Emotional labor (EL) involves regulating, managing, and sensing others’ emotions to achieve organizational goals. However, it is often considered a unitary variable, without examining the specific types of emotional labor (i.e., deep acting and surface acting). Thus, the purpose of this research is to extend the under-researched work on surface-acting and deep-acting strategies of EL on job involvement in the public sector by examining the mediating effects of personality–job fit. This research employs the 2016 Merit System Principles survey data to explore the relationship between the variables. Results show that personality–job fit has a positive mediating effect on deep-acting EL and job involvement and a negative mediating effect on surface acting and job involvement. Findings may help administrators understand and prevent the potential results of employees’ EL behavior and the importance of personality–job fit in organizational outcomes.

情绪劳动 (EL) 涉及调节、管理和感知他人的情绪以实现组织目标。然而，它通常被认为是一个单一的变量，没有检查情绪劳动的具体类型（即深层表演和表面表演）。因此，本研究的目的是通过检查人格与工作契合的中介效应，扩展 EL 对公共部门工作参与的表面作用和深层作用策略的研究不足。本研究采用 2016 年绩效制度原则调查数据来探索变量之间的关系。结果表明，性格-工作契合对深层行为 EL 和工作投入具有正向中介作用，对表面行为和工作投入具有负面中介作用。