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Surface Acting and Job-Related Affective Wellbeing: Preventing Resource Loss Spiral and Resource Loss Cycle for Sustainable Workplaces

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  • Seongwook Ha

    (Division of Management, Hansung University, 116 Samseongyo-ro 16gil, Seongbuk-gu, Seoul 02876, Korea)

Abstract

This study empirically examines the synergistic negative effect of two kinds of job demand on job-related affective wellbeing (JAW) and the accelerating effects of cynicism in the negative relationships between job demands and JAW using a sample of 299 employees in the Chinese banking industry. Job demands include quantitative role overload and surface acting to represent the quantitative and qualitative aspects of job demands. Cynicism is introduced as a state where one’s energy resource is lost. The results of this study show that surface acting has a negative relationship with JAW, but quantitative role overload has no relationship with JAW. High levels of quantitative role overload exacerbate the negative relationship between surface acting and JAW. Cynicism also exacerbates the negative relationship between surface acting and JAW but does not have any moderating effect in the relationship between quantitative role overload and JAW. These results are consistent with the relationships predicted by resource loss spiral and resource loss cycle. The resource loss spiral means that resource loss, caused by handling with a quantitative role overload, lessens the employee’s ability to cope with surface acting. The resource loss cycle represents a vicious circle that amplifies the resource loss caused by surface acting. Surface acting reduces the level of one’s resources. Furthermore, surface acting reduces JAW and resources more strongly when an individual has low levels of previous energy resources than it reduces JAW and resources when he or she has high levels of previous energy resources.

Suggested Citation

  • Seongwook Ha, 2018. "Surface Acting and Job-Related Affective Wellbeing: Preventing Resource Loss Spiral and Resource Loss Cycle for Sustainable Workplaces," Sustainability, MDPI, vol. 10(4), pages 1-12, April.
    • Handle: RePEc:gam:jsusta:v:10:y:2018:i:4:p:1099-:d:139832
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    References listed on IDEAS

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    1. Li-Ting Yeh, 2017. "Incorporating Workplace Injury to Measure the Safety Performance of Industrial Sectors in Taiwan," Sustainability, MDPI, vol. 9(12), pages 1-14, December.
    2. Paul Jiménez & Bianca Winkler & Anita Bregenzer, 2017. "Developing Sustainable Workplaces with Leadership: Feedback about Organizational Working Conditions to Support Leaders in Health-Promoting Behavior," Sustainability, MDPI, vol. 9(11), pages 1-16, October.
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    Cited by:

    1. Anne Courbalay & Quentin Brandet & Delphine Girard & Nicolas Gillet, 2022. "Benefits of a Brief Physical Activity Programme on Employees’ Affective Well-being and Momentary Affective States: A Quasi-Experimental Study," Journal of Happiness Studies, Springer, vol. 23(5), pages 2217-2233, June.
    2. Sung-Hoon Ko & Yongjun Choi & Seung-Yoon Rhee & Tae Won Moon, 2018. "Social Capital and Organizational Citizenship Behavior: Double-Mediation of Emotional Regulation and Job Engagement," Sustainability, MDPI, vol. 10(10), pages 1-15, October.
    3. Sung-Hoon Ko & Yongjun Choi, 2019. "Compassion and Job Performance: Dual-Paths through Positive Work-Related Identity, Collective Self Esteem, and Positive Psychological Capital," Sustainability, MDPI, vol. 11(23), pages 1-13, November.
    4. Yongjun Choi, 2018. "When in Rome, Feel as the Romans Feel: An Emotional Model of Organizational Socialization," Social Sciences, MDPI, vol. 7(10), pages 1-20, October.

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