Mechanisms linking employee affective delivery and customer behavioral intentions

Emotional labor and burnout among nurses in Iran: core self-evaluations as mediator and moderator

BACKGROUND

This study investigated the mediating and moderating impact of core self-evaluations in the path from emotional labor to burnout. Our hypothesized associations are based on Hobfoll (Rev Gen Psychol 6:307-24, 2002) conservation of resources theory.

METHOD

Three hundred nurses from four hospitals in Abadan, Iran, were invited to participate in our study. Of the 300, 255 completed all sections and questions in our survey for an 85% response rate. The posited direct and indirect effects were evaluated with structural equation modeling and the interaction effects were evaluated with hierarchical moderated regression and simple regression slope plots.

RESULT

Deep acting has indirect effects on burnout through core self-evaluations. Though unrelated to surface acting, core self-evaluations moderate its impact: under low core self-evaluations, surface acting is strongly related to emotional exhaustion and inversely related to personal accomplishment, whereas, under high core self-evaluations, surface acting is unrelated to these burnout dimensions.

CONCLUSION

Our findings reveal the dual functions of CSE as a psychological resource and buffer to offset the interpersonal demands of patient care. Limitations, directions for future research, and practical implications are discussed.

Managing the negative impact of workforce diversity: The important roles of inclusive HRM and employee learning-oriented behaviors

The workforce has become more diverse than it used to be. Although organizations actively capitalize on workforce diversity to enhance team innovation and organizational performance, it is found that workforce diversity also has potential risks, among which interpersonal conflict is the most salient one. However, we still know relatively less about why workforce diversity may link to higher interpersonal conflict and, more importantly, how to mitigate the negative impact of workforce diversity. Based on the workplace diversity theories (e.g., the categorization-elaboration model), this study examined how workforce diversity was positively related to interpersonal conflict through impacting one's affective states, and to what extent this indirect effect can be weakened by organization-initiated practices (i.e., the inclusive human resources management (HRM) practices) and employee-initiated behaviors (i.e., employee learning-oriented behaviors). Using two-wave surveys from 203 employees from various organizations in China, we confirmed our hypotheses. Our results showed that perceived workforce diversity was positively related to interpersonal conflict through increasing negative affect (after we controlled for the objective diversity level calculated by the Blau index), and this indirect effect was weakened when the levels of inclusive HRM practices and employee learning-oriented behaviors were high. Our study suggests that it is important for organizations to be aware of the detrimental impact of workforce diversity. In addition, it is essential to use both the top-down (e.g., inclusive HRM practices) and bottom-up (e.g., employee learning-oriented behaviors) approaches to managing the challenges presented by diversity so as to unlock more potential of diversity in the workplace.

Bots with Feelings: Should AI Agents Express Positive Emotion in Customer Service?

The rise of emotional intelligence technology and the recent debate about the possibility of a “sentient” artificial intelligence (AI) urge the need to study the role of emotion during people’s interactions with AIs. In customer service, human employees are increasingly replaced by AI agents, such as chatbots, and often these AI agents are equipped with emotion-expressing capabilities to replicate the positive impact of human-expressed positive emotion. But is it indeed beneficial? This research explores how, when, and why an AI agent’s expression of positive emotion affects customers’ service evaluations. Through controlled experiments in which the subjects interacted with a service agent (AI or human) to resolve a hypothetical service issue, we provide answers to these questions. We show that AI-expressed positive emotion can influence customers affectively (by evoking customers’ positive emotions) and cognitively (by violating customers’ expectations) in opposite directions. Thus, positive emotion expressed by an AI agent (versus a human employee) is less effective in facilitating service evaluations. We further underscore that, depending on customers’ expectations toward their relationship with a service agent, AI-expressed positive emotion may enhance or hurt service evaluations. Overall, our work provides useful guidance on how and when companies can best deploy emotion-expressing AI agents.

Online Customer Experience Leads to Loyalty via Customer Engagement: Moderating Role of Value Co-creation

With the increasing growth of online shopping, businesses are intertwining to establish new shopping antecedents. Customer experience has steadily become the most important source of retailers' long-term competitive advantage via difference. To preserve long-term and sustained consumer loyalty, retailers must continually improve the customer experiences. This study presents a framework for online retailing in a digital environment called the Online Customer Experience-Engagement Context model in the presence of value co-creation (VCC). Data was gathered from 189 people who purchased products online. For additional analysis, testing the hypothesis, and model construction, SPSS 26 and Smart-PLS were used. The data was then evaluated further using descriptive statistics, path analysis, measurement, and structural model. The findings show that the online customer experience (measured as shopping environment, shopping procedure, staff service experience, and product experience) substantially influenced customer engagement, which improved customer loyalty. The VCC strengthened the link between online customer experience and customer engagement. It suggests that including consumers in co-creating a delightful online customer experience from time to time may be a valuable strategy for online retailers to increase customer engagement and loyalty. To create an overarching outcome, information integration theory (IIT), multi-attribute utility theory (MAUT), and the attitude-behavior-context theory (ABC) theories are converged to explain the proposed model in the study.

The Social Effects of Emotions

We review the burgeoning literature on the social effects of emotions, documenting the impact of emotional expressions on observers' affect, cognition, and behavior. We find convergent evidence that emotional expressions influence observers' affective reactions, inferential processes, and behaviors across various domains, including close relationships, group decision making, customer service, negotiation, and leadership. Affective reactions and inferential processes mediate the effects of emotional expressions on observers' behaviors, and the relative potency of these mediators depends on the observers' information processing and the perceived appropriateness of the emotional expressions. The social effects of emotions are similar across expressive modalities (face, voice, body, text, symbols). We discuss the findings in relation to emotional contagion, emotional intelligence, emotion regulation, emotions as social information (EASI) theory, and the functionality of emotions in engendering social influence. Finally, we identify gaps in our current understanding of the topic and call for interdisciplinary collaboration and methodological diversification. Expected final online publication date for the Annual Review of Psychology, Volume 73 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

Interpersonal conflict at work and knowledge hiding in service organizations: the mediator role of employee well-being

Purpose

This paper aims to explore the effects of interpersonal conflicts in the social workplace on various rationalized, knowledge-hiding behaviors in service organizations. This research also examines employee well-being as a mediator to explain the effects of interpersonal conflicts at work on knowledge-hiding behaviors.

Design/methodology/approach

First, relevant literature provided the theoretical basis for the conceptual model that links the core constructs of this research. A quantitative study collected data from 395 employees of a global consulting firm with a branch located in a developing country. Finally, an analysis of the structural equation modeling with MPlus 7 software tested the measurement and the structural model.

Findings

The results of this study suggest that interpersonal conflict at work influences knowledge-hiding and that employee’s well-being mediates this relationship. In other words, employees strategically choose what knowledge-hiding behaviors to use – such as evasion or “playing dumb” – to cope with the lack of well-being caused by high interpersonal conflicts in the workplace.

Originality/value

Although contextual and individual factors may trigger knowledge-hiding behavior at work, the current literature has overlooked the combined effects of such factors, especially in service settings. Knowledge hiding in service organizations is a weakness that can lead to significant economic losses, especially in firms that are intensively knowledge-based. Thus, it is necessary to identify the antecedents of knowledge-hiding behavior to deter low performance in these organizations.

The Role of Psychological Distance in Influencing Pro-environmental Behavior Spread: Perceived Justice Enforceability as a Moderator

The social system can spread tightly coupled complex practices under the context that members of the social system do not have the shared experience that enables them to coordinate within longstanding tight formal organizations. To promote the understanding of such a process, and given the possibility for other members in the social system to cheat and adopt pro-environment behavior, we draw on the organizational justice literature and the perspective of justice enforceability, and construal level theory, to develop a conceptual model in which the impact of social members' perceived psychological distance on their response to other social members adoption of pro-environmental behaviors (PEBs) is contingent on their perception of justice enforceability and cognitive appraisals (positive, not significant) towards other social members' adoption of PEBs. We find that when social members perceive that the adoption of pro-environment behaviors is justice-enforceable, their cognitive appraisals of other social members' adoption of PEBs is high, and then the more proximal the psychological distance they perceive, the stronger they will react to other social members' adoption of PEBs. Further, they will adopt and enact such behaviors, otherwise, they would be unwilling to adopt and enact such behaviors. So, uneven perceived psychological distance of social members can harm their adoption and the spread of pro-environment behavior. We tested our model in a survey study. Results show that the proposed model is supported, and our understanding is enhanced about how social members' willingness to adopt and spread pro-environment behavior is contingent on their perceptions of justice enforceability. This paper is comprised of five parts, of which include an introduction, a part on the theory and hypothesis, data and methods, results and discussion, and conclusion.

Dimensionality of frontline employee friendliness in service encounters

Purpose

This article explores four dimensions of frontline employee (FLE) friendliness (humorous, informal, conversational, and approachable) to propose a relevant measurement instrument of the influence of FLE friendliness on relationship quality and perceived value, as well as its indirect influence on repatronage intentions. Recent studies suggest FLE friendliness, defined as a tendency to convey an affective customer–employee social interaction, is a critical determinant of relationship marketing, but few scholars agree on its dimensionality. This study seeks a deeper understanding of FLE friendliness by investigating its different dimensions in various service contexts.

Design/methodology/approach

The mixed-method design, including both qualitative and quantitative research, offers a deeper understanding of the phenomenon of FLE friendliness.

Findings

The content analysis suggests FLE friendliness is multidimensional and composed of humorous, informal, conversational, and approachable behaviors. The results of a quantitative survey, conducted across four service contexts, validate this four-factor model. A second quantitative survey across two service contexts reveals the weights and relative importance of the dimensions, and then a third quantitative survey across three service contexts confirms that FLE friendliness is a significant driver of relationship quality, perceived value, and repatronage intentions (indirectly).

Originality/value

This study contributes to relationship marketing literature by strengthening the conceptual foundations of FLE friendliness, clarifying the dimensionality of the construct, developing a comprehensive measurement instrument, and extending previous research on the customer–employee interactions.

The interplay of management response and individual power in digital service environments from a bystander's perspective

Purpose

This study aims to investigate bystanders' perceptions and reactions to management responses to consumer complaints through digital service channels. Specific purposes are to examine how management response (i.e. warmth, competence) and individual differences (i.e. bystander power) work together to influence bystanders' information processing of service recovery.

Design/methodology/approach

This research consists of two main studies which employed web-based experiments. Both studies used a 2 (management response: warmth vs competence) × 2 (individual power: low vs high) between-subjects design. A total of 240 participants were recruited from Amazon's Mechanical Turk platform in Study 1, and 233 participants were recruited from a market research company in Study 2.

Findings

Study 1 suggested that for the high-power group, warmth-related responses increased service perceptions (perceived diagnosticity and perceived fairness), and for low-power group, competence-related responses enhanced service perceptions. Study 2 confirmed the results of Study 1 and further demonstrated bystanders' service perceptions as the underlying mechanisms to connect the interactive effect of management response and individual power on satisfaction with complaint handling and WOM intentions.

Practical implications

The current research demonstrates how companies can effectively manage customers' experiences (i.e. bystanders' experiences) with service recovery management on digital platforms by demonstrating effective management responses to consumer complaints through digital service channels.

Originality/value

To the best of our knowledge, this is the first study that explores bystanders' individual characteristics related to the information processing of service recovery through digital service channels.

Engaging customers with employees in service encounters

Purpose

Keeping both employees and customers highly engaged has become a critical issue for service firms, especially for high-contact and highly customized services. Therefore, it is essential to engage employees and customers during service interactions for better service outcomes. However, past research on employee and customer engagement has primarily focused on brands and organizations. Little research has concentrated on service interactions as the objects of engagement. To fill this research gap, this study aims to clarify and define service engagement behaviors (SEBs), identify various employee and customer SEBs and develop a model to investigate the relationships between these behaviors.

Design/methodology/approach

A theoretical framework was developed based on social contagion theory and service-dominant (S-D) logic to explore the effects of employee SEBs on customer SEBs through customer perceptions of relational energy and interaction cohesion. Dyadic survey data collected from 293 customer-employee pairs in various high-contact and highly customized service industries were examined through structural equation modeling.

Findings

Results show that employee SEBs (service role involvement, customer orientation behavior and customer empowerment behavior) positively influence relational energy and interaction cohesion, which in turn affect customer SEBs (service exploration behavior and service coordination behavior).

Originality/value

This study represents pioneering research to conceptualize SEBs. Different from the extant literature on engagement, SEBs capture the proactive and collaborative engagement behaviors of employees and customers in service interactions. Various employee and customer SEBs were identified and an empirical model was proposed and tested to investigate the effect of employee SEBs on customer SEBs through relational energy and interaction cohesion.

Positive Emotions at Work

Positive organizational scholarship has led to a growing interest in the critical role of positive emotions for the lives of both workers and organizations. We review and integrate the different perspectives on positive emotions (i.e., positive valence, positive emotion regulation strategies, and positive adaptive function) and the four main mechanisms (i.e., cognition, affect, behavior, and physiology) that lead to positive organizational outcomes. There is growing evidence that positive emotions influence variables vital for workplace success such as positive beliefs, creativity, work engagement, positive coping, health, teamwork and collaboration, customer satisfaction, leadership, and performance. We additionally review dynamic features of positive emotions (i.e., intraindividual variability, reactivity, inertia, cycles, feedback loops) and their relation to psychological and work outcomes. Finally, we discuss additional questions and future directions for consideration.

Moderating role of gender amongst various constructs of CRM

Purpose

The purpose of this paper is to examine the interrelationships among the extracted constructs of customer satisfaction (CS), knowledge about customer relationship management (CRM) program, customer attitude and their effect on relationship share (RS). The study also attempts to find if moderating role of gender exists among these constructs.

Design/methodology/approach

A conceptual framework is developed based on previous studies. In order to address a lack of comprehensive evaluation of B2C relationships in Indian hotels, this study extracted the dimensions of CRM in hotels and used them in the structural model. The conceptual model is tested using structural equation modeling approach through maximum likelihood estimation technique. A sample of 305 domestic travelers was used to test the hypothesized relationships among the constructs.

Findings

The findings indicate that CS and willingness to engage (CWER) in the relationship are major predictors of RS. Besides, CS indirectly affects RS through customer’s attitude toward the hotel. The results of the study also show that customer willingness to engage in the relationship is dependent on attitude of customer toward firm which is further dependent on knowledge about CRM program. One more notable finding of the study states that gender plays a moderating role between CS and customer willingness to engage in the relationship.

Practical implications

In addition to contributing toward academic knowledge, the findings of the present study will help the practitioners to better design CRM program and reap its maximum benefits.

Originality/value

The current study has considered new dimensions of CRM like customer’s knowledge of CRM and this is the first study to capture responses of Indian travelers in relation with various constructs. This is the first study to test the moderating effect of gender between various constructs.

Assessing Cognitive Ethical Logics for Commercial Emotions

The usefulness of cognitive ethical logic in understanding the ethicality of emotional labour at commercial establishments cannot be undermined, and drawing on this perspective, the present study explores the derived moral logics for commercialized emotions especially in the context of call centres in two distinct subsets of professionals: potential working professionals and working professionals with experience. A sample of 129 respondents has been used for collecting data through open-ended questions and vignettes, which were designed to extract the perception of ethicality for emotional labour. The content of the responses were analysed by using cues from the grounded theory framework. Results indicate that both the respondent subgroups present equally strong consideration of emotional labour as unethical and not- unethical (rather than ethical). Threatened employee dignity emerges as the most important logic for considering emotional labour as unethical, while for the same to be considered not-unethical, the role of job description and compensatory justice gain significance. The results of the study have been discussed with the help of various frameworks of business ethics.

Smile for a while: the effect of employee-displayed smiling on customer affect and satisfaction

Purpose

The purpose of this paper is to investigate the effect of employee-displayed smiling on customers’ affective states (pleasure, arousal, and dominance) and satisfaction. Building on the stimulus-organism-response framework and theories of emotional contagion and feelings-as-information, the main hypothesis was that a smiling (vs non-smiling) employee significantly increases customer satisfaction through the mediating influence of pleasure.

Design/methodology/approach

The study used a quasi-experimental two-group between-subjects design. A total of 210 customers at a large retail bank had a brief service encounter at the store entrance with a smiling (vs non-smiling) bank teller. Customers then went into the bank to do what they came to do. Before leaving the bank, customers completed a survey that included demographic information, affect (pleasure, arousal, and dominance), and measures of customer satisfaction.

Findings

A smiling (vs non-smiling) employee had a significant positive impact on customer satisfaction. This effect was mediated by pleasure, but also, to a weaker extent, by dominance. These results contradict previous claims that smiling-induced emotional contagion does not remain throughout the completion of a service encounter.

Practical implications

Managers should encourage, and potentially train, employees to act in ways associated with positive emotions. Managers could also hire employees based on how good they are at acting and expressing themselves in a genuinely positive manner and create a pleasant store atmosphere so that the feelings and behaviors displayed by frontline employees are genuine rather than inauthentic.

Originality/value

This is the first experimental field study to examine the isolated effect that employee-displayed smiling has on customers’ affective states and satisfaction. The results provide more direct evidence for the psychological processes justified by emotional contagion and feelings-as-information theories. Furthermore, the finding that dominance mediates the smiling-satisfaction link has never been shown before.

The influence of service employees’ nonverbal communication on customer-employee rapport in the service encounter

Purpose

Rapport between service employees and customers has been suggested to be an important determinant of customer relationship management, yet existing marketing literature still lacks a sufficient understanding of how service employees’ nonverbal communication affects customer-employee rapport development in service encounters. The purpose of this paper is to fill this research gap by proposing and testing a model that explores how service employees’ nonverbal communication (employee affective delivery and behavioral mimicry) influences customer positive emotions and customer-employee rapport. The mediating role of customer positive emotions and the moderating role of store atmosphere in the process of customer-employee rapport development were also assessed.

Design/methodology/approach

Using an observational methodology in conjunction with a customer survey, multi-source survey data collected from 303 customer-employee pairs in the apparel retailing industry was examined through structural equation modeling and regression analysis.

Findings

Results showed that employee nonverbal communication positively influenced customer positive emotions and customer-employee rapport. The partial mediating role of customer positive emotions and the moderating role of store atmosphere in the process of rapport development were also confirmed.

Practical implications

Service firms should train and motivate employees to use nonverbal communication to develop and strengthen customer-employee rapport. The importance of customer positive emotions in the service process should be addressed in the customer-employee rapport development process. Moreover, service managers should also allocate firm resources to create a well-designed store atmosphere for target customers.

Originality/value

This research represents one of the earliest studies to explore and empirically test the influence of employee nonverbal communication on customer-employee rapport development in service encounters. The partial mediating role of customer positive emotions and the moderating role of store atmosphere on the relationship between employee nonverbal communication and customer-employee rapport were also proposed and confirmed.

Customer response to interactional service experience

Purpose

The purpose of this paper is to examine causal attribution in interactional service experiences. The paper investigates how triggers in the environment of a customer-employee interaction influence customer behavioral response to employees’ negative and positive affect. Additionally, it studies the role of sympathy and authenticity as underlying mechanisms of this relationship.

Design/methodology/approach

Two scenario-based experimental designs (N1=162; N2=138) were used. Videotaped scenarios served as stimulus material for the manipulation of two focal variables: the employee’s emotional display as either negative or positive and the availability of an emotion trigger in the interaction environment to convey the attribution dimension of cause uncontrollability. The emotion trigger’s visibility was varied in the two studies. Customer response was captured by buying intentions.

Findings

Customer responses are more favorable for both positive and negative interactional experiences when customers have access to information on cause uncontrollability (i.e. notice triggers in the interaction environment). Analyses reveal that these effects stem from feelings of sympathy for negative experiences and authenticity for positive experiences.

Originality/value

This research supports the relevance of causal attribution research on interactional service experiences, which have high-profit impact. Moreover, the findings underline the importance of the experience of fact in service interactions and thereby provide a more nuanced view on the discussion of whether service providers should use impression management strategies to engender customer satisfaction even when this behavior is “faked.”

Positive Mood as a Mediator of the Relations among Musical Preference, Postconsumption Product Evaluation, and Consumer Satisfaction

This study of how positive mood mediates the influences of musical preference and postconsumption product evaluation on consumer satisfaction focuses specifically on a model in which positive mood fully mediates the influences. The proposed model is compared with two competing models, and a structural equation model is used to test and compare the three theory-driven models. This study sampled 247 students majoring in management at a single university. They had mean age of 23 yr. ( SD = 2.5). This study used questionnaires to measure subjects' evaluations of a cup of coffee, preference for the music broadcast in the coffee shop, positive mood, and satisfaction after they had the coffee. Analysis indicated that the proposed model outperformed the two competing models in describing the data using chi-square difference tests. Positive mood was identified as a full mediator of the relationship between musical preference and consumer satisfaction. Moreover, the results demonstrate for service managers the importance of creating positive consumer mood.

Whistle While You Work

There has been a growing interest in leader emotion in organizational scholarship. Concomitantly, the body of research on self-leadership continues to expand. Nonetheless, relatively little work has focused on emotional self-leadership. We address this void by exploring intrapersonal and interpersonal aspects of emotional self-leadership and its inherent challenges and opportunities. Specifically, we examine how emotional self-leadership strategies can be used to shape emotional experiences, emotional authenticity, and other work-related outcomes. We offer an emotional self-leadership model, research propositions, and implications for research and practice.

Examining the Effect of Smile Intensity on Age Perceptions

Research has demonstrated the positive effects of smiles on interpersonal perceptions of attractiveness, likability, and friendliness. A possible mechanism underlying the effects of smiles is babyfacedness. Four studies were conducted with 1,235 participants. In Study 1, 646 participants were assigned to one of the six levels of smile intensity and responded to the measures of age perception and perceived babyfacedness. Compared to the neutral expression, the maximal smile reduced age estimations and this effect was mediated by perceived babyfacedness. In Study 2, 59 respondents' responses indicated that a maximal smile reduced the perception of age. In Study 3, 318 respondents estimated the age of models in different sex and levels of smile intensity. Maximal smiles reduced age estimations. In Study 4, 125 students and 87 non-students were randomly assigned to one of the three levels of smile intensity and provided age estimations. Replicating previous findings, maximal smiles reduced age estimations. Consistent results emerged from the various contexts, models, and samples, as well as in a pooled analysis.

Gender and the underexpression of friendliness in the service context

The double-bind hypothesis proposes that gender-based stereotypes of emotion expression exist, which effect how males and females are evaluated. Using videotapes depicting transactions between male/female employees and customers, the current study examined whether the double-bind hypothesis occurs within a service context. Participants (N = 141) who viewed a male and female service employee expressing friendly or non-friendly emotion evaluated the employees and rated their sincerity. Results provided partial support for the double-bind hypothesis. When service employees failed to express friendly emotion, the female was more negatively evaluated. However, evaluations and ratings of sincerity were not significantly different when both genders expressed friendly emotion. These findings suggest that employees occupy both work and gender roles, and expectations of each role will influence how their emotional expressions are evaluated. Gender of participants also effected service evaluations. Consistent with prior research, females focus more on the relational aspect of service than do males.

Bakker A, Konijn E, Binnewies C. Daily deliberative dissonance acting among police officers

Purpose

– The purpose of this paper is to gain insight into the relationships of daily deliberative dissonance acting (DDA) with daily strain and daily work engagement. DDA refers to the deliberate acting of emotions to achieve one's work goals. The authors hypothesized that daily DDA would be positively related to strain through feelings of emotional dissonance. In addition, the authors predicted that DDA would be positively related to daily work engagement via job accomplishment.

Design/methodology/approach

–The authors applied a five-day quantitative diary design with two measurement occasions per day using a sample of 54 police officers (i.e. 270 measurement occasions). In the multilevel analyses, the authors controlled for previous levels of the dependent variables in order to analyse change.

Findings

– Multilevel analyses revealed that police officers deliberatively engaged in emotional labor with both detrimental and beneficial consequences, as assessed via their daily reports of strain and work engagement.

Practical implications

– The results suggest that acting emotions is not inherently harmful, but may also be beneficial for job accomplishment, which fosters work engagement. The training of police officers and possibly other service employees should include the topic of DDA as a form of emotional labor and its consequences for psychological well-being.

Social implications

– Police officers who accomplish their job tasks by acting the appropriate emotions may not only experience strain, but may also become more engaged in their work.

Originality/value

– The present study showed that police officers engage in deliberate dissonance acting. The authors showed how this emotion regulation technique is related to strain and engagement – on a daily basis.

Does Empowering Resident Families or Nursing Home Employees in Decision Making Improve Service Quality?

This research examines how the empowerment of residents’ family members and nursing home employees in managerial decision making is related to service quality. The study was conducted using data from 33 nursing homes in the United States. Surveys were administered to more than 1,000 employees on-site and mailed to the primary-contact family member of each resident. The resulting multilevel data were analyzed using hierarchical linear modeling. The empowerment of families in decision making was positively associated with their perceptions of service quality. The empowerment of nursing staff in decision making was more strongly related to service quality than the empowerment of nonnursing staff. Among nursing staff, the empowerment of nursing assistants improved service quality more than the empowerment of nurses.

Is Efficiency Overrated?

When we buy our daily cup of coffee, sometimes we engage in a social interaction with the barista, and sometimes we are in a rush. Every day we have opportunities to transform potentially impersonal, instrumental exchanges into genuine social interactions, and the happiness literature suggests that we may reap benefits by doing so; in other words, treating a service provider like we would an acquaintance (i.e., weak tie) might make us happier. In the current study, people who had a social interaction with a barista (i.e., smiled, made eye contact, and had a brief conversation) experienced more positive affect than people who were as efficient as possible. Further, we found initial evidence that these effects were mediated by feelings of belonging. These results suggest that, although people are often reluctant to have a genuine social interaction with a stranger, they are happier when they treat a stranger like a weak tie.