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Emotional Labor, Stress, and Well-Being: Components of the Sustainability and Dignity of Work

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A special issue of Social Sciences (ISSN 2076-0760). This special issue belongs to the section "Work, Employment and the Labor Market".

Deadline for manuscript submissions: closed (30 September 2024) | Viewed by 26542

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Special Issue Editors

Prof. Dr. Sônia Maria Guedes Gondim

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Guest Editor

1. Institute of Psychology, Universidade Federal da Bahia, Salvador 40-210730, Brazil
2. Institute of Psychology, Universidade Federal de Uberlândia, Uberlândia 38408-100, Brazil
Interests: emotional labor; organizational psychology; work stress; well-being at work

Prof. Dr. Mary Sandra Carlotto

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Guest Editor

Institute of Psychology, University of Brasilia, Brasília 70910-900, Brazil
Interests: emotional labor; burnout syndrome; organizational psychology

Dr. Carla Carvalho

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Guest Editor

Centros de Investigação: OSEAN na UMA e ao CINEICC da UC, Faculty of Psychology and Educational Sciences, University of Coimbra, 3040-256 Coimbra, Portugal
Interests: entrepreneurship; work-family/life relationship; emotions (emotional labor, emotion regulation); well-being at work; psychosocial risks, trust, and burnout; technology, work in/of the future, and industry 4.0/5.0; human-robot interaction

Special Issue Information

Dear Colleagues,

Aligned with the Sustainable Development Goals (SDG) of the UN 2030 Agenda, this Special Issue aims to address related theoretical–methodological aspects and disseminate empirical studies from different countries on emotional labor, stress, decent work, and well-being at work. We expect that there would be a contribution to the nomological network, providing better differentiation and interrelation between the concepts and theoretical bases that guide research in that field. We also intend to disseminate empirical studies that help elaborate management policies to improve the dignity and quality of life at work. Considering Agendas 3 (Establish Good Health and Well-Being), 8 (Create Decent Work and Economic Growth), and 10 (Reduce Inequality), we expect contributions from authors whose research focuses on those relevant topics.

Prof. Dr. Sônia Maria Guedes Gondim
Prof. Dr. Mary Sandra Carlotto
Dr. Carla Carvalho
Guest Editors

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Keywords

emotional labor
workplace stress
well-being at work
decent work
psychology of work
research methods
sustainable development

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Published Papers (11 papers)

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Research

20 pages, 858 KiB

Open AccessArticle

The Role of Affect Regulation in Linking Mindfulness in Teaching and Teachers’ Job Satisfaction: Contrasting One-to-One and Classroom Teaching

by Miguel Barata-Gonçalves, Carlos Carona, Luís Pires, Pedro Gaspar, Margarida Pedroso de Lima and Albertina L. Oliveira

Soc. Sci. 2025, 14(3), 148; https://doi.org/10.3390/socsci14030148 - 28 Feb 2025

Viewed by 333

Abstract

The teaching profession and its associated conditions are demanding, exposing teachers to significant stress that adversely impacts mental health and job satisfaction. Moreover, research indicates that mindfulness in teaching correlates with positive classroom emotions and work engagement, suggesting a potential link to job satisfaction. However, the mechanisms underlying this relationship remain underexplored. Recognizing the critical role of affect regulation in teachers’ professional adaptation, this study examined the direct and indirect effects of mindfulness in teaching on job satisfaction via positive and negative affect. A sample of 1098 teachers (906 classroom teachers and 191 one-to-one instrumental/vocal teachers; M_age = 48.4 years; 77% women) completed self-report measures of mindfulness in teaching, positive and negative affect, and job satisfaction. Mediation analysis using SPSS Process macro demonstrated that mindfulness in teaching enhances job satisfaction by increasing positive affect and reducing negative affect. Moderated mediation analysis revealed these findings were consistent across both teaching modalities. These results suggest that lifelong education for teachers through mindfulness-based professional development programs within a broader affect regulation framework may effectively enhance job satisfaction in both classroom and one-to-one teaching contexts. Full article

(This article belongs to the Special Issue Emotional Labor, Stress, and Well-Being: Components of the Sustainability and Dignity of Work)

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23 pages, 1106 KiB

Open AccessArticle

Exploring the Relationship between Decision-Making Styles and Emotion Regulation: A Study of Police Officials in Portuguese Public Security

by Carla Carvalho, Ana Pinto, Beatriz Pinedo, Soraia Oliveira, Sonia Maria Guedes Gondim, Mary Sandra Carlotto and Rui Coelho de Moura

Soc. Sci. 2024, 13(10), 544; https://doi.org/10.3390/socsci13100544 - 14 Oct 2024

Viewed by 1854

Abstract

In public security policing, where pressure is constant, effective decision-making and emotion regulation are critical, especially for leaders. These processes significantly impact upon work results, performance, officials’ health, employee well-being, and the organizational environment. This study aims to broaden the understanding of decision-making styles and emotion-regulation strategies used by police officials in the Portuguese Public Security Police (PSP). We surveyed 138 Portuguese high-ranking police officials using two self-response questionnaires, namely the Emotion Regulation in the Workplace (ReTrab) and the Melbourne Decision Making Questionnaire (MDMQ), both translated, adapted, and validated for the Portuguese police context. A confirmatory factor analysis was conducted, followed by correlations to explore the relationship between emotion-regulation strategies and decision-making styles. Finally, through a regression analysis, the potential impact of this relationship was assessed. The results reveal that specific emotion-regulation strategies, except for adaptive ones, significantly influence and modify the decision-making styles of PSP officials. Dysfunctional and maladaptive emotion-regulation strategies lead to less adaptive decision-making styles, while functional strategies promote more adaptive styles. These findings have theoretical and practical implications, offering valuable insights for targeted training programs and interventions in the law-enforcement sector, benefiting the police personnel, the communities they serve, and public perceptions about police. Full article

(This article belongs to the Special Issue Emotional Labor, Stress, and Well-Being: Components of the Sustainability and Dignity of Work)

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23 pages, 386 KiB

Open AccessArticle

Organizational Context and Satisfaction of Basic Needs of Workers with Intellectual Disability as Sources of Well-Being

by Leady V. Fajardo-Castro, Vicente Martínez-Tur, Carolina Moliner, Aleksandar Plavsic and Jorge Arbués

Soc. Sci. 2024, 13(10), 523; https://doi.org/10.3390/socsci13100523 - 30 Sep 2024

Viewed by 1246

Abstract

The inclusion of persons with intellectual disabilities (ID) through integrated employment is essential for achieving the United Nations Sustainable Development Goals. This research study examines how organizational contextual factors facilitate or hinder the inclusion and positive contributions of workers with ID in their workplaces, as well as organizational practices that satisfy their basic needs (autonomy, competence, and relatedness), thus promoting their well-being. Semi-structured interviews were conducted with experts in integrated employment, workers with ID, and supervisors. Content analysis was then performed using the grounded theory methodology. Data analysis revealed three main categories: (1) organizational contextual factors that favor inclusion and positive contributions of workers with ID; (2) organizational contextual factors that hinder inclusion and positive contributions of workers with ID; and (3) organizational practices that satisfy basic needs of workers with ID. These findings underscore the importance of creating work environments that promote inclusion, positive contributions, and satisfaction of the basic needs of workers with ID, thus fostering their well-being and professional development. Full article

(This article belongs to the Special Issue Emotional Labor, Stress, and Well-Being: Components of the Sustainability and Dignity of Work)

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15 pages, 567 KiB

Open AccessArticle

Is There a Single Profile of a Victim of Workplace Bullying? The Prevalence of Workplace Bullying in the Educational Sector in Spain and Its Consequences for Teachers’ Health

by Jorge J. López-Vílchez, Ester Grau-Alberola and Pedro R. Gil-Monte

Soc. Sci. 2024, 13(8), 413; https://doi.org/10.3390/socsci13080413 - 8 Aug 2024

Cited by 1 | Viewed by 1255

Abstract

Dysfunctional work environments are characterized by the presence of psycho-social risks, such as workplace bullying (WB): hostile, systematic, and planned behaviors toward other workers in order to get them to leave the organization they work for. The aims of this study are (1) to analyze the prevalence of WB in a sample of teachers and (2) to determine the relationship between socio-demographic and socio-labor variables in relation to three study groups: teacher victims of WB, violent behaviors, and null or low violence. The sample consists of 3442 teachers working in publicly regulated educational centers located in the province of Valencia (Spain). Estimated frequencies, cross-tabulations, and effect sizes were analyzed using SPSS 24. The following results were obtained: (1) 12.26% were potential WB cases, and (2) potential victims of WB were not influenced by the socio-demographic and socio-labor variables proposed. The results obtained did not make it possible to determine a single profile of a teacher victim of WB. It is recommended that training protocols be developed to help teachers recognize and manage WB more effectively. This will improve their health, well-being, and performance in educational centers. Full article

(This article belongs to the Special Issue Emotional Labor, Stress, and Well-Being: Components of the Sustainability and Dignity of Work)

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19 pages, 596 KiB

Open AccessArticle

Age and Burnout: The Mediating Role of Emotion-Regulation Strategies

by Bianca Mendes and Isabel Miguel

Soc. Sci. 2024, 13(5), 274; https://doi.org/10.3390/socsci13050274 - 20 May 2024

Viewed by 3227

Abstract

In the context of an aging workforce, this study explores the interaction between age, burnout, and emotion-regulation strategies (ERS). Despite recognized challenges in managing age diversity and employee well-being, the direct impact of age on burnout and the mediating role of ERS remain unexplored. Analyzing data from 604 Portuguese workers (aged 18–65), this study utilizes a mediation model to investigate if age is directly related to the main problems that affect the workforce presently, focusing specifically on burnout and the role that emotion-regulation abilities (cognitive reappraisal and expressive suppression) have in controlling the burnout effects (measured by emotional exhaustion and disengagement). The findings indicate that age does not have a straightforward linear relationship with burnout or ERS choice. Although age alone does not significantly influence burnout outcomes, ERS markedly impacts these outcomes, suggesting that factors beyond age predominantly drive ERS selection and effectiveness in managing burnout. This study emphasizes the critical role of ERS in influencing burnout, suggesting the importance of equipping workers with effective emotion-regulation skills to mitigate burnout risks. Further research is warranted to disentangle the complex interrelations among age, burnout, and ERS in organizational contexts. Full article

(This article belongs to the Special Issue Emotional Labor, Stress, and Well-Being: Components of the Sustainability and Dignity of Work)

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13 pages, 677 KiB

Open AccessArticle

Burnout Syndrome and Emotional Labor in Leaders and Subordinates: A Dyad Analysis

by Michelle Engers Taube, Mary Sandra Carlotto, Sonia Maria Guedes Gondim and Carla Carvalho

Soc. Sci. 2024, 13(4), 211; https://doi.org/10.3390/socsci13040211 - 15 Apr 2024

Viewed by 2325

Abstract

Burnout Syndrome is considered a chronic response to occupational stressors in the work environment. Social interactions constitute one of the stressors at work that can generate negative feelings that trigger a process of contagion of the syndrome among workers in interdependent relationships. This study aimed to analyze whether emotional labor (emotional demands, emotional dissonance) at the level of the leader and subordinate dyad contributes to the manifestation of Burnout Syndrome. The participants included 244 leader–subordinate dyads who answered a questionnaire with sociodemographic and labor data, the Spanish Burnout Inventory, a subscale of the Questionnaire on the Experience and Assessment of Work, and a subscale of the Frankfurt Emotion Work Scale. Analyses were performed using the actor–partner interdependence model (APIM) through path analysis. The results indicate that the emotional demands of the leaders and the emotional dissonance of the subordinates predict the leader’s Burnout Syndrome. The Burnout Syndrome of subordinates was predicted only by the emotional demands of subordinates. Organizational actions are necessary for the better functioning of this dyad, aiming to mitigate the negative consequences of emotional labor on workers’ mental health. Full article

(This article belongs to the Special Issue Emotional Labor, Stress, and Well-Being: Components of the Sustainability and Dignity of Work)

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24 pages, 614 KiB

Open AccessArticle

Slow Work: The Mainstream Concept

by Maria João Silvestre, Sónia P. Gonçalves and Maria João Velez

Soc. Sci. 2024, 13(3), 178; https://doi.org/10.3390/socsci13030178 - 21 Mar 2024

Viewed by 2571

Abstract

The global acceleration of the pace of life has led to an increase in working hours, time pressure, and intensification of work tasks in organisations, with consequences for the physical and psychological health of workers. This acceleration and its consequences make it especially relevant to consider the principles of the slow movement and how they can be applied to the work context, focusing on the importance of slowing down the current pace of work and its implications for the sustainability of people and organisations. The key purpose of this study is to define the concept of slow work and understand its relationship with individual and organisational factors in order to extract the structuring dimensions, enabling its empirical study and practical application. Using grounded theory methodology, we conducted 12 semi-structured interviews with leaders of organisations from different sectors. Data analysis was performed using the MAXQDA programme. It was concluded that slow work is a way of working that respects the balance between individual rhythms and the objectives of the organisation, in favour of the sustainability of both parties, and that advocates qualitative goals, thinking time, individual recovery, purpose, and the humanisation of work. The main contribution is the conceptualisation of a construct that may be used in future studies, as well as in the development of organisational policies promoting the slow work culture. Full article

(This article belongs to the Special Issue Emotional Labor, Stress, and Well-Being: Components of the Sustainability and Dignity of Work)

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17 pages, 1062 KiB

Open AccessArticle

Human Resource Management Practices and Decent Work in UN Global Compact: A Qualitative Analysis of Participants’ Reports

by Anabela Magalhães, Nuno Rebelo dos Santos and Leonor Pais

Soc. Sci. 2024, 13(1), 56; https://doi.org/10.3390/socsci13010056 - 15 Jan 2024

Cited by 3 | Viewed by 2609

Abstract

This study aims at describing and characterizing the Human Resources practices (HRPs), as reported by organizations within the framework of the United Nations Global Compact (UNGC). That endeavor was undertaken considering the concept of decent work (DW). Specifically, we intended to analyze and verify to what extent those practices translate and incorporate the concept of DW to build a typology of commitment levels by organizations regarding the values behind UNGC. We conducted a documentary analysis on 40 annual reports of Portuguese organizations’ participants of the UNGC. A qualitative content analysis using NVivo and a descriptive and cluster analysis based on coding similarity were performed. One output of this research is the design of a maturity typology of adhesion to the UNCG. Four levels were identified, reflecting expressed concerns with DW concepts and the UNGC Ten Principles and its integration into HRP. This research reflects the concerns of Human Resources Management (HRM) with the wellbeing, development, and conditions of employees and may support the design of future research and interventions, leading to more responsible and ethical HRM practices. Full article

(This article belongs to the Special Issue Emotional Labor, Stress, and Well-Being: Components of the Sustainability and Dignity of Work)

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17 pages, 1210 KiB

Open AccessArticle

Suggesting Context Differences Influence the Impact of Nurses’ Psychological Contracts

by John Rodwell and Julia Ellershaw

Soc. Sci. 2024, 13(1), 40; https://doi.org/10.3390/socsci13010040 - 8 Jan 2024

Cited by 1 | Viewed by 2017

Abstract

Inconsistent findings regarding psychological contracts may be due to the variety of contexts studied. Sensemaking processes inform the psychological contract and may explain contextual differences. This study examines the psychological contract components of promises, fulfillment and breach, with negative affectivity, in relation to employee-level outcomes in two related but different contexts. Surveys were completed by 162 hospital nurses and 218 aged care nurses, in a situation where many potential contextual moderators were held relatively constant. Both fulfillment and breach were significant and predicted multiple outcomes in each context. Similar patterns of results for fulfillment and breach suggests there may simultaneously be two forms of discrepancy mechanism underpinning the impacts of the psychological contract: assessment of continuous discrepancy (fulfillment) and assessment of discontinuous discrepancy (breach). Negative affectivity appears to have prevented relationships, particularly between breach and stress, and should be included in future psychological contract research. The consistent relationships of fulfillment and breach with organizational and occupational commitment highlights the importance of career management. The main differences by context were the negative effects of breach and the lack of an effect for promises for aged care nurses, possibly due to prestige and other differences to be investigated in future research. Full article

(This article belongs to the Special Issue Emotional Labor, Stress, and Well-Being: Components of the Sustainability and Dignity of Work)

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15 pages, 360 KiB

Open AccessArticle

Factors Affecting Job-Loss Anxiety: The Influence of Decent Work Policies and Corporate Sustainability in a Case Study of Economic Crises

by Askar Nailevich Mustafin, Galina Nikolaevna Tuguskina, Ivana Kravčáková Vozárová and Rastislav Kotulič

Soc. Sci. 2023, 12(11), 639; https://doi.org/10.3390/socsci12110639 - 19 Nov 2023

Cited by 2 | Viewed by 3366

Abstract

This study examined the factors affecting the fear of job loss, which is characteristic of various phases of an economic crisis. We used a representative sample of data from the Russia Longitudinal Monitoring Survey-Higher School of Economics for 2007, 2009, 2013, 2015, 2019, and 2021. It was assumed that the factors that determine the level of layoff anxiety are dynamic. The current economic conditions caused by both the COVID-19 pandemic and the growing prerequisites of a new economic crisis in Russia have promoted increased interest in this area. Method: Binary choice models were estimated using the maximum likelihood method with the calculation of average marginal effects. State ownership in the capital of an organization, a high income, job satisfaction, good qualifications, and a positive assessment of one’s health reduce layoff anxiety. The fear of job loss was found to peak at 45 years of age. The factors associated with job insecurity can be permanent or temporary, depending on the phase of the economic cycle. The conclusions of this study may be of interest to the management of organizations interested in increasing the efficiency of labor and production. Full article

(This article belongs to the Special Issue Emotional Labor, Stress, and Well-Being: Components of the Sustainability and Dignity of Work)

22 pages, 4260 KiB

Open AccessArticle

Sentiment Analysis on Twitter-Based Teleworking in a Post-Pandemic COVID-19 Context

by Joan Sebastián Rojas Rincón, Andrés Ricardo Riveros Tarazona, Andrés Mauricio Mejía Martínez and Julio César Acosta-Prado

Soc. Sci. 2023, 12(11), 623; https://doi.org/10.3390/socsci12110623 - 8 Nov 2023

Cited by 1 | Viewed by 3617

Abstract

The implementation of the telework model has become popular globally due to the COVID-19 pandemic. However, this new model of work organization generates conflicting opinions regarding the positive and negative effects that its implementation can bring to organizations. In this study, sentiment analysis of Twitter-based teleworking in a post-pandemic COVID-19 context was conducted. A set of Twitter conversations is examined by applying text mining and opinion analysis techniques. The results show the prevalence of positive sentiments regarding telework. In addition, opinions are generally associated with confidence, anticipation, and joy. According to the results, it is recommended to consider telework as an opportunity to improve worker well-being. However, it is important to consider some factors, such as the sector to which the company belongs, the characteristics of the job, and the working conditions. Full article

(This article belongs to the Special Issue Emotional Labor, Stress, and Well-Being: Components of the Sustainability and Dignity of Work)

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