It can create a good organizational emotional atmosphere and strengthen internal communication and exchange;pay attention to the mental health problems of employees in scenic spots.Finally,we should strengthen organizational support to improve employee well-being.Show the support of scenic spots to employees,and actively provide support for employees;strengthen the trust between employees and direct supervisors,and effectively convey the support of senior leaders;create a highly supportive organizational culture atmosphere and shape a culture of praise and encouragement.