Here are 2 interesting articles that further suggest the negative correlations between emotional labor and wage compensation. I would treat them as casual reads as the articles are pretty opinionated and they lacked the definitive, empirical, and statistically significant evidences to support their claims.
One thing I do find relevant though is that emotional labor is slowly getting the recognition it deserves within the commercial settings. Companies are also implementing strategies to help employees cope with the emotional stress they face in their day-to-day service work and, at the same time, try to find the profit maximizing output from emotional labor. In Glomb (2004) we learned that emotional labor when performed with cognitive skills produces leaders and managers. This is consistent with findings from the HBR articles that CEOs are regular performers of deep acting as "this tactic is common among individuals who identify with their role", therefore helping them cope with the emotional stress they face. Also, people that are able to engage in deep acting often fare better in the work environment and possibly increase the longevity of their span in the job (Grandey, 2011). This explains why leaders deserves the positions they're in as they know how to deal with emotional labor better than others.
http://blogs.hbr.org/research/2010/09/why-is-it-that-we.html
Tung - tell us more about these articles and why you found them interesting? What do they tell us about how managers/practitioners view EL?
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