Purpose

There is dearth of studies in the literature which have discussed the relevance of personal and social resources of employees to protect them from adverse impacts of emotional job demands. However, interaction effect of these two resources on wellbeing of the employees in context to emotional work is inadequate. The present study is aimed to address the existing gap and investigate the relevance of personal and social resources as moderators in the presence of each other between emotional work and employee wellbeing.

Design/methodology/approach

The research work has focused on employees working on frontline profiles of civil aviation industry of north India. The responses of 720 frontline employees have been collected through pretested questionnaire. To understand the moderation effect of two variables, model number 3 developed by Hayes (2012) has been applied.

Findings

The findings have revealed that moderator role of social support between emotional work and employee wellbeing. However, research has pointed out that at high level of social support personal resources of employees' start to decline which subsequently reduces the wellbeing of employees.

Research limitations/implications

The present research work has analysed the moderated moderation effect of personal and social resources between emotional work and employee wellbeing. Besides, the relative significance of personal resources vis-a vis social resources empirically in context of employee wellbeing in case of emotional work has also been highlighted in the work.

Practical implications

The results of the study have suggested the employees to receive less social support from friends, family and other significant relationships to protect their personal resources in emotional work settings. Moreover, research work has implicated for employers to draw out the various interventions through which personal resources of employees can be enhanced in emotional work settings. Also, the research has assisted in designing the key competencies for different job domains of emotional work setups.

Social implications

The present study is very substantial in offering various parameters over which wellbeing policies for individuals can be framed. Also, the study has outlined the consequences of receiving different levels of social support which is applicable for that set of population who wants to enhance their personal resources for attaining high wellbeing.

Originality/value

The study has empirically investigated interaction effect of social and personal resources of employees between emotional work and employee wellbeing which is scarce in the literature. Besides, a dark side of social support in emotional work context has also been highlighted which was scarcely discussed in emotional work settings previously.

中文翻译：

---

社会支持和个人资源在情感工作和员工福祉之间的调节作用

目的

缺乏文献研究讨论了员工的个人和社会资源对于保护他们免受情绪化的工作需求的不利影响的相关性。但是，在情感工作的背景下，这两种资源对员工的幸福感的交互作用是不足的。本研究旨在解决现有的差距，并调查在情绪工作与员工福祉之间存在彼此的情况下，作为主持人的个人和社会资源的相关性。

设计/方法/方法

该研究工作的重点是在印度北部民航业的前线工作的员工。通过预先测试的问卷收集了720名一线员工的反馈。为了了解两个变量的调节作用，应用了由Hayes（2012）开发的3号模型。

发现

研究结果表明，情绪支持和员工福祉之间的社会支持的调节作用。然而，研究指出，在高水平的社会支持下，员工的个人资源开始下降，从而降低了员工的福祉。

研究局限/意义

目前的研究工作分析了情绪工作与员工福祉之间的个人和社会资源调节作用。此外，工作中还强调了在情感工作的情况下，个人资源相对于社会资源在员工福祉方面的相对重要性。

实际影响

研究结果表明，员工从朋友，家人和其他重要关系中获得的社会支持较少，以保护他们在情感工作环境中的个人资源。此外，研究工作还要求雇主制定各种干预措施，通过这些干预措施，可以在情感工作环境中增强员工的个人资源。此外，该研究还帮助设计了情感工作设置的不同工作领域的关键能力。

社会影响

本研究在提供各种参数方面可谓非常重要，通过这些参数可以制定出针对个人的福利政策。此外，研究还概述了获得不同水平的社会支持的后果，这适用于想要增加个人资源以实现高水平幸福感的那部分人群。

创意/价值

该研究通过实证研究了员工的社会和个人资源在情感工作和员工福祉之间的交互作用，这在文献中是很少的。此外，在情感工作环境中，社会支持的阴暗面也得到了强调，以前在情感工作环境中很少讨论。