Araştırma Makalesi
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The Impact of Emotional Labor on Occupational Commitment: A Research on Lawyers

Yıl 2021, Cilt: 35 Sayı: 3, 779 - 804, 15.07.2021
https://doi.org/10.16951/atauniiibd.784667

Öz

It is observed that in the related national and international literature there are limited numbers of studies on emotional labor and occupational commitment of lawyers, who are accomplishing a crucial task in society and are one of the basic actors of justice system. The porpose of this study is to investigate the impact of the emotional labor displayed by lawyers in their interaction with their client on these lawyers’ commitement to their occupation. In this research that adopts quantatative methods, a conformative factor analysis is conducted on the data obtained from 270 lawyers registered to Muğla Bar Association, and correlation and regression analysis are employed to test the research hypothesis. According to the research results, surface acting influences continuance and normative commitment positively, deep acting impacts affective commitment positively. In addition, it was found that genuine expression had a negative and significant effect on affective occupational commitment, contrary to what was envisaged. In fact, this is a surprising finding. Because in the emotional labor literature, there are views that genuine expression and deep acting dimensions have positive consequences for employees, compared to surface acting

Kaynakça

  • ARORA, R., RANGNEKAR, S. (2015). The joint effects of personality and supervisory career mentoring in predicting occupational commitment. Career Development International. Vol. 20, Iss. 1, pp. 63-80.
  • ASHFORTH, B. E., HUMPHREY, R. H. (1993). Emotional labor in service roles: The influence of identity. Academy of management review, 18(1), 88-115.
  • BASIM, N., BEGENİRBAŞ, M. (2012). Çalışma Yaşamında Duygusal Emek: Bir Ölçek Uyarlama Çalışması. Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Yönetim ve Ekonomi Dergisi, 19(1), 77-90.
  • BHAVE, D. P., GLOMB, T. M. (2016). The role of occupational emotional labor requirements on the surface acting–job satisfaction relationship. Journal of Management, 42(3), 722-741.
  • BİLGE, H. (2019). Duygusal Emek Davranışının Duygusal Tükenmişlik Üzerine Etkisi ve Bir Model Önerisi: Avukatlar Üzerine Bir İnceleme. İşletme Araştırmaları Dergisi, 11(4), 3006-3017.
  • BLAU, G. (2001). On assessing the construct validity of two multidimensional constructs: Occupational commitment and occupational entrenchment. Human resource management review, 11(3), 279-298.
  • BLAU, G. (2009). Can a four‐dimensional model of occupational commitment help to explain intent to leave one's occupation?. Career Development International.14(2).
  • BLAU, G. J. (1985). The measurement and prediction of career commitment. Journal of occupational Psychology, 58(4), 277-288.
  • BLAU, G., FERTIG, J., TATUM, D. S., CONNAUGHTON, S., PARK, D. S., MARSHALL, C. (2010). Further scale refinement for emotional labor. Career Development International. 15(2), 188-216.
  • BROTHERIDGE, C. M., LEE, R. T. (2002). Testing a conservation of resources model of the dynamics of emotional labor. Journal of occupational health psychology, 7(1), 57.
  • CHU, K. H. L., MURRMANN, S. K. (2006). Development and validation of the hospitality emotional labor scale. Tourism Management, 27(6), 1181-1191.
  • CHUNG, Y. B. (2002). Career decision-making self-efficacy and career commitment: Gender and ethnic differences among college students. Journal of Career Development, 28(4), 277-284.
  • DIEFENDORFF, J. M., GOSSERAND, R. H. (2003). Understanding the emotional labor process: A control theory perspective. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 24(8), 945-959.
  • DIEFENDORFF, J. M., RICHARD, E. M. (2003). Antecedents and consequences of emotional display rule perceptions. Journal of applied psychology, 88(2), 284-294.
  • DIEFENDORFf, J. M., CROYLE, M. H., GOSSERAND, R. H. (2005). The dimensionality and antecedents of emotional labor strategies. Journal of vocational behavior, 66(2), 339-357. GABRIEL, A. S., DIEFENDORFF, J. M. (2015). Emotional labor dynamics: A momentary approach. Academy of Management Journal, 58(6), 1804-1825.
  • GABRIEL, A. S., DANIELS, M. A., DIEFENDORFF, J. M., GREGURAS, G. J. (2015). Emotional labor actors: A latent profile analysis of emotional labor strategies. Journal of Applied Psychology, 100(3), 863.
  • GLOMB, T. M., TEWS, M. J. (2004). Emotional labor: A conceptualization and scale development. Journal of Vocational Behavior, 64(1), 1-23.
  • GRANDEY, A. A. (2000). Emotional regulation in the workplace: A new way to conceptualize emotional labor. Journal of occupational health psychology, 5(1), 95.
  • GRANDEY, A. A., GABRIEL, A. S. (2015). Emotional labor at a crossroads: Where do we go from here?, Annu. Rev. Organ. Psychol. Behav. 2: 232-49.
  • GRANDEY, A. A., SAYRE, G. M. (2019). Emotional labor: Regulating emotions for a wage. Current Directions in Psychological Science, 28(2), 131-137.
  • GRANDEY, A. A., RUPP, D., BRICE, W. N. (2015). Emotional labor threatens decent work: A proposal to eradicate emotional display rules. Journal of Organizational Behavior, 36(6), 770-785.
  • GROSS, J. J. (1998). The emerging field of emotion regulation: An integrative review. Review of general psychology, 2(3), 271-299.
  • HOCHSCHILD, A.R. (1983). The Managed Heart: Commercialization of human feeling, Berkeley, CA: University of California Press.
  • HOLMAN, D., MARTİNEZ-IÑIGO, D., TOTTERDELL, P. (2008). 18 Emotional labour and employee well-being: an integrative review. Research companion to emotion in organizations, 301, 315.
  • HUMPHREY, R. H., ASHFORTH, B. E., DIEFENDORFF, J. M. (2015). The bright side of emotional labor. Journal of Organizational Behavior, 36(6), 749-769.
  • HUMPHREY, R. H., POLLACK, J. M., HAWVER, T. (2008). Leading with emotional labor. Journal of managerial psychology, 23(2), 151.
  • HÜLSHEGER, U. R., SCHEWE, A. F. (2011). On the costs and benefits of emotional labor: a meta-analysis of three decades of research. Journal of occupational health psychology, 16(3), 361-389.
  • IRVING, P. G., COLEMAN, D. F., COOPER, C. L. (1997). Further assessments of a three-component model of occupational commitment: Generalizability and differences across occupations. Journal of applied psychology, 82(3), 444-452.
  • KADOWAKI, J. (2015). Maintaining professionalism: emotional labor among lawyers as client advisors. International Journal of the Legal Profession, 22(3), 323-345.,
  • KLASSEN, R., WILSON, E., SIU, A. F., HANNOK, W., WONG, M. W., WONGSRI, N., SNOTHISAP, P., PIBULCHOL, C., BURANACHAITAVEE, Y., JANSEM, A. (2013). Preservice teachers’ work stress, self-efficacy, and occupational commitment in four countries. European journal of psychology of education, 28(4), 1289-1309.
  • KRUML, S. M., GEDDES, D. (2000). Exploring the dimensions of emotional labor: The heart of Hochschild’s work. Management communication quarterly, 14(1), 8-49.
  • LEE, K., CARSWELL, J. J., ALLEN, N. J. (2000). A meta-analytic review of occupational commitment: relations with person-and work-related variables. Journal of applied psychology, 85(5), 799-811.
  • MAY, T. Y. M., KORCZYNSKI, M., FRENKEL, S. J. (2002). Organizational and occupational commitment: Knowledge workers in large corporations. Journal of management Studies, 39(6), 775-801.
  • MEYER, J. P., ALLEN, N. J., SMİTH, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of applied psychology, 78(4), 538-551.
  • MORRIS, J. A., FELDMAN, D. C. (1996). The dimensions, antecedents, and consequences of emotional labor. Academy of management review, 21(4), 986-1010.
  • NAKTİYOK, A., AĞIRMAN, Ü. H. (2016). İş Odaklı Duygusal Emek Ve Duygusal Tükenme Arasındaki İlişkide Çalışan Odaklı Duygusal Emek Ve Mesleki Bağlılığın Aracılık Etkisi. Atatürk Üniversitesi İktisadi Ve İdari Bilimler Dergisi, 30(4), 789-809.
  • ÖZMEN, Ö. T., ÖZER, P. S., Saatçioğlu, Ö. Y. (2005). Akademisyenlerde Örgütsel ve Mesleki Bağlılığın İncelenmesine İlişkin Bir Örnek Araştırma. Dokuz Eylül Üniversitesi İşletme Fakültesi Dergisi, 6(2), 1-14.
  • SALTIK, I. A., AVCI, U., KAYA, U. (2016). Mesleki Bağlılık Ve Mesleği Bırakma Niyeti Üzerinde Etken Faktörler Olarak Birey-Meslek Uyumu Ve Mesleğin Sosyal Statüsü: Turizm Sektöründe Görgül Bir Araştırma, İşletme Araştırmaları Dergisi, 8(3), 42-63.
  • SISLEY, R., SMOLLAN, R. (2012). Emotional labour and self-determination theory: A continuum of extrinsic and intrinsic causes of emotional expression and control. New Zealand Journal of Employment Relations, 37(2), 41.
  • SNAPE, E., REDMAN, T. (2003). An evaluation of a three-component model of occupational commitment: dimensionality and consequences among United Kingdom human resource management specialists. Journal of Applied Psychology, 88(1), 152-159.
  • TAK, B., ÇİFTÇİOĞLU, B. A. (2008). Mesleki bağlılık ile çalışanların örgütte kalma niyeti arasındaki ilişkiyi incelemeye yönelik görgül bir çalışma. Ankara Üniversitesi SBF Dergisi, 63(4), 155-178.
  • UTKAN, Ç., KIRDÖK, O. (2018). Dört boyutlu mesleki bağlılık ölçeği uyarlama çalışması. International Journal of Social Sciences and Education Research, 4(2), 230-244.
  • WHARTON, A. S. (2009). The sociology of emotional labor. Annual review of sociology, 35, 147-165.
  • YAKREN, S. (2008). Lawyer as emotional laborer. U. Mich. JL Reform, 42, 141-211.
  • YOUSAF, A., SANDERS, K., YUSTANTİO, J. (2018). High commitment HRM and organizational and occupational turnover intentions: the role of organizational and occupational commitment. The International Journal of Human Resource Management, 29(10), 1661-1682.

Duygusal Emeğin Mesleki Bağlılık Üzerindeki Etkisi: Avukatlar Üzerinde Bir Araştırma

Yıl 2021, Cilt: 35 Sayı: 3, 779 - 804, 15.07.2021
https://doi.org/10.16951/atauniiibd.784667

Öz

Toplumda son derece önemli bir görevi yerine getiren ve adalet sisteminin temel aktörlerinden biri olan avukatların sarf ettikleri duygusal emek ve onların mesleki bağlılıkları hakkında inceleme yapan ulusal ve uluslararası literatürde oldukça sınırlı sayıda çalışma olduğu görülmüştür. Bu araştırmanın amacı, avukatların müvekkilleri ile olan etkileşimlerinde gösterdikleri duygusal emeğin mesleki bağlılıkları üzerindeki etkisini incelemektir. Nicel araştırma yönteminin benimsendiği bu çalışmada, Muğla Barosuna kayıtlı 270 avukattan anket yoluyla elde edilen veriler için doğrulayıcı faktör analizi yapılmış ve araştırma hipotezlerini test etmek için korelasyon ve regresyon analizleri uygulanmıştır. Araştırmanın bulgularına göre, yüzeysel davranışın, devamlılık ve normatif bağlılık üzerinde pozitif, derin davranışın duygusal bağlılık üzerinde pozitif etkisi olduğu tespit edilmiştir. Bunların dışında, doğal davranışın öngörülenin aksine duygusal mesleki bağlılık üzerinde negatif ve anlamlı etkisi olduğu bulgusuna ulaşılmıştır. Aslında bu oldukça ilginç bir bulgudur. Çünkü duygusal emek literatüründe özellikle doğal ve derin davranış boyutlarının çalışanlar açısından yüzeysel davranışa göre olumlu sonuçları olduğuna dair görüşler söz konusudur.

Kaynakça

  • ARORA, R., RANGNEKAR, S. (2015). The joint effects of personality and supervisory career mentoring in predicting occupational commitment. Career Development International. Vol. 20, Iss. 1, pp. 63-80.
  • ASHFORTH, B. E., HUMPHREY, R. H. (1993). Emotional labor in service roles: The influence of identity. Academy of management review, 18(1), 88-115.
  • BASIM, N., BEGENİRBAŞ, M. (2012). Çalışma Yaşamında Duygusal Emek: Bir Ölçek Uyarlama Çalışması. Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Yönetim ve Ekonomi Dergisi, 19(1), 77-90.
  • BHAVE, D. P., GLOMB, T. M. (2016). The role of occupational emotional labor requirements on the surface acting–job satisfaction relationship. Journal of Management, 42(3), 722-741.
  • BİLGE, H. (2019). Duygusal Emek Davranışının Duygusal Tükenmişlik Üzerine Etkisi ve Bir Model Önerisi: Avukatlar Üzerine Bir İnceleme. İşletme Araştırmaları Dergisi, 11(4), 3006-3017.
  • BLAU, G. (2001). On assessing the construct validity of two multidimensional constructs: Occupational commitment and occupational entrenchment. Human resource management review, 11(3), 279-298.
  • BLAU, G. (2009). Can a four‐dimensional model of occupational commitment help to explain intent to leave one's occupation?. Career Development International.14(2).
  • BLAU, G. J. (1985). The measurement and prediction of career commitment. Journal of occupational Psychology, 58(4), 277-288.
  • BLAU, G., FERTIG, J., TATUM, D. S., CONNAUGHTON, S., PARK, D. S., MARSHALL, C. (2010). Further scale refinement for emotional labor. Career Development International. 15(2), 188-216.
  • BROTHERIDGE, C. M., LEE, R. T. (2002). Testing a conservation of resources model of the dynamics of emotional labor. Journal of occupational health psychology, 7(1), 57.
  • CHU, K. H. L., MURRMANN, S. K. (2006). Development and validation of the hospitality emotional labor scale. Tourism Management, 27(6), 1181-1191.
  • CHUNG, Y. B. (2002). Career decision-making self-efficacy and career commitment: Gender and ethnic differences among college students. Journal of Career Development, 28(4), 277-284.
  • DIEFENDORFF, J. M., GOSSERAND, R. H. (2003). Understanding the emotional labor process: A control theory perspective. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 24(8), 945-959.
  • DIEFENDORFF, J. M., RICHARD, E. M. (2003). Antecedents and consequences of emotional display rule perceptions. Journal of applied psychology, 88(2), 284-294.
  • DIEFENDORFf, J. M., CROYLE, M. H., GOSSERAND, R. H. (2005). The dimensionality and antecedents of emotional labor strategies. Journal of vocational behavior, 66(2), 339-357. GABRIEL, A. S., DIEFENDORFF, J. M. (2015). Emotional labor dynamics: A momentary approach. Academy of Management Journal, 58(6), 1804-1825.
  • GABRIEL, A. S., DANIELS, M. A., DIEFENDORFF, J. M., GREGURAS, G. J. (2015). Emotional labor actors: A latent profile analysis of emotional labor strategies. Journal of Applied Psychology, 100(3), 863.
  • GLOMB, T. M., TEWS, M. J. (2004). Emotional labor: A conceptualization and scale development. Journal of Vocational Behavior, 64(1), 1-23.
  • GRANDEY, A. A. (2000). Emotional regulation in the workplace: A new way to conceptualize emotional labor. Journal of occupational health psychology, 5(1), 95.
  • GRANDEY, A. A., GABRIEL, A. S. (2015). Emotional labor at a crossroads: Where do we go from here?, Annu. Rev. Organ. Psychol. Behav. 2: 232-49.
  • GRANDEY, A. A., SAYRE, G. M. (2019). Emotional labor: Regulating emotions for a wage. Current Directions in Psychological Science, 28(2), 131-137.
  • GRANDEY, A. A., RUPP, D., BRICE, W. N. (2015). Emotional labor threatens decent work: A proposal to eradicate emotional display rules. Journal of Organizational Behavior, 36(6), 770-785.
  • GROSS, J. J. (1998). The emerging field of emotion regulation: An integrative review. Review of general psychology, 2(3), 271-299.
  • HOCHSCHILD, A.R. (1983). The Managed Heart: Commercialization of human feeling, Berkeley, CA: University of California Press.
  • HOLMAN, D., MARTİNEZ-IÑIGO, D., TOTTERDELL, P. (2008). 18 Emotional labour and employee well-being: an integrative review. Research companion to emotion in organizations, 301, 315.
  • HUMPHREY, R. H., ASHFORTH, B. E., DIEFENDORFF, J. M. (2015). The bright side of emotional labor. Journal of Organizational Behavior, 36(6), 749-769.
  • HUMPHREY, R. H., POLLACK, J. M., HAWVER, T. (2008). Leading with emotional labor. Journal of managerial psychology, 23(2), 151.
  • HÜLSHEGER, U. R., SCHEWE, A. F. (2011). On the costs and benefits of emotional labor: a meta-analysis of three decades of research. Journal of occupational health psychology, 16(3), 361-389.
  • IRVING, P. G., COLEMAN, D. F., COOPER, C. L. (1997). Further assessments of a three-component model of occupational commitment: Generalizability and differences across occupations. Journal of applied psychology, 82(3), 444-452.
  • KADOWAKI, J. (2015). Maintaining professionalism: emotional labor among lawyers as client advisors. International Journal of the Legal Profession, 22(3), 323-345.,
  • KLASSEN, R., WILSON, E., SIU, A. F., HANNOK, W., WONG, M. W., WONGSRI, N., SNOTHISAP, P., PIBULCHOL, C., BURANACHAITAVEE, Y., JANSEM, A. (2013). Preservice teachers’ work stress, self-efficacy, and occupational commitment in four countries. European journal of psychology of education, 28(4), 1289-1309.
  • KRUML, S. M., GEDDES, D. (2000). Exploring the dimensions of emotional labor: The heart of Hochschild’s work. Management communication quarterly, 14(1), 8-49.
  • LEE, K., CARSWELL, J. J., ALLEN, N. J. (2000). A meta-analytic review of occupational commitment: relations with person-and work-related variables. Journal of applied psychology, 85(5), 799-811.
  • MAY, T. Y. M., KORCZYNSKI, M., FRENKEL, S. J. (2002). Organizational and occupational commitment: Knowledge workers in large corporations. Journal of management Studies, 39(6), 775-801.
  • MEYER, J. P., ALLEN, N. J., SMİTH, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of applied psychology, 78(4), 538-551.
  • MORRIS, J. A., FELDMAN, D. C. (1996). The dimensions, antecedents, and consequences of emotional labor. Academy of management review, 21(4), 986-1010.
  • NAKTİYOK, A., AĞIRMAN, Ü. H. (2016). İş Odaklı Duygusal Emek Ve Duygusal Tükenme Arasındaki İlişkide Çalışan Odaklı Duygusal Emek Ve Mesleki Bağlılığın Aracılık Etkisi. Atatürk Üniversitesi İktisadi Ve İdari Bilimler Dergisi, 30(4), 789-809.
  • ÖZMEN, Ö. T., ÖZER, P. S., Saatçioğlu, Ö. Y. (2005). Akademisyenlerde Örgütsel ve Mesleki Bağlılığın İncelenmesine İlişkin Bir Örnek Araştırma. Dokuz Eylül Üniversitesi İşletme Fakültesi Dergisi, 6(2), 1-14.
  • SALTIK, I. A., AVCI, U., KAYA, U. (2016). Mesleki Bağlılık Ve Mesleği Bırakma Niyeti Üzerinde Etken Faktörler Olarak Birey-Meslek Uyumu Ve Mesleğin Sosyal Statüsü: Turizm Sektöründe Görgül Bir Araştırma, İşletme Araştırmaları Dergisi, 8(3), 42-63.
  • SISLEY, R., SMOLLAN, R. (2012). Emotional labour and self-determination theory: A continuum of extrinsic and intrinsic causes of emotional expression and control. New Zealand Journal of Employment Relations, 37(2), 41.
  • SNAPE, E., REDMAN, T. (2003). An evaluation of a three-component model of occupational commitment: dimensionality and consequences among United Kingdom human resource management specialists. Journal of Applied Psychology, 88(1), 152-159.
  • TAK, B., ÇİFTÇİOĞLU, B. A. (2008). Mesleki bağlılık ile çalışanların örgütte kalma niyeti arasındaki ilişkiyi incelemeye yönelik görgül bir çalışma. Ankara Üniversitesi SBF Dergisi, 63(4), 155-178.
  • UTKAN, Ç., KIRDÖK, O. (2018). Dört boyutlu mesleki bağlılık ölçeği uyarlama çalışması. International Journal of Social Sciences and Education Research, 4(2), 230-244.
  • WHARTON, A. S. (2009). The sociology of emotional labor. Annual review of sociology, 35, 147-165.
  • YAKREN, S. (2008). Lawyer as emotional laborer. U. Mich. JL Reform, 42, 141-211.
  • YOUSAF, A., SANDERS, K., YUSTANTİO, J. (2018). High commitment HRM and organizational and occupational turnover intentions: the role of organizational and occupational commitment. The International Journal of Human Resource Management, 29(10), 1661-1682.
Toplam 45 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Makaleler
Yazarlar

Yahya Yıldırım 0000-0002-3323-2938

Şeyma Gün Eroğlu 0000-0001-9411-5236

Yayımlanma Tarihi 15 Temmuz 2021
Yayımlandığı Sayı Yıl 2021 Cilt: 35 Sayı: 3

Kaynak Göster

APA Yıldırım, Y., & Eroğlu, Ş. G. (2021). Duygusal Emeğin Mesleki Bağlılık Üzerindeki Etkisi: Avukatlar Üzerinde Bir Araştırma. Atatürk Üniversitesi İktisadi Ve İdari Bilimler Dergisi, 35(3), 779-804. https://doi.org/10.16951/atauniiibd.784667

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