Ripple effects of surface actingA diary study among dual-earner couples

  1. Arnold B. Bakker 1
  2. Ana Isabel Sanz-Vergel 2
  3. Alfredo Rodríguez-Muñoz 3
  4. Mirko Antino 3
  1. 1 Erasmus University Rotterdam
    info

    Erasmus University Rotterdam

    Róterdam, Holanda

    ROR https://ror.org/057w15z03

  2. 2 University of East Anglia
    info

    University of East Anglia

    Norwich, Reino Unido

    ROR https://ror.org/026k5mg93

  3. 3 Universidad Complutense de Madrid
    info

    Universidad Complutense de Madrid

    Madrid, España

    ROR 02p0gd045

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Revista:
The Spanish Journal of Psychology

ISSN: 1138-7416

Año de publicación: 2019

Número: 22

Páginas: 1-12

Tipo: Artículo

DOI: 10.1017/SJP.2019.6 DIALNET GOOGLE SCHOLAR lock_openAcceso abierto editor

Otras publicaciones en: The Spanish Journal of Psychology

Resumen

This study among 80 dual-earner couples examines the ripple effects of emotional labour – on a daily basis. Specifically, we propose that employees who engage in surface acting at work drain their energetic resources, and undermine their own relationship satisfaction. Drawing upon conservation of resources (COR) theory, we predicted that work-related exhaustion would mediate the relationship between surface acting at work and at home. In addition, we hypothesized that employees’ emotional energy in the evening would mediate the relationship between surface acting at home and (actor and partner) satisfaction with the relationship. Participants filled in a survey and a diary booklet during five consecutive working days (N = 80 couples, N = 160 participants x 5 days, N = 800 occasions). The hypotheses were tested with multilevel analyses, using the actor–partner interdependence model. Results showed that daily work-related exhaustion partially mediated the relationship between daily surface acting at work and at home. As hypothesized, daily surface acting at home influenced own and partner’s daily relationship satisfaction through reduced daily emotional energy. These findings offer support for COR theory, and have important implications for organizations that encourage emotion regulation.

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