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Abstract：
BACKGROUND: This scoping review\'s aim is to provide a comprehensive overview of ecological momentary assessment (EMA)- based research on emotional labor (EL) as emotion regulation (ER). This includes an examination of the theoretical foundation this research builds on, how the hypothesized relationships are investigated using EMA methods as well as the studies\' findings themselves. We built on the work of Grandey and Melloy (J Occup Health Psychol 22:407-22, 2004), who broadly distinguished between the two regulatory strategies of deep acting (DA) and surface acting (SA), embedded in a hierarchical model of emotional labor, as a guiding theory for structuring this review.
METHODS: To be included, studies had to use EMA to measure SA or DA, with no restrictions regarding population and date of publication. The electronic databases CINAHL, PsycArticles, PsycINFO, PSYNDEX, Embase, PubMed, and Web of Science were searched. Studies were included if they met the above criteria and were written in English or German. Out of 237 publications, 12 were chosen for this review.
RESULTS: All studies were based on emotional labor theories, with Arlie Hochschild\'s theory being the most popular, followed by Alicia Grandey\'s emotional labor theory and its modifications (Grandey AA. Emotion Regulation in the Workplace: A New Way to Conceptualize Emotional Labor; Grandey AA. When \"the show must go on\": Surface acting and deep acting as determinants of emotional exhaustion and peer-rated service delivery. 2003). The methodological quality of the studies varied greatly. The results of the studies indicate that SA is influenced by negative events, trait SA, service innovation and certain emotions, while DA is influenced by positive events and emotional intelligence. Emotional labor benefits the organization, e.g., by improving customer conflict handling, but also causes harm by increasing employee withdrawal behavior. For the employee, emotional labor results in more harm than benefits.
CONCLUSIONS: The research area is still in its early stages and the findings are mostly consistent, but the small number of studies needs to be replicated to increase the reliability of the results. The lack of evidence for ertain hypotheses highlights the presence of unresolved relationships that require further exploration. We are only at the beginning of investigating emotional labor using ecological momentary assessment, and conducting more high-quality studies will significantly enhance our comprehension of emotional labor.
METHODS: To be included, studies had to use EMA to measure SA or DA, with no restrictions regarding population and date of publication. The electronic databases CINAHL, PsycArticles, PsycINFO, PSYNDEX, Embase, PubMed, and Web of Science were searched. Studies were included if they met the above criteria and were written in English or German. Out of 237 publications, 12 were chosen for this review.
RESULTS: All studies were based on emotional labor theories, with Arlie Hochschild\'s theory being the most popular, followed by Alicia Grandey\'s emotional labor theory and its modifications (Grandey AA. Emotion Regulation in the Workplace: A New Way to Conceptualize Emotional Labor; Grandey AA. When \"the show must go on\": Surface acting and deep acting as determinants of emotional exhaustion and peer-rated service delivery. 2003). The methodological quality of the studies varied greatly. The results of the studies indicate that SA is influenced by negative events, trait SA, service innovation and certain emotions, while DA is influenced by positive events and emotional intelligence. Emotional labor benefits the organization, e.g., by improving customer conflict handling, but also causes harm by increasing employee withdrawal behavior. For the employee, emotional labor results in more harm than benefits.
CONCLUSIONS: The research area is still in its early stages and the findings are mostly consistent, but the small number of studies needs to be replicated to increase the reliability of the results. The lack of evidence for ertain hypotheses highlights the presence of unresolved relationships that require further exploration. We are only at the beginning of investigating emotional labor using ecological momentary assessment, and conducting more high-quality studies will significantly enhance our comprehension of emotional labor.
摘要：
背景：本范围综述的目的是全面概述基于生态瞬时评估（EMA）的情绪劳动（EL）作为情绪调节（ER）的研究。这包括对这项研究建立在此基础上的理论基础的考察，如何使用EMA方法以及研究结果本身来调查假设的关系。WebuiltontheworkofGrandeyandMelloy(JOccupHealthPsychol22:407-22,2004),他们大致区分了深度作用(DA)和表面作用(SA)两种监管策略，嵌入情感劳动的分层模型中，作为构建这篇综述的指导理论。
方法：要包括在内，研究必须使用EMA来测量SA或DA，对人口和出版日期没有限制。电子数据库CINAHL，Psycarticles,PsycINFO,PSYNDEX,Embase,PubMed,搜索了WebofScience。如果符合上述标准并且用英语或德语编写，则包括研究。在237种出版物中，这次审查选择了12人。
结果：所有研究都基于情绪劳动理论，ArlieHochschild的理论是最受欢迎的,其次是艾丽西亚·格兰迪的情绪劳动理论及其修改(格兰迪AA。工作场所的情绪调节：一种概念化情绪劳动的新方法；GrandeyAA。当“演出必须继续”时：表面作用和深度作用是情绪疲惫和同行评价服务交付的决定因素。2003).研究的方法学质量差异很大。研究结果表明，SA受到负面事件的影响，性状SA,服务创新和某些情感，而DA受积极事件和情绪智力的影响。情感劳动有利于组织，例如，通过改进客户冲突处理，但也会通过增加员工的退出行为造成伤害。对于员工来说,情绪化的劳动带来的伤害大于收益。
结论：研究领域仍处于早期阶段，研究结果基本一致，但是需要重复少量的研究以增加结果的可靠性。缺乏相关假设的证据凸显了需要进一步探索的未解决关系的存在。我们只是在使用生态瞬时评估调查情绪劳动的开始，进行更多高质量的研究将大大提高我们对情感劳动的理解。
方法：要包括在内，研究必须使用EMA来测量SA或DA，对人口和出版日期没有限制。电子数据库CINAHL，Psycarticles,PsycINFO,PSYNDEX,Embase,PubMed,搜索了WebofScience。如果符合上述标准并且用英语或德语编写，则包括研究。在237种出版物中，这次审查选择了12人。
结果：所有研究都基于情绪劳动理论，ArlieHochschild的理论是最受欢迎的,其次是艾丽西亚·格兰迪的情绪劳动理论及其修改(格兰迪AA。工作场所的情绪调节：一种概念化情绪劳动的新方法；GrandeyAA。当“演出必须继续”时：表面作用和深度作用是情绪疲惫和同行评价服务交付的决定因素。2003).研究的方法学质量差异很大。研究结果表明，SA受到负面事件的影响，性状SA,服务创新和某些情感，而DA受积极事件和情绪智力的影响。情感劳动有利于组织，例如，通过改进客户冲突处理，但也会通过增加员工的退出行为造成伤害。对于员工来说,情绪化的劳动带来的伤害大于收益。
结论：研究领域仍处于早期阶段，研究结果基本一致，但是需要重复少量的研究以增加结果的可靠性。缺乏相关假设的证据凸显了需要进一步探索的未解决关系的存在。我们只是在使用生态瞬时评估调查情绪劳动的开始，进行更多高质量的研究将大大提高我们对情感劳动的理解。
