Emotional labor behavior of employees on commitment and work motivations impact and a research

Brotheridge and Lee defined the concept of emotional labor as the efforts of employees to regulate their emotions in a way that meets the expectations of the organization. Superficial acting, in other words, displaying a different emotion than the one felt, and deep acting, in other words, changing the mood to feel the emotion that needs to be displayed, are two different emotion regulation styles exhibited during emotional labor. Ashforth and Humphrey stated that in addition to superficial and in-depth acting, it is possible for the employee to reflect the emotion they actually feel, and they introduced the concept of sincere behavior. The most important of these interactions is commitment to work. Employee's love for his job, knowledge, ability to do business trigger the employee's work efficiency and exhibit more emotional labor behavior. Because the more interaction the employee can interact, the more satisfaction he will be able to provide. When we look at the working life in the organizational scheme, motivation is actually the biggest weapon of the organizational managers. For example, certificates of success in public working life, a verbal suggestion given by the supervisor strengthen the team spirit, as well as increase the commitment to the work and ensure that the employee is better motivated. In motivation, which is seen as a guiding and activating force, the main purpose of the organization is to ensure that the employees work diligently and efficiently in line with certain goals. He discussed the relationship between motivation and the employee in four elements and stated that it was related to "the person's expectations and needs, goals, behaviors and informing him about his performance". In addition, motivation is related to the satisfaction of the needs of the organization and individuals in addition to the activation and motivation of the individual. The concept of work motivation in the public sector, especially in the GAP region, where our sample size is formed, both the working conditions and the language differences of our sample seriously bring emotional labor behavior to the fore. The significance dimension of the positive relationship reveals that the results are accurate when we evaluate the region we studied in general. Although we refer to the special situations of public personnel in the concept of work commitment, it is an undeniable fact that there is a strong connection between the concept of motivation. As a result of the analyzes we made, it was also revealed in our scientific analysis results that these two variables have a positive and significant expression. In the research, we saw that the use of technology in a computer environment brings a more sincere answer and we get clearer values. Studies to be done on this subject; By comparing the results of the current research with a larger sample and in different sectors, more contribution can be made to determine the relationships between these three variables, which we have investigated in the literature as emotional labor behavior, work engagement and work motivation. Keywords: Emotional labor, Commitment, Job Motivation, Research