The aim of this study is to examine the mediating role of job satisfaction in the effect of emotional labor dimensions on silent resignation. In this direction, structural relationships were evaluated between the variables included in the research model. The universe of the study consisted of individuals working in the health sector, and the sample consisted of 424 participants. Data were collected using the Emotional Labor Scale, Job Satisfaction Scale and Silent Resignation Scale, whose validity and reliability were approved in the literature, through a face-to-face survey method. The obtained data were analyzed using SPSS 30.0 and AMOS 24.0 programs. First of all, frequency analyses of demographic variables were performed, and confirmatory factor analysis (CFA), Cronbach's Alpha, composite reliability (CR) and average variance explained (AVE) values were used in the validity analyses of the scales. Discriminant validity was provided between the variables and the suitability of the model was tested with various goodness of fit indices. The normality distribution of the scales was evaluated with skewness and kurtosis coefficients and it was seen that all variables were in the range of (-1.5 to +1.5). Parameter estimates were made with the maximum likelihood method since they met the normal distribution assumption. In the research model, the mediating role of job satisfaction in the indirect effect of emotional labor on silent resignation was tested with the bootstrap method (n=5000). Four of the nine mediation hypotheses tested in the model were found to be significant and accepted. Accordingly; job satisfaction played a partial mediating role in the effects of fake emotions on personal emotions (β = 0.116; p<0.05) and positive attitude (β = -0.113; p<0.05). The full mediating role of job satisfaction was determined in the effects of deep action on personal emotions (β = -0.093; p<0.05) and positive attitude (β = 0.091; p<0.05). As a result of the research, it was seen that the effect of emotional labor on silent resignation was partially realized through the job satisfaction variable and the basic research hypothesis developed in this context was partially supported. These findings reveal that job satisfaction is a critical variable in managing employees' emotional labor strategies and contribute to the organizational behavior literature.
Seray Toksöz (Wed,) studied this question.
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