Interaction effect of display rules and emotional intelligence on hotel managers’ and non-managers’ work engagement

Juan Liu

34 citations0/0 files storedInternational Journal of Contemporary Hospitality Management

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Job Satisfaction and Organizational Behavior Emotional Intelligence and Performance Emotional Labor in Professions

Abstract

Purpose This paper aims to investigate the interaction effect of job demands (e.g. display rules; DRs) and personal resources (e.g. emotional intelligence; EI) on work engagement and whether this interaction effect varies between managers and non-managers. Design/methodology/approach This study has been conducted on 572 hotel employees (153 managers and 388 non-managers) in China, and multiple linear regression analyses have been used to analyze the data. Findings The results indicate that the direct impact of DRs on work engagement was significantly positive for both hotel managers and non-managers; DRs boosted the positive impact of EI on work engagement, but only among managers; and EI boosted the positive impact of DRs on work engagement, but only among managers with high EI. Originality/value Previous studies have primarily focused on the antecedents and outcomes of work engagement, but little is about the direct impact of job demands and the interaction effect of job demands and personal resources on work engagement. This is the first study investigating DRs and its interaction effect with EI on work engagement among hotel managers and non-managers, respectively.

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References

2003Common method biases in behavioral research: A critical review of the literature and recommended remedies.2007The Job Demands‐Resources model: state of the art 2004Job demands, job resources, and their relationship with burnout and engagement: a multi‐sample study 1984The Managed Heart: Commercialization of Human Feeling 2006Antecedents and consequences of employee engagement 1998Ego depletion: Is the active self a limited resource?1980Translation and content analysis of oral and written materials 2004The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work

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