So sánh phương pháp

	Affective Events Theory	Emotional Labor Scale
Lĩnh vực	Hành vi tổ chức	Hành vi tổ chức
Họ	Process / pipeline	Latent structure
Năm ra đời	1996	1983
Người khởi xướng	Howard Weiss & Russell Cropanzano	Arlie Hochschild; Alicia Grandey; Celeste Brotheridge & Raymond Lee
Loại	Theoretical framework linking workplace events, affect, and behavior	Emotion-regulation-at-work measurement scale
Công trình gốc	Weiss, H. M., & Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. Research in Organizational Behavior, 18, 1-74. ISBN: 9781559389389	Hochschild, A. R. (1983). The Managed Heart: Commercialization of Human Feeling. University of California Press. ISBN: 9780520054547
Tên gọi khác	AET, Weiss-Cropanzano Affective Events Framework, Affective Events Framework, Events-Affect-Behavior Model	ELS, Emotional Labour Scale, Brotheridge-Lee Emotional Labour Scale, Surface and Deep Acting Scale
Liên quan	3	3
Tóm tắt	Affective Events Theory (AET) is the macro framework that reoriented organizational research toward emotions and the events that cause them. Proposed by Howard Weiss and Russell Cropanzano in 1996, it argues that features of the work environment give rise to discrete events — daily hassles and uplifts — that trigger affective reactions, and that these momentary emotions, not just stable attitudes, drive how people behave at work. The theory's central insight is to distinguish affect-driven behaviors, which flow directly from emotional states, from judgment-driven behaviors, which flow from evaluative attitudes like job satisfaction. It also positions dispositions, such as trait affectivity, as shaping how strongly people react to events. Weiss and Beal's 2005 reflection clarified the theory's structure and its methodological demands, especially the need for within-person, over-time data. AET supplied the conceptual rationale for the experience-sampling and diary revolution in organizational behavior.	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.