The purpose of this study was to investigate the effects of emotional labor, professional self-concept, self-efficiency and social support on burnout of emergency room nurses by verifying the level of burnout of them. Through this, we will reduce the turnover and secure professional manpower and they will provide basic data on efficient manpower management.

The subjects of this study were 130 emergency room nurses of eight hospitals in Seoul. The collected datas were analyzed by the SPSS Version 24.0 program using the percentage, mean and standard deviation, t-test, ANOVA, Scheffe test, Pearson’s correlation coefficient and multiple regression analysis.

The level of emotional labor of emergency room nurses was higher than that of other nurses. Professional self-concept, self-efficiency and social support have a negative correlation with burnout and there is a positive correlation between professional self-concept, self-efficiency and social support. The major factors influencing burnout were professional self-concept, which was a significant negative influence factor, emotional labor was a significant positive influence and self-efficiency showed a significant negative influence factor.

To reduce the burnout of emergency room nurses, an emotional management program, positive self-concept formation for emergency room nurses are needed. In addition, it is necessary to develop and apply a variety of intervention programs to build policy for long- term working nurse and social support systems.

The purpose of this study is to examine the factor structure of the Korean version of the 20-Item Toronto Alexithymia Scale. The TAS-20 (source of the TAS-20K) has been supported the three-factor correlated model. However, some factor structure studies of the TAS-20 rejected the three-factor correlated model and adopted alternative models.

In study 1, we conducted a comparison study of the alternative measurement models by using CFA. In study 2, we examined scale reliability and gender measurement invariance of the factor structure. To examine the alternative models and scale reliability, we using the bifactor model reliability indices.

As a result, the DIF and DDF factors have a close relationship but the EOT factor has some differences with DIF and DDF. So we adopted a two-factor correlated model with group factor. And the adopted factor structure has partial measurement invariance. Therefore we can compare gender differences of the TAS-20K.

This study has significance that examining TAS-20K’s factor structure and examining measurement invariance in gender.

The purpose of this study, which uses an nonequivalent control group non-synchronized design, was to develop of a self-empowerment intervention program for for inpatient at high risk of suicide, and to assess its effects on positive emotions (subjective well–being, psychological well–being, gratitude, optimism, Self-esteem), empowerment and suicide ideation.

Data were collected from January to December, 2016. The experimental group participated in 8 sessions of self-empowerment intervention program. The control group was granted general intervention program to the psychiatric ward. The collected data were analyzed in SPSS Win 20.0.

The results of this study showed the proposed self-empowerment intervention program for inpatient at high risk of suicide had the effect of improving positive emotions (subjective well–being, psychological well–being, gratitude, and optimism, self-esteem), empowerment and reducing the suicide ideation.

The program, developed in accordance with King’s theory of goal attainment, will serve as a useful reference in developing standard guidelines for nursing intervention program suicide prevention in psychiatric department. The results are expected to contribute to the practice of intensive nursing care for inpatient at high risk of suicide.

This study was a descriptive survey research on nurse’s job satisfaction to identify the effects of emotional labor, job stress, social support.

The participants were 177 shift nurses working at three general hospital. Data were analyzed using descriptive statistics, t-test, ANOVA, pearson correlation coefficients and multiple regression with SPSS 22.0.

Job satisfaction of nurses was positively correlated with deep acting of emotional labor and social support, while job satisfaction and job stress were negatively correlated. Social support was positively correlated with deep acting of emotional labor. And job stress had a positive correlation with the surface acting of emotional labor. The most important factor affecting nurse’s job satisfaction was deep acting of emotional labor (β=.446), social support (β=.326), job stress (β=−.198), and age (β=.161), which together explained there job satisfaction up to 42.5% (F=22.690, p<.001).

Through this study result, we found the factors influencing nurse’s job satisfaction were such as deep acting of emotional labor, social support, job stress, and age, among which the deep acting was the most influential factor. The results of this study reveals that an operation of educational program relating to the deep acting is needed for improving the nurse’s job satisfaction. And social support is also required highly, such as the active communication programs for cooperation of nurses and the providing resources necessary for work. In addition, a special program coping the stress intensification should be operated to reduce job stress.

The purpose of this study was to examine the moderating effect of resilience and social support to analyze that call center consultants’ emotional labor impacts on the burnout.

A survey questionnaire was conducted to people who work at call center in Gwangju and Deagu. The data from 444 were analyzed.

The result from the hierarchical multiple regression is as follows. First, deep acting decreased burnout, but surface acting of emotional labor increased burnout. Also, frequency of emotion display, variety of emotion required to be expressed and attentiveness to required display rules increased burnout. Second, Resilience had moderating effect between deep acting and burnout. Third, the moderate effect of interaction of social support from leader with surface action was found at burnout. Also, moderating effect of social support from leader were shown in frequency of emotion display with burnout and attentiveness to required display rules with burnout. Fourth, social support from colleague did not have buffering effect on emotional labor and burnout.

It is expected that the moderator variables identified in this study can be used for prevention and treatment of burnout caused by emotional labor.

The aims of this paper is to investigate the moderating effect of emotional intelligence on the relationship between emotional labor and job satisfaction of hotel employees and to find a way to increase job satisfaction of them.

This study is a cross-sectional empirical study conducted for hotel employees in Korea. A total of 314 completed responses were collected and analyzed. Hierarchical regression analysis was employed to test the hypotheses.

Emotional dissonance decrease job satisfaction, but emotional effort improves it. “Ability to understand emotion” and “ability to understand others’ emotion” are moderating factors that increase job satisfaction joining with emotional effort.

In order for hotel employees to be satisfied with their jobs, it is necessary to develop and implement an emotional intelligence improvement education program that can improve job satisfaction by positively moderating emotional labor.

This study was conducted to identify the effects of emotional labor, social support, anger expression on nurses’ organizational commitment.

The participants were 175 nurses working at one university hospital. Data were collected from January 26th to February 2nd in 2015 and were analyzed with Multiple Regression Analysis.

The most influential factor on nurse’s organizational commitment was supervisor’s support (β= .40) followed by emotional labor (β=−.24) and peer’s support (β=.15), which together explained their organizational commitment up to 35.0% (F=16.36, p<.001).

Through this study result, the factors influencing nurse’s organizational commitment were supervisor’s support, emotional labor, and peer support, among which supervisor’s support was the most influential factor. The results of the study improve nurse’s organizational commitment, supervisor’s support is needed for nurses to understand and solve problems that they encounter.