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The Job Demands-Resources (JD-R) model is one of the most influential models for studying burnout and work engagement. However, the relationship between job demands and work engagement yields inconsistent results in empirical research. This study adopted the JD-R model as the theoretical base, together with the differentiated job demands approach, to examine the inconsistent relationship between job demands (i.e., emotional labor) and work engagement. Additionally, the newly proposed job resource (i.e., transformational leadership) and its relationship between burnout and work engagement were examined. Moreover, the moderating role of personal resources (i.e., emotional intelligence) was tested. Data were collected from employees working in the hospitality industry. The results revealed that (1) surface acting correlated positively with emotional exhaustion and cynicism; (2) deep acting was positively correlated with professional efficacy, cognitive, emotional, and physical work engagement; (3) the transformational leadership style negatively predicted emotional exhaustion and cynicism, while positively predicting professional efficacy, cognitive, emotional, and physical work engagement; (4) emotional intelligence moderated the relationship between deep acting, professional efficacy, and emotional work engagement; and (5) the mediation role of burnout was found in the current study
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Kruger and Dunning (1992) found that unskilled people were typically unaware of their own performance and ability. In this context, unskilled performers were shown to overestimate their performance and ability, whereas skilled performers often accurately predicted their own performance and ability. Such miscalibration in self-assessment is usually attributed to a lack of so-called metacognitive skills necessary for performance evaluation. However, it remains unknown to what extent the miscalibration of performance judgment and optimistic bias is observed in the Chinese culture. This thesis examines patterns of miscalibration of performance judgment and specific optimistic bias. This thesis also builds on a range of previous studies of performance judgment and optimistic bias. In order to investigate the performance judgment and optimistic bias in this context, two studies were conducted as part of the research aspect of this thesis. In the first study, participants were given a reasoning task on which they had to predict their performance before completing the task and estimate their performance upon completion of the task. The second study followed similar methodology, with two additional tasks – Institute For Tourism Studies (IFT) module and the respective midterm examination. Results from both studies indicate that biases in performance judgment occur in the Chinese culture, and may yield negative consequences to those persons who exhibit such judgments. Although metacognitive ability provides some explanation for the miscalibration of performance judgment, the results of the current study indicate that task optimistic bias provides another, equally viable explanation for the miscalibration of performance judgment. The findings presented in this thesis suggest that inaccurate judgments of performance occur within various domains (general and specific iii performance contexts) and that there are a range of implications associated with these biases. Keywords: Miscalibration of performance judgment, optimistic bias, absolute optimistic bias, comparative optimistic bias, overestimation, overplacement, underestimation, underplacement
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USJ Theses and Dissertations
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- Thesis (2)
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Between 2000 and 2025
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Between 2010 and 2019
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Between 2020 and 2025
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Between 2010 and 2019
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