TH-P01-082 - Can human resource primacy moderate the relationship between emotional dissonance and sickness absence?

Track:
Emotions and organizational contexts
What:
Poster Presentation
When:
3 hours 30 minutes
Where:
O'Brien Foyer
Discussion:
0
 
Emotion in the workplace
Emotions and organizational contexts
TH-P01-082
Can human resource primacy moderate the relationship between emotional dissonance and sickness absence?
A.-M. Indregard*
 
 
Content: Emotion work refers to psychological processes necessary to express emotions that are desired by the organization. When having to express emotions which are not genuinely felt, the employee may experience emotional dissonance. Studies have found that experiencing emotional dissonance at work is related to emotional exhaustion and sickness absence, but there are few studies that have examined potential moderators for the relationship between emotional dissonance and sickness absence.
Organizational work factors have been found as important predictors of sickness absence and may also act as moderators in relationships between psychological work factors and sickness absence. Human resource primacy is a dimension of organizational climate and can be defined as the organization’s interest in its employees’ welfare and happiness. Studies have found that human resource primacy is related to subjective health complaints, job satisfaction, and work ability, but to our knowledge there are few studies that have investigated the effect of human resource primacy on sickness absence.
The aim of the present study was to investigate the relationships between emotional dissonance, human resource primacy, and sickness absence, among employees working with clients.
The following two hypotheses were tested:
1)      human resource primacy is related to sickness absence, and
2)      human resource primacy moderate the relationship between emotional dissonance and sickness absence
A sample of 7 758 employees were recruited from 96 Norwegian organizations in the period 2004 to 2014. All included employees were working with customers, clients, patients or students. The study design was prospective with emotional dissonance and human resource primacy measured at baseline, and then linked to official registry data of medically certified sickness absence for the year following the survey assessment. 
The results from the present study will be presented and discussed at the conference.  
 
 
 
 
 

 
 
 

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