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In this article, we examine the hypothesis that in masculine cultures or in other Contexts that emphasize competitive achievement, those with higher performance capabilities will feel empowered to have input in decisions and, hence, will desire opportunities to voice their opinions about decisions to be made. In contrast, in more feminine cultures or in other Contexts that value the importance of nurturing people with lower capability, those with lower capabilities will feel valued as important group members, will feel worthy of receiving voice and, hence, will appreciate voice opportunities. We provide evidence for these predictions in 2 studies, I conducted in the United States (a more masculine culture) and I in the Netherlands (a more feminine culture). Evidence also comes from experimental conditions in both studies, in which we made salient to participants countercultural norms and values, that is, nurturing the less capable in the United States and competitive achievement in the Netherlands. Implications for the psychology of voice and cross-cultural research are discussed. [ABSTRACT FROM AUTHOR]

Suppressing and faking emotional expressions depletes personal resources and predicts job strain for customer-contact employees. The authors argue that personal control over behavior, in the job and within the national culture, provides compensatory resources that reduce this strain. With a survey study of 196 employees from the United States and France, the authors supported that high job autonomy buffered the relationship of emotion regulation with emotional exhaustion and, to a lesser extent, job dissatisfaction. The relationship of emotion regulation with job dissatisfaction also depended on the emotional culture; the relationship was weaker for French customer-contact employees who were proposed to have more personal control over expressions than U.S. employees. Theoretical and research implications for the emotion regulation literature and practical suggestions for minimizing job strain are proposed., (Copyright 2005 APA, all rights reserved.)