Psychosocial Well-Being of Clinical Nurses Performing Emotional Labor: A Path Analytic Model Approach

Yoonjeong Lee; Hyunli Kim

doi:10.4040/jkan.2019.49.3.307

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Lee and Kim: Psychosocial Well-Being of Clinical Nurses Performing Emotional Labor: A Path Analytic Model Approach

Original Article

J Korean Acad Nurs 2019;49(3):307-316.

Published online: 15 January 2019

DOI: https://doi.org/10.4040/jkan.2019.49.3.307

Psychosocial Well-Being of Clinical Nurses Performing Emotional Labor: A Path Analytic Model Approach

Yoonjeong Lee, Hyunli Kim

College of Nursing, Chungnam National University, Daejeon, Korea

Address reprint requests to : Kim, Hyunli College of Nursing, Chungnam National University, 266 Munwha-ro, Jung-gu, Daejeon 35015, Korea Tel: +82-42-580-8330 Fax: +82-42-580-8309 E-mail: hlkim@cnu.ac.kr

Received 4 December 2018 Revised 23 April 2019 Accepted 14 May 2019

This is an Open Access article distributed under the terms of the Creative Commons Attribution NoDerivs License. (http://creativecommons.org/licenses/by-nd/4.0) If the original work is properly cited and retained without any modification or reproduction, it can be used and re-distributed in any format and medium.

Abstract

Purpose

This study was conducted to investigate the influence of emotional expressivity, emotional intelligence, affectivity, job autonomy, social support, and emotional labor on clinical nurses’ individual well-being and to provide guidelines for interventions and strategies for its improvement.

Methods

The sample consisted of 207 nurses recruited from a general hospital in Korea. The participants completed a structured self-report questionnaire comprising measures of emotional expressivity, emotional intelligence, positive affectivity, negative affectivity, job autonomy, supervisor support, coworker support, deep acting, surface acting, emotional exhaustion, and job satisfaction. Data were analyzed using SPSS statistics 22.0 and AMOS 22.0.

Results

The final model was a good fit for the data based on the model fit indices. In the path analysis, surface acting, negative affectivity, supervisor support, and coworker support had statistically significant effects on emotional exhaustion, explaining 29.0% of the variance. Deep acting, emotional exhaustion, positive affectivity, and emotional intelligence had statistically significant effects on job satisfaction, explaining 43.0% of the variance.

Conclusion

Effective strategies to improve clinical nurses’ individual well-being should focus on surface acting, deep acting, affectivity, social support, and emotional intelligence. The results of this study can be utilized as base data to manage emotional labor and improve clinical nurses’ individual well-being.

Keywords: Emotions, Nurses, Emotional Intelligence, Social Support, Job Satisfaction

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Figure 1.

Conceptual framework.

Figure 2.

Path diagram of the modified model.

Table 1.

General Characteristics of the Subjects (N=207)

Characteristics	Categories	n (%)	M±SD
Gender	Male	7 (3.4)
	Female	200 (96.6)
Age(yr)	<30	130 (62.8)	30.50±7.60
	30~39	53 (25.6)
	≥40	24 (11.6)
Marital status	Single	138 (66.7)
	Married	69 (33.3)
Education	College	18 (8.7)
	University	153 (73.9)
	≥Graduate school	36 (17.4)
Department	Medicine ward	97 (46.9)
	Surgery ward	69 (33.3)
	Intensive care unit	31 (15.0)
	Pediatrics ward	10 (4.8)
Position	Staff nurse	187 (90.3)
	Charge nurse	13 (6.3)
	Head nurse	7 (3.4)
Clinical	<1	13 (6.3)	7.57±7.50
experience (yr)	1~5	93 (44.9)
	6~10	45 (21.7)
	>10	56 (27.1)
Work pattern	Daytime work	15 (7.3)
	2-shift	10 (4.8)
	3-shift	182 (87.9)
Type of	Non permanent	50 (24.2)
employment	Permanent	157 (75.8)

M=Mean; SD=Standard deviation.

Table 2.

Descriptive Analysis for Study Variables (N=207)

Variable	M±SD	Range	Skewness	Kurtosis
Emotional expressivity	3.12±0.51	1.00~5.00	-0.08	0.20
Emotional intelligence	4.63±0.67	1.00~7.00	0.12	-0.34
Positive affectivity	2.70±0.61	1.00~5.00	-0.14	0.02
Negative affectivity	2.44±0.71	1.00~5.00	-0.05	-0.66
Job autonomy	2.98±0.71	1.00~5.00	-0.33	-0.02
Supervisor support	3.45±0.71	1.00~5.00	-1.20	0.58
Coworker support	3.46±0.69	1.00~5.00	-0.32	0.17
Deep acting	3.33±0.66	1.00~5.00	-2.26	0.38
Surface acting	3.57±0.73	1.00~5.00	-1.83	-0.44
Emotional exhaustion	3.47±0.97	0.00~6.00	-2.06	-0.21
Job satisfaction	2.84±0.69	1.00~5.00	-0.29	0.39
Multivariate				10.81

M=Mean; SD=Standard deviation.

Table 3.

Standardized Direct, Indirect, Total Effect in the Modified Model

Endogenous variables	Exogenous variables	β (S.E.)	C.R. (p)	SMC	Standardized direct effect (p)	Standardized indirect effect (p)	Standardized total effect (p)
Deep acting	Positive affectivity	.16 (.02)	2.35 (.019)	.10	.16 (.039)		.16 (.039)
	Emotional intelligence	.14 (.01)	1.93 (.053)		.14 (.041)		.14 (.041)
	Coworker support	.14 (.05)	2.12 (.034)		.14 (.030)		.14 (.030)
	Job autonomy	-.15 (.03)	-2.24 (.025)		-.15 (.075)		-.15 (.075)
Surface acting	Emotional expressivity	-.34 (.03)	-5.53 (<.001)	.14	-.34 (.004)		-.34 (.004)
	Negative affectivity	.07 (.03)	1.10 (.274)		.07 (.321)		.07 (.321)
	Emotional intelligence	.16 (.02)	2.24 (.025)		.16 (.009)		.16 (.009)
	Supervisor support	-.08 (.09)	-1.12 (.261)		-.08 (.253)		-.08 (.253)
	Job autonomy	-.12 (.06)	-1.81 (.071)		-.12 (.122)		-.12 (.122)
Emotional	Surface acting	.15 (.14)	2.46 (.014)	.29	.15 (.011)		.15 (.011)
exhaustion	Negative affectivity	.35 (.07)	5.79 (<.001)		.35 (.004)	.01 (.321)	.36 (.004)
	Coworker support	-.19 (.20)	-2.95 (.003)		-.19 (.004)		-.19 (.004)
	Supervisor support	-.20 (.19)	-3.17 (.002)		-.20 (.022)	-.01 (.255)	-.21 (.013)
Job satisfaction	Deep acting	.12 (.09)	2.18 (.029)	.43	.12 (.045)		.12 (.045)
	Positive affectivity	.34 (.03)	5.97 (<.001)		.34 (.004)	.02 (.082)	.36 (.004)
	Emotional intelligence	.28 (.02)	4.80 (<.001)		.28 (.004)	.01 (.529)	.29 (.004)
	Emotional exhaustion	-.33 (.02)	-6.11 (<.001)		-.33 (.004)		-.33 (.004)

C.R.=Critical ratio; S.E.=Standard error; SMC=Squared multiple correlation.

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