Emotional labor as the management of emotions is the vital aspect of nursing profession that must be observed in order to express the organization’s intended emotions. Despite the emphasis made over the importance of this topic, it has not been much within the spot ligh
More
Emotional labor as the management of emotions is the vital aspect of nursing profession that must be observed in order to express the organization’s intended emotions. Despite the emphasis made over the importance of this topic, it has not been much within the spot light of experts inside the country; as the result there is no accurate cognition over the phenomenon. The current study, due to the existing knowledge gap and its important application in the domain being studied, explores contents of emotional labor dimensions in nurses; since a special goal out of HRM practices must be developed to create and preserve desired organization’s emotions, the second aim for this paper is studying the impact of HRM practices on contents of these dimensions.
In the qualitative, all exemplar nurses of Mashhad’s public hospitals were interviewed by purposeful sampling; and the analysis was conducted through Colaizzi method. In quantitative, a questionnaire was distributed among 130 experienced nurses; and the analysis was conducted through confirmatory factor analysis (CFA) and AMOS software.
Finally, in qualitative, in surface acting, 5 subcategories in 2 categories “emotional mask and emotional deal”; and in deep acting, 15 subcategories in 5 categories “emotional withdrawal, emotional empathy, emotional arousal, emotional sharing, and emotional reflection” emerged. In quantitative, the result for confirmatory factor analysis confirmed all categories and subcategories obtained in nurses’ emotional labor; also, HRM practices affected contents of emotional labor dimensions.
Manuscript profile
