With the rise of jobs in the health care sector, research on emotional labor has become of increasing importance. In this study, we follow calls for scholars to include authentic emotional displays alongside the more traditionally examined emotional labor strategies (surface and deep acting) when examining the effects of employees' emotional performance at work. We theorize that dispositional empathy is an individual difference variable that influences whether and how employees regulate their emotional displays at work, and examine the indirect relationships between dispositional empathy and employees' self-reported job satisfaction, and objectively measured job performance and sickness absenteeism, through these emotional displays. Additionally, we examine how different types of job stressors (challenge and hindrance stressors) act as boundary conditions for the relationships of empathy with emotional displays and employee outcomes. Results from a study of 156 employees in a public hospital mostly supported our theoretical model. Implications for theory and practice are discussed. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

中文翻译：

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性格同理心，情感表现真实性和员工成果。

随着医疗保健部门工作岗位的增加，情绪劳动的研究变得越来越重要。在这项研究中，我们呼吁学者在检查员工在工作中的情绪表现的影响时，将真实的情绪表现与更传统的情绪劳动策略（表面和深层表演）一起包括在内。我们的理论认为，性格同理心是一个个体差异变量，它影响员工是否以及如何调节他们在工作中的情绪表现，并考察了性格同理心与员工自我报告的工作满意度之间的间接关系，并客观地衡量了工作绩效和疾病缺勤率，通过这些情感表现。此外，我们研究了不同类型的工作压力源（挑战和阻碍压力源）如何作为同理心与情绪表现和员工成果之间关系的边界条件。对公立医院 156 名员工的研究结果大都支持我们的理论模型。讨论了对理论和实践的影响。（PsycINFO 数据库记录 (c) 2019 APA，保留所有权利）。