The human resources is very important for service industry that the employees provide service and determine the general quality level through the interactions with customers. So the interactions with customer is obviously important. Therefore emplo...
The human resources is very important for service industry that the employees provide service and determine the general quality level through the interactions with customers. So the interactions with customer is obviously important. Therefore employee’s expression and attitude when faced with costumer is connected directly to the industry’s profits and in the process of it the emotional labor come into being. As a plan that can make it easy to do the emotional labor, people pay more attention to employee’s perceptual ability. We take employees who work in service industry as the object of the research, clarify if those people’s emotional labor actually have an influence on organization performance and present an theoretical research system about how perceptual ability is effective of moderated the relationships between emotional labor and organization performance. Based on this theoretical background, we build a research model, empirical analysis and verify hypotheses on the basis of altogether 362 samples we give consideration to the reliability and suitability of research model and verify hypotheses.
The results of the research are summarized as follows.
First, through measuring the influencing relationship between emotional labor and job satisfaction, we found that surface acting is beneficial to job satisfaction and deep acting also has a beneficial effects. Through measuring the influencing relationship between emotional labor and job satisfaction, we found that surface action and deep acting, both of them all have an influence on job satisfaction.
Second, through measuring the influencing relationship between emotional labor and organizational commitment, surface acting actually don’t have an beneficial effect on organizational commitment. As a result of measuring the influencing relationship between deep acting and organizational commitment, deep acting is beneficial to the organizational commitment.
Third, we found that emotional labor have an effect on organization performance through verifying the moderated effect of emotional intelligence.
The implications and meaning of the research are as follows.
First, it’s meaningful to illustrates the relationship between emotional labor and organization performance of employees work in service industry with job satisfaction and organizational commitment. In other words, as an exploratory and early research about emotional labor of employees who work in service industry and organizational performance, it’s meaningful .
Second, it has academic meaning as an early research that had already verified the moderated effect of emotional intelligence when talk about the relationship between emotional labor of employees who work in service industry, job satisfaction and organizational commitment which have an close relationship with organizational performance.
Third, it is undeniable that all of the researches which try to clarify if emotional labor actually have an influence on organizational performance or not and didn’t verify the moderated effect of emotional intelligence. As a result, emotional intelligence of employees is very important for the development of an organization had been verified. An organization should pay more attention to the emotional intelligence of employees. At the same time, when recruiting new employees compare with only lying on the qualification, it’s better to select those who have an excellent emotional intelligence ability. In addition, it is expected that through developing an educational program that have an effect on enhancing emotional intelligence ability so that much more efficient management method and human resource management method can be developed.