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1 Introduction引言
霍克希德，美国社会学家，在1983年正式报道了“情感劳动”的概念。他声称，情绪劳动是一种面部和身体的表达，是公众通过对个人情绪的管理而创造出来的。[1]情感劳动的诞生引起了科学界的广泛关注。在对霍克希德的研究基础上，在情感劳动的进一步研究中，很容易找到平行作品。[2-6]
Hochschild,an American sociologist,originally and formally reported the conception of“Emotional Labour”in 1983.He claimed that the emotional labour is a kind of facial and physical expression that is visible to public created by individuals through the management of their emotion.[1]The born of“Emotional Labour”had drew great attention in scientific community.Based on the research of Hochschild,parallel works can be easily found in the further study of emotional labour.[2-6]
通过对美国的调查，霍奇奇尔德发现，有1/3的员工要求为他们从事的工作进行情感劳动。从本质上讲，情感劳动是一种对情感和情感表达管理的要求，它符合社会的需要。[1]此外，Tolich和Wharton的定性和定量分析表明，情绪劳动可能会带来一些积极的效果，如自我实现、工作满意度和工作保障[3,7]以上所有这些都表明，情绪劳动可能会提高员工的工作热情，提高员工的工作效率。工作活动的EL。Through investigation in American,Hochschild found that there were a number of 1/3 employees had a request of emotional labour for the job they engaged in.Substantially,emotional labour is a kind of requirement to the emotion and the management of emotional expression that conformance to the demand of community.[1]Additionally,Tolich’s and Wharton’s qualitative and quantitative analysis suggested that emotional labour may bring some kind of positive effectiveness such as self-actualization,job satisfaction,and job security.[3,7]All of these points above suggest that emotional labour might improve employees’working passion and increase their level of working activity.
本文从情感劳动的角度出发，首先总结了与人力资源管理（HRM）相关的ASDA和TESCO的招聘与选拔实践。然后分析了ASDA和Texco在情感劳动和工作安排方面的方法。文章最后将提出更有效的措施。
Based on the overview of emotional labour,this essay will summarize the recruitment and selection practices of Asda and Tesco that related to human resource management(HRM)firstly.Then analyze the approaches in regard to emotional labour and job arrangements in Asda and Texco.More effective measures will be recommended at the end of the essay.
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