Emotional Labor & Emotional Dissonance In Adopted Children
The infant adopted child comes to the adoptive parent traumatized with birth separation trauma. The adopted infant is sold into indentured service through the adoption industry, to perform a specific vocational task, requiring the adopted child's emotional labor to the performance of the "Adopted Child Role". The child is not a paid contractor, but an unpaid employee that is expected to be grateful for such a position of ill treatment in being subjected to the emotional cruelty and punishment known as child adoption.
The adopted child's abandonment trauma suffered, insures that the desperate attachment and emotional blackmail will keep the adopted child extremely needy that they spontaneously perform the adopted child role spontaneously among adopted children in young childhood.
"DA" Deep Acting & "SA" Surface Acting have been identified as levels of emotional labor that the adopted child will perform their vocation of the adopted child role. The resulting problem and impact of "Emotional Dissonance" will not be seen until the adolescent phase in the adopted child, when the magnitude of the adoption is understood by the adopted child and the adoption's impact to the adoptee is personally, emotionally and psychologically understood.
The consequences on Adoptee's from the childhood years of forced emotional acting for the purpose of survival, to avoid subsequent abandonment and the ambitiousness in the drive to remain an outsider in a closed biological connected group is not universally understood that the result may be related to guilt.
Below two psychological studies of the consequences of forced emotional labor and the impact on emotional regulation and dysregulation that is prevalent among individuals forced into emotional labor jobs that receive wages, although adopted children receive no wages, no guarantees for opportunity such as college or training for their free indentured service.
- require face-to-face or voice-to-voice contact with the public.
- require the worker to produce an emotional state in another person.
- allow the employer, through training and supervision, to exercise a degree of control over the emotional activities of employees.
Determinants of using emotional labor
- Societal, occupational, and organizational norms. For example, empirical evidence indicates that in typically "busy" stores there is more legitimacy to express negative emotions, than there is in typically "slow" stores, in which employees are expected to behave accordingly to the display rules; and so, that the emotional culture to which one belongs influences the employee's commitment to those rules.
- Dispositional traits and inner feeling on the job; such as employee's emotional expressiveness, which refers to the capability to use facial expressions, voice, gestures, and body movements to transmit emotions; or the employee's level of career identity (the importance of the career role to one's self-identity), which allows him or her to express the organizationally-desired emotions more easily, (because there is less discrepancy between his or her expressed behavior and emotional experience when engage their work).
- Supervisory regulation of display rules; That is, supervisors are likely to be important definers of display rules at the job level, given their direct influence on worker's beliefs about high-performance expectations. Moreover, supervisors' impressions of the need to suppress negative emotions on the job influence the employees' impressions of that display rule.
Emotional Labor vs. Cognitive Work
Surface and Deep Acting
Consequences of emotional labour
Individual and organisational remedies