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| Emotional Labor Scale× | Utrecht'i tööle pühendumise skaala× | |
|---|---|---|
| Valdkond≠ | Organisatsioonikäitumine | Sotsiaalpsühholoogia |
| Perekond≠ | Latent structure | Process / pipeline |
| Tekkeaasta≠ | 1983 | 2002 |
| Looja≠ | Arlie Hochschild; Alicia Grandey; Celeste Brotheridge & Raymond Lee | Wilmar Schaufeli, Arnold Bakker, and Marisa Salanova |
| Tüüp≠ | Emotion-regulation-at-work measurement scale | Occupational well-being and engagement scale |
| Algallikas≠ | Hochschild, A. R. (1983). The Managed Heart: Commercialization of Human Feeling. University of California Press. ISBN: 9780520054547 | Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71–92. DOI ↗ |
| Rööpnimetused≠ | ELS, Emotional Labour Scale, Brotheridge-Lee Emotional Labour Scale, Surface and Deep Acting Scale | UWES, Work Engagement Scale, Schaufeli Work Engagement |
| Seotud | 3 | 3 |
| Kokkuvõte≠ | The Emotional Labor Scale measures the effort employees expend managing their feelings to meet the emotional display rules their jobs require, a phenomenon Arlie Hochschild named emotional labor in her 1983 book The Managed Heart. Studying flight attendants and bill collectors, Hochschild showed that organizations sell not only service but also smiles and warmth, and that producing those displays is real, taxing work. Alicia Grandey reframed emotional labor in 2000 as a problem of emotion regulation, distinguishing surface acting (faking or suppressing displays) from deep acting (changing what one actually feels), drawing on Gross's regulation theory. Celeste Brotheridge and Raymond Lee turned these ideas into a validated psychometric instrument, the Emotional Labour Scale, capturing surface acting, deep acting, and the frequency, intensity, variety, and duration of required displays. The construct and its measures anchor a large literature linking emotion regulation at work to burnout and well-being. | The Utrecht Work Engagement Scale (UWES) is a 17-item instrument measuring work engagement—a positive, fulfilling psychological state characterized by vigor, dedication, and absorption in work. Developed by Wilmar Schaufeli and colleagues in 2002, the UWES operationalizes engagement as the positive antipode to burnout, reflecting energetic involvement, strong commitment, and deep focus in occupational tasks. The scale has become the standard measure for assessing work engagement in organizational research and occupational health. |
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