The relationship between emotional labor strategies (i.e., deep acting and surface acting) and employee outcomes has been often studied. Yet, although the impact of surface acting on employee well-being is clear, findings regarding deep acting have been inconsistent. In the present study, we propose that this may be explained by the multidimensional nature of deep acting, which subsumes different specific emotion regulation strategies. With a 5-day diary study, we investigated the links between subtypes of deep acting (i.e., cognitive change and attentional deployment) and key employee outcomes (i.e., mental fatigue, self-authenticity, and rewarding interactions) in a sample of 244 employees. Multilevel analyses confirmed that different emotion regulation strategies underlying deep acting were differentially related to employee outcomes, which may explain the mixed results of previous research examining deep acting as a uniform construct. Theoretical and practical implications of considering specific emotion regulation strategies underlying deep acting are discussed. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

中文翻译：

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一项以上的策略：深入研究表现深刻与关键员工成果之间的关系。

人们经常研究情感劳动策略（即深层行为和表面行为）与员工绩效之间的关系。然而，尽管表面行为对员工福祉的影响是显而易见的，但有关深度行为的发现却不一致。在本研究中，我们建议这可以用深层动作的多维本质来解释，它包含不同的特定情绪调节策略。通过一项为期5天的日记研究，我们在244名员工的样本中调查了深层行为（即认知变化和注意部署）的子类型与关键员工绩效（即精神疲劳，自我认同和奖励性互动）之间的联系。 。多层次分析证实，深层行动所依据的不同情绪调节策略与员工绩效有不同的相关性，这也许可以解释先前研究将深度作为统一构造进行研究的混合结果。讨论了考虑深层表演基础的特定情绪调节策略的理论和实践意义。（PsycINFO数据库记录（c）2019 APA，保留所有权利）。