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Objective: To investigate the current situation of job involvement of nurses in military hospitals in Henan Province and analyze the influencing factors, so as to provide reference for improving the level of job involvement of military nurses. Methods: In February 2022, the employed nurses of 4 military hospitals in Henan Province were investigated by convenient sampling method. A total of 663 questionnaires were collected, including 632 valid questionnaires, with an effective recovery rate of 95.32%. The self-designed questionnaire was used to investigate the basic information of nurses, the Job Involvement Scale was used to investigate the job involvement of nurses, the Emotional Labor Scale for Nurses was used to investigate nurses' emotions, and the Work-Family Conflict Scale was used to investigate the work-family conflict of nurses. Independent sample t-test and univariate analysis of variance were used to compare the job involvement of military employed nurses with different demographic characteristics, Pearson correlation analysis was used to explore the correlation between emotional labor, work-family conflict and job involvement, and hierarchical regression analysis was used to explore the impact of relevant variables on the job involvement of military employed nurses. Results: The total average score of job involvement of military employed nurses was (3.68±1.13), and the scores of vitality, dedication and focus were (3.64±1.15), (3.74±1.25) and (3.67±1.21) respectively. The total score of emotional labor of nurses was 33-80 (62.95±8.12), with an average score of (3.93±0.51). The total score of work-family conflict was 18-94 (55.16±13.53), with an average score of (3.06±0.75). Professional emotional regulation, patient-centered emotional inhibition and standardized emotional play were positively related to the job involvement (r=0.46, 0.41, 0.22, P<0.01). Time-based conflict, stress-based conflict and behavior-based conflict had negative correlation with the job involvement (r=-0.12, -0.23, -0.20, P<0.01). In hierarchical regression analysis, after controlling demographic variables, emotional labor and work-family conflict accounted for 17.2% and 4.2% of the variation of job involvement. Conclusion: The job involvement of military employed nurses tends to be at a moderate level. Emotional labor and work-family conflict can significantly affect their job involvement.
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Humans , United States , Hospitals, Military , Family Conflict , Surveys and Questionnaires , Regression Analysis , Nurses , Job SatisfactionABSTRACT
Resumen El trabajo emocional es un proceso multidimensional que adquiere relevancia debido a su creciente prevalencia y las serias consecuencias que tiene para trabajadores y organizaciones. La presente investigación busca describir las experiencias de trabajo emocional en trabajadores pertenecientes a centros de negocios que asesoran a emprendimientos y microempresas chilenas, cómo estas afectan su trabajo y las estrategias adoptadas para gestionarlo. Para esto, se organizaron cuatro grupos focales en cuatro centros de negocios con financiamiento público. Los análisis revelaron que el trabajo de los asesores/as requiere demandas de apoyo y contención emocional que están por fuera de su rol y competencias profesionales, lo cual tiene consecuencias negativas para su trabajo y su salud mental. Estas exigencias les hicieron desplegar una serie de estrategias individuales y grupales para disminuir los efectos negativos del trabajo emocional. Dentro de las estrategias individuales se observaron: establecer límites con los clientes, regular expectativas sobre las asesorías, desarrollar un endurecimiento emocional, practicar el autocuidado a través de la autoexploración emocional y, en algunos casos, buscar ayuda profesional de psicólogos/as. Como estrategia grupal, se observó el apoyo y la contención de los miembros de los equipos, los cuales, a su vez, facilitaban la derivación de clientes con situaciones complejas a asesores/as con más experiencia. Estos resultados muestran el carácter invisibilizado del trabajo emocional en la asesoría de negocios a emprendimientos y microempresas, como también la importancia de reconocerlo y gestionarlo como parte de los riesgos laborales para prevenir sus efectos en trabajadores y en las organizaciones.
Abstract Emotional labor is a multidimensional concept that includes the interactions between emotional requirements of the jobs, how emotions are expressed and the regulation strategies that it entails. In the last decades it has increased its importance due to its rising prevalence and its severe consequences for employee's health and organizational performance. Within this context, the present study seeks to address the different components of emotional labor and its effects on business consulting advisors for Chilean entrepreneurs and microenterprises, working in public-funded small business development centers. In doing so, four focus groups were carried out in four small business development centers located in Santiago of Chile. Analyses revealed that mentoring entrepreneurs and micro-enterprises is more complex than it appears, showing that advisors must provide support and comfort to their clients to succeed in their job goals. These demands go beyond their work role and exceed their competencies, which negatively impacts job performance and mental health of business advisors. In order to cope with the job demands, business advisors display several individual and collective strategies. As part of the individual strategies, the following was found: establishing boundaries with clients, regulating clients' expectations of the mentoring sessions, developing "emotional hardening", practicing self-care throughout emotional self-exploration, and in some cases, looking for psychological counseling. Interestingly, the term "emotional hardening" matches the definition of the superficial strategy formulated by Alicia Grandey, in which employees simulate or perform the emotion required by a job without changing their inner selves. Vast evidence has demonstrated that the use of this strategy is associated with serious health consequences for employees, therefore, this finding may be considered as a warning sign for the small business development centers. As a collective strategy, business advisors rely on their work teams. Specifically, advisors look for support and comfort from their co-workers and when confronted with complex clients the team referrers them to more experienced advisors. In addition, analyses showed other aspects that hinder the work of business advisors, such as the high amount and diversity of job tasks that are asked from business advisors, combined with several deadlines coming from government institutions and the centers. Furthermore, woman business advisors expressed they face more obstacles at work compared to their male co-workers, most of these obstacles are related to a gender-based discrimination coming from some clients, who doubt their expertise and competences as female advisors, and prefer to deal with male advisors. Overall, results aligned with the literature on emotional labor, showing that emotional labor is characterized by being a secondary and veiled issue in mentoring entrepreneurs and micro-enterprises. Furthermore, using the strategies revealed that emotional labor involves visible processes but also intrapsychic processes that led to a decrease in employees' resources and energy. Considering the effects of emotion labor in the context of business advisory, our results may help to strengthen the main Chilean strategy, and a well-known international program, to promote the development of entrepreneurs and microenterprises. This is even more relevant in the context of the social and employment crisis that Chile and most of the countries undergo, where entrepreneurship (formal and informal) has emerged as the main alternative to cope with unemployment. In conclusion, despite the long tradition of research on emotional labor and its serious consequences, it remains an invisible and secondary process within organizations. This research highlights the importance of identifying and managing emotions as a nuclear part of the job of business consulting advisors for Chilean entrepreneurs and microenterprises.
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Objective:To investigate the current status of emotional labor of nurses in standardized training period, and to analyze the relationship between emotional labor and emotional intelligence.Methods:From May to June 2020, 312 nurses in the standardized training period were selected as the research objects, which were investigated with general information questionnaire, Emotional Labor Scale and Emotional Intelligence Scale.Results:The total score of standardized training nurses' emotional labor was (52.27±10.18) points, and the total average score of items was (3.73±0.73) points. The average scores of the three dimensions from high to low: deep acting (4.62±0.86) points, expression of genuine emotion (3.62±0.99) points and surface acting (3.42±0.95) points. There was a correlation between emotional intelligence and emotional labor. Multiple linear regression analysis showed that the emotional evaluation of others ( β value was -0.189, P<0.05) ( β value was -0.255, P<0.01). Self emotional assessment ( β value was 0.297, P<0.01) ( β value was 0.177, P<0.05). Self emotional assessment ( β value was 0.269, P<0.05), which had a positive predictive effect on emotional expression requirements. Conclusions:The emotional labor of nurses in standardized training period is at the medium level, and the deep acting score is the highest between three dimensions. Hospital managers could promote nurses to use appropriate emotional labor strategies by strengthening the cultivation of emotional intelligence during standardized training period.
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Objective:To understand the real experience of emotional labor of hospice nurses.Methods:A total of 8 hospice nurses from Shanghai, Shenzhen and Lianyungang hospice care units took part in the field study. They were observed and interviewed for one week.Results:The emotional labor of hospice nurses included natural expression, surface expression and deep expression. The emotional labor of nurses was affected by individual factors, organizational factors and social factors, including factors of the setting of hospice nursing posts was not clear, the proportion of multi-disciplinary team was insufficient, public awareness of hospice care was insufficient, and social security policy was imperfect, which was easy to make the role of nurses maladjustment, increase nurses' occupational fatigue and make nurses' emotional labor behavior lack of stable and long-term power source, thus affect the expression of their emotional labor behavior.Conclusions:We should pay attention to the expression and outcome of emotional labor of hospice nurses, to intervene and improve the individual factors, organizational factors and social factors that affect the expression of nurses' emotional labor.
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Objective To explore the mediation role of emotional labor in the relationship between workplace ostracism and emotional exhaustion, aiming to provide practical implications to manage workplace ostracism. Methods Using time-lagged survey, a total of 370 valid responses were collected at two time points from the nurses in a general hospital in Chengdu, including the data of demographics, workplace ostracism, emotional labor and emotional exhaustion. Structural equation model (SEM) was employed to test the relationships. Results The means of key variables were: workplace ostracism 1.30 (1.00, 1.73)，surface acting 1.50 (1.00,2.25), deep acting 3.00 (1.33, 4.00), and emotional exhaustion 3.53 (2.60, 4.20). There was a significant positive relationship between workplace ostracism and surface acting (P<0.01), just as well as the relationship with deep acting and emotional exhaustion (P<0.01). Surface acting led to emotional exhaustion of nurses (P<0.01) and mediated the positive relationship between workplace ostracism and emotional exhaustion. Deep acting was not significantly related to emotional exhaustion (P>0.05). SEM analysis demonstrated an acceptable and reasonable model fit. Conclusions The surveyed nurses reported a medium and low level of perceived workplace ostracism and emotional labor, but a high level of emotional exhaustion. Workplace ostracism has a positive effect on nurses' emotional exhaustion via surface acting. Hospital administration should take measure to prevent and intervene in workplace ostracism, provide organizational and supervisory supports to nurses, and particularly enhance nurse's emotional management skills and encourage use of deep acting strategy to minimize the detrimental effects of workplace ostracism.
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PURPOSE: The purpose of this study was to identify the moderating and mediating effects of resilience in the relationship between emotional labor and job satisfaction among nurses working in intensive care units (ICUs).METHOD: The participants were 144 ICU nurses from three university hospitals. Data were collected using structured questionnaires and analyzed by t-test, ANOVA, Scheffé test, Pearson correlation coefficients, and multiple regression analysis, using SPSS 25.0. The mediating effect of resilience in the relationship between emotional labor and job satisfaction was analyzed by multiple regression analysis according to Baron and Kenny's procedure.RESULTS: Statistically significant negative correlations were found between emotional labor and resilience (r=−.21, p<.014) and between emotional labor and job satisfaction (r=−.34, p<.001). A significant positive correlation was found between resilience and job satisfaction (r=.31 p<.001). A partial mediating effect by resilience was found between emotional labor and job satisfaction (Z=−2.11, p =.034), but no moderating effect was found.CONCLUSION: To improve the job satisfaction of ICU nurses, evaluation of their emotional labor, resilience, and interventions are necessary to alleviate emotional labor and improve resilience.
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Hospitals, University , Intensive Care Units , Job Satisfaction , Methods , NegotiatingABSTRACT
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Female , Humans , Male , Accidental Falls , Anxiety , Depression , Fatigue , Logistic Models , Mental Health , Odds RatioABSTRACT
PURPOSE: This study is a descriptive survey to identify emotional labor and job stress recognized in the course of administrative work, and how these affect the professional quality of life of public health nurses according to the employment type.METHODS: Data was collected through a survey of public health nurses conducted from Dec. 2018 to Jan. 2019 (N=232).RESULTS: The emotional labor of public health nurses was 3.27 out of 5 and full-time public health nurses had the highest scores. The job stress score was moderate at 2.45 out of four. The job stress of full-time nurses was also the highest. Among the sub-divisions of professional quality of life, compassion satisfaction was 3.55 out of five, while secondary traumatic stress was moderate at 2.48 and exhaustion at 3.01. Factors affecting compassion satisfaction were shown to be employment types and exhaustion. Factors affecting secondary traumatic stress were exhaustion, job stress and emotional labor. Factors affecting exhaustion were secondary traumatic stress and compassion satisfaction.CONCLUSION: The results of this study shows that full-time public health nurses in charge of nursing organizations at public health centers have extreme difficulty with excessive role responsibilities, resulting in high emotional labor intensity and high job stress.
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Compassion Fatigue , Empathy , Employment , Nurses, Public Health , Nursing , Public Health , Quality of LifeABSTRACT
BACKGROUND: We investigated somatization symptoms experienced by dental hygienists due to stress from emotional labor. Our aim was to provide basic research data that could be useful in the development of efficient stress management schemes for this occupational group. METHODS: We analyzed data collected from 208 dental hygienists working in Jeollabuk-do Province, Korea. To measure the level and intensity of emotional labor among research participants, we used the Korean Emotional Labor Questionnaire. We used the Somatization Symptom Checklist-90-Revised (SCL-90-R) to measure the level of somatization symptoms among participants. RESULTS: On analyzing the level of emotional labor and somatization symptoms according to general characteristics, participants aged 23~25 years showed high scores for stress due to emotional labor (p<0.05). Working 5 days per week, subjective health status, and organizational support and protection systems were found to correlate with the level of stress due to emotional labor (p<0.05). In the analysis of correlations between emotional labor and somatization symptoms, scoring high across all domains of emotional labor was associated with scoring high for somatization symptoms in the subdomains of emotional labor. When emotional labor and demographical variables were used as independent variables, having higher scores for emotional labor and having poor subjective health status were found to be associated with having higher levels of somatization symptoms (p<0.05). CONCLUSION: Our results showed that working at night and organizational support and protection systems were correlated with emotional labor and somatization symptoms. Measures must be taken at the organizational level to reduce emotional labor and somatization symptoms.
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Humans , Dental Hygienists , Diagnostic Self Evaluation , Korea , Occupational GroupsABSTRACT
PURPOSE: The present study was conducted to determine the influence of social support on the relationship between emotional labor and nursing performance of general hospital nurses. METHODS: Data collection was conducted at three general hospitals in Jeollabuk-do from August 10 to 25, 2017. Collected questionnaires (188 nurses) were analyzed based on percentages, means, SD, t-test, ANOVA, Scheffé, Pearson correlation analysis, and moderated regression analysis using SPSS Statistics 24.0 software. RESULTS: Social support was found to moderate the influence of nurses' emotional labor on nursing performance. That is, high level of social support can reduce the negative effect of emotional labor on nursing performance. CONCLUSION: Based on findings in the present study, it can be said that establishing positive organizational culture through harmonious social support at the work site is necessary to improve nursing performance. In addition, measures to effectively improve social support need to be explored and practiced at the work site. Efforts should be made to come up with strategies to properly cope with and overcome emotional labor. The results of this study suggest the scope for further research to identify additional variables that moderate or mediate the relationship between emotional labor and nursing performance.
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Data Collection , Hospitals, General , Nursing , Organizational Culture , WorkplaceABSTRACT
PURPOSE: The purpose of this study was to identify the effects of job stress, emotional labor, and positive psychological capital on the job satisfaction of physician assistants (PAs). METHODS: The sample consisted of 166 PAs working in general hospitals in B city, Y city, and C city. Data were analyzed through the SPSS/WIN 18.0 program using t-test, ANOVA, Scheffé test, Pearson's correlation coefficients, and multiple regression. RESULTS: The factors of job stress (β=−.488, p<.001), positive psychological capital (β=.188, p=.004), and total clinical career (β=−.147, p=.014) had the greatest influence on the level of job satisfaction experienced by the PAs. The total explanatory power was 49.9%. CONCLUSION: It was found that job stress, positive psychological capital, and total clinical career were influencing factors in the job satisfaction of PAs. Therefore, to improve their job satisfaction, it is necessary to develop strategies to manage the job stress experienced by PAs, and to strengthen and develop positive psychological capital.
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Humans , Hospitals, General , Job Satisfaction , Physician Assistants , Stress, PsychologicalABSTRACT
PURPOSE: This study aimed to investigate the factors affecting general hospital nurses' intention to stay in their jobs. METHODS: A descriptive research design was used with a convenience sample of 286 nurses. Data were collected from March 15 to April 14, 2017using self-reported questionnaires and analyzed by descriptive statistics, t-test, analysis of variance, Pearson's correlation coefficient, and multiple regression analysis using the SPSS/WIN 21.0 program. RESULTS: The mean scores for intention to stay, resilience, and emotional labor were 5.28 out of 8, 57.40 out of 100, and 3.23 out of 5, respectively. Intention to stay was positively correlated with overall career (r=.30), workplace (r=.18), shift work (r=−.20), position (r=.28), salary (r=.13), job satisfaction (r=.51), hospital satisfaction (r=.46), and resilience (r=.41). Factors influencing the intention to stay were job satisfaction and resilience, which explained 28% of the variance. CONCLUSION: Overall career, job satisfaction, and resilience are critical factors affecting general hospital nurses' intention to stay. Based on the findings of this study, efforts to improve nurses' job satisfaction and resilience should be implemented to mitigate the loss of this expert group among healthcare professionals.
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Delivery of Health Care , Hospitals, General , Intention , Job Satisfaction , Research Design , Salaries and Fringe BenefitsABSTRACT
BACKGROUND: Research on the emotional labor of firefighters is actively being carried out, but studies that analyze emotional labor separately by job types, working departments, and other conditions of firefighters are insufficient. The purpose of this study is to investigate the difference in emotional labor level between departments and other conditions of firefighters. METHODS: A total of 287 Korean firefighters were included for analysis. The demands of emotional labor and emotional damage were measured using the Korean Emotional Labor Scale. To analyze the conditions and factors affecting the emotional labor level of the firefighters, logistic regression analysis was performed using the emotional labor high risk group as a dependent variable. RESULTS: The average score of overall emotional labor level of the firefighters was 47.2 ± 17.3, and the prevalence of high risk firefighters with emotional labor was 27.1%. It was found that the emergency medical service and administration departments showed a higher prevalence of high risk emotional labor firefighters than did other departments. The result of multiple logistic regression analysis for the high risk emotional labor firefighters showed that the adjusted odds ratio of emergency medical service department compared to the reference group (the rescue department) was 2.89 (95% confidence interval [CI]: 1.02–8.24). CONCLUSIONS: Among the firefighters, the emergency medical service department is a high risk factor for emotional labor. Therefore, education and prevention training on emotional labor should be more thorough before work shifts.
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Humans , Male , Education , Emergency Medical Services , Firefighters , Logistic Models , Odds Ratio , Prevalence , Risk FactorsABSTRACT
BACKGROUND: The purpose of this study is to identify the degree of emotional labor, mental health care, care performance of certified caregivers for elder with dementia, and the factors that affect care performance.METHODS: In order to collect data, structured questionnaire was used for 197 caregivers who worked at 3 dementia specialized facilities located in D city. Data were analyzed by t-test, ANOVA, correlation and multiple regression using SPSS/WIN 20.0.RESULTS: Care performance had negative relationship with emotional labor(r=−.320, p < .000) and mental health(r=−.240, p < =001). Emotional labor had positive relationship with mental health(r=.208, p=.003) And the prediction factors influencing care performance were health status(β=.363, p < .001), emotional labor(β=−.242, p < .001), mental health(β=−.223, p=.001). The total variance was 38.9% by predictors(F=25.978, p < .001).CONCLUSION: Based on the results of this study, in order to improve the care performance mental health program should be provided and good health management is needed to improve health status. And also it is necessary to develop and apply new strategies to reduce emotional labor of the dementia facility caregivers.
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Humans , Caregivers , Dementia , Mental HealthABSTRACT
OBJECTIVES: The purpose of this pilot study was to examine the effects of a mindfulness-based Body-Mind Intervention Program using marine resources on the improvement of quality of sleep, mood symptoms, and cognitive function in Korean female emotional labor workers. METHODS: Twelve female workers who experienced excess emotional labor participated at the training camp program for five days in Danghangpo-ocean park, Goseung-gun, Gyeongnam Province in South Korea. Participant sleep quality, mood symptoms, and cognitive functioning before, after, and 1.5 months later were evaluated and analyzed. RESULTS: After participating in the marine resource program, participants reported significantly decreased sleep latency. Global sleep quality, cognitive functions (attention, flexibility, and inhibition control), and mood states, including depression, tension, anger, fatigue, were also improved. These effects were generally maintained after 1. 5 months (PSQI t = 2.63, p = 0.02 ; HAM-D t = 5.92, p < 0.001). CONCLUSION: A Body-Mind Intervention Program using marine resources was effective in relaxing emotion-related tension and improving cognitive function. To advance this pilot study, it is necessary to carry out further research to investigate the use of marine resources in mental health interventions.
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Female , Humans , Anger , Cognition , Depression , Fatigue , Korea , Mental Health , Pilot Projects , PliabilityABSTRACT
Objective To investigate the current status of emotional labor of ICU nurses and its influence on job burnout.Methods Totally 253 ICU nurses of three comprehensive third-grade class-A hospitals were investigated using the general information questionnaire and nurses' emotional labor scale and job burnout scale.Results The average score of emotional labor was 3.59±0.67.The scores of deep acting,expression of genuine emotion and surface acting were 4.67±0.86,3.37±0.91 and 3.26±0.86.There was a relationship between the factors of emotional labor and job burnout.The surface acting had positive prediction effect on emotional exhaustion(β=0.317,P＜0.01) and depersonalization(β=0.292,P＜0.01),and negative effect on personal achievement (β=-0.144,P＜0.05).Deep acting had negative predictive effect on depersonalization(β=-0.283,P＜0.01) and positive prediction effect on personal accomplishment (β=0.345,P＜0.01).Conclusion ICU nurses have moderate levels of emotional labor,and the deep acting score is the highest between three dimensions.The surface acting and deep acting can predict job burnout,and managers of hospital should pay attention to the education and training of emotional labor for ICU nurses.
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Objective:To explore the relationship among emotional intelligence,emotional labor and job satisfaction.Methods:Totally 257 bus drivers [158 males and 99 females,aged 17 to 50 years,mean age (32 ± 7)years] in Jinan were surveyed with the Emotional Intelligence Scale (EIS),the Emotional Labor Scale (ELS) and the Minnesota Satisfaction Questionnaire (MSQ).Bootstrap was used to test the mediating effect.Results:The scores of EIS and ELS were both positively correlated with the MSQ scores (r =0.28,0.23,Ps ＜0.01) in the bus drivers.The surface acting (SA) scores were negatively correlated with the MSQ scores (r =-0.18,P ＜ 0.01),and the deep acting (DA) score were positively correlated with the MSQ scores (r =0.40,P ＜ 0.01).Mediating effect test showed that the indirect effect of surface acting was 0.07 (95％ CI:0.01-0.16),and the indirect effect of deep acting was 0.10 (95％ CI:0.03-0.21).Correspondingly,the direct effect of emotional intelligence on job satisfaction respectively was 0.35 (95％ CI:0.20-0.58) and 0.33 (95％ CI:0.12-0.53).Conclusion:These findings support that the bus drivers with higher emotional intelligence may be more satisfied with their job.Emotional intelligence is found to indirectly influence job satisfaction through surface acting and deep acting,and it may affect the bus drivers more effectively choose and use emotion regulation strategies.
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Objective To provide practical suggestions for nurse management by exploring the influence of work family conflict on the nurses′emotional labor and its boundary condition. Methods A six months′time lagged longitudinal research design was employed. A total of 233 nurses from two state-owned hospitals were recruited for this study to complete a questionnaire including Work-Family Conflict Scale, Perceived Organizational Support Scale and Emotional Labor Scale. Results Data analysis showed that the score of work family conflict was (2.86 ±1.31) points, the score of perceived organizational support was (5.28 ± 1.12) points, the score of surface emotional labor and deep level emotional labor was (5.31 ± 1.08) points and (3.64 ± 1.45) points, respectively. The work family conflict was negatively correlated with deep level emotional labor (r=-0.27, P<0.01), but was positively correlated with surface emotional labor (r=0.23, P < 0.01). The perceived organizational support was positively correlated with deep level emotional labor (r=0.22, P < 0.01), but was insignificantly correlated with surface emotional labor (r=0.12, P>0.05). The regression analysis revealed that work family conflict was positively related to surface emotional labor (β=0.22, P<0.01), and is negatively related to deep level emotional labor (β=-0.22, P<0.01). Perceived organizational support moderates the effect of work family conflict on emotional labor (β=-0.22, P<0.01;β=0.18, P<0.05, respectively). Conclusions This study indicates that work family conflict has the potential in enhancing surface emotional labor and decreasing deep level emotional labor. Perceived organizational support helps to weaken the negative effect of work family conflict on deep level emotional labor and the positive effect of work family conflict on surface emotional labor.
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PURPOSE: This study aimed to identify the moderating effect of leader—member exchange in the relationship between emotional labor and burnout among clinical nurses. METHODS: A cross-sectional study design was used. Participants were 170 registered nurses working in the general wards of two tertiary hospitals in Seoul, South Korea. The data were collected through convenience sampling using self-report measures of emotional labor, leader—member exchange, and burnout. The data were analyzed using hierarchical multiple regression. RESULTS: Data from 165 nurses (response rate 97.1%) were utilized. The mean age of the participants was 28.42 years (SD = 5.43), and their mean years of experience as a nurse was 5.80 years (SD = 5.51). First, emotional modulation efforts in their profession and patient-focused emotional suppression (both factors of emotional labor) showed significant negative and positive effects, respectively, on burnout. Second, leader—member exchange showed a significant negative effect on burnout. Finally, when controlling for marital status and work unit, leader—member exchange had a moderating effect on the relationship between burnout and the two aforementioned factors of emotional labor. CONCLUSION: The results of this study suggest that as a way to reduce burnout, institutional support to enhance leader—member exchange should be established for nurses who are experiencing emotional labor.