Asia-Pacific Journal of Business (아태비즈니스연구)

KNU The Institute of Management & Economy Research (강원대학교 경영경제연구소)
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A Study on the Effect of the Security Guard Emotional Disharmony to Job Performance

경비원 감정부조화가 직무성과에 미치는 영향

  • Kim, Tae-Hyun (Department of Business Administration, Kyonggi University) ;
  • Ryu, Seong-Min (Department of Business Administration, Kyonggi University)
  • Received : 2019.08.30
  • Accepted : 2019.09.24
  • Published : 2019.09.30
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Abstract

The study wanted to verify the effect of emotional sub-compression, a negative variable of emotional labor, on job performance, on security personnel working at private security companies, and further to verify how the impact on emotional sub-compression can affect job performance through the first draft of regulation. Empirical analysis through the study model showed that emotional edema was not a significant effect, but a negative effect on job performance, and that it did not affect the control focus itself. This revealed that emotional harmony has been shown to have a negative impact on performance due to the present state and conflicting situations in one's emotions, which means that emotional harmony does not affect negative or positive effects depending on a person's attributes. It also showed that the temperamental control focus on job performance had a positive impact on employees with an improvement focus and had a negative impact on employees with a preventive focus, and that a temperamental control focus between emotional dissonance and job performance had an effect. This indicated that job performance was affected by a temperamental control focus and that employees with an improvement focus had a positive effect and had a positive effect on performance. The implications of the study in this study are that it can have target differentiation in the areas where the study was conducted on guard workers, a social issue related to the study of emotional labor, and it can be meaningful that the study of emotional labor had a control focus and measured both positive and negative tendencies. It is also believed that there will be contributions to the verification of differences in performance resulting from employee propensity and by linking it with a variable called emotional instability. However, the data collected have the limitations of the subject and region, and the emphasis on cross-sectional analysis and the representative of the various emotions to verify the negative effects of emotional labor, and the problem of securing reliability related to the adjustment focus verification are the limitations of the research.

Keywords

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