| Hochschild (1983) |
Ashforth and Humphrey (1993) |
Morris and Feldman (1996) |
Grandey (2000) |
| Model TypeManaging emotions has priority |
Model TypeManaging behavior is a priority |
Model TypeOrganizational and individual factors have priority |
Model TypeMixed |
| DefinitionFeelings must be directed at the exhibition of physical and behavioral representations that can be observed by everyone. |
DefinitionIt is the process of discovering observable behaviors beyond managing employee emotions. |
DefinitionIt is the effort that the employees show in order to exhibit the emotions desired by the institution during the work. |
DefinitionIt is the effort that employees show their emotions in the process of regulation in order to behave in the way that their institutions want. |
| Basic Dimensions· Surface Acting· Deep Acting |
Basic Dimensions· Surface Acting· Deep Acting· Genuine Acting |
Basic Dimensions· Frequency of showing emotions• Attention to the specified rules of emotional behavior• Variety of emotions to reflect• Emotional conflict |
Basic Dimensions· Surface Acting· Deep Acting |
| General PropertiesWhile Emotional labor has positive results in terms of institutions are brought to the fore, negative consequences for the employees arise. |
General PropertiesEmotional labor is the management of feelings and can only cause positive or negative consequences (emotional contradiction) on employees. |
General PropertiesThere must be a certain level of effort for every kind of behavior exhibited. Individual and organizational factors are important for emotional labor. |
General PropertiesIt brings together all the other approaches and defines emotional labor as a process of emotional regulation. |
