Skip to main content Accessibility help

We use cookies to distinguish you from other users and to provide you with a better experience on our websites. Close this message to accept cookies or find out how to manage your cookie settings.

Close cookie message
×
Hostname: page-component-76fb5796d-5g6vh Total loading time: 0 Render date: 2024-04-25T17:05:16.169Z Has data issue: false hasContentIssue false

11 - Emotional Labor

Display Rules and Emotion Regulation at Work

from Part II - Workplace Affect and Individual Worker Outcomes

Published online by Cambridge University Press:  25 June 2020

By
Alicia A. Grandey ,
Katelyn E. England  and
Louis Boemerman
Edited by
Liu-Qin Yang ,
Russell Cropanzano ,
Catherine S. Daus  and
Vicente Martínez-Tur
Liu-Qin Yang
Affiliation:
Portland State University
Russell Cropanzano
Affiliation:
University of Colorado
Catherine S. Daus
Affiliation:
Southern Illinois University Edwardsville
Vicente Martínez-Tur
Affiliation:
Universitat de València, Spain
Get access

Summary

Emotional labor continues to gain popular media interest (Ben-Achour, 2015; Levy, 2018) and scholarly interest (Grandey, Diefendorff, & Rupp, 2013; Hülsheger & Schewe, 2011). Emotional labor is when employees manage emotions as part of a work role (Hochschild, 1983), such as a service provider’s cheery greeting to customers or a therapists’ suppression of shock at their client’s secrets. Prototypically, emotional labor is performed during interactions with the public, by service employees who are selected for and trained in emotional displays with links to financial or professional gains (Grandey, Diefendorff, et al., 2013; Hochschild, 1983), though this conceptualization is broadening to include coworkers and leader–follower interactions. The potential trade-off between the performance goals of the organization and the employees’ well-being is central to the study of emotional labor.

Type
Chapter
Information
The Cambridge Handbook of Workplace Affect , pp. 146 - 159
Publisher: Cambridge University Press
Print publication year: 2020

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Allen, J. A., Diefendorff, J. M., & Ma, Y. (2014). Differences in emotional labor across cultures: A comparison of Chinese and US service workers. Journal of Business and Psychology, 29, 21–35.Google Scholar
Ashforth, B. E., & Humphrey, R. H. (1993). Emotional labor in service roles: The influence of identity. Academy of Management Review, 18(1), 88–115.CrossRefGoogle Scholar
Ashforth, B. E., & Humphrey, R. H. (1995). Emotion in the workplace – a reappraisal. Human Relations, 48(2), 97–125.Google Scholar
Barsade, S., & O’Neill, O. A. (2014). What’s love got to do with it? The influence of a culture of companionate love in the long-term care setting. Administrative Science Quarterly, 59(4), 551–598.Google Scholar
Becker, W. J., Cropanzano, R., & Butts, M. (2015). Good acting requires a good cast: A meso-level model of deep acting in work teams. Journal of Organizational Behavior, 36(2), 232–249.Google Scholar
Ben-Achour, S. (2015). Don’t worry, be happy! Or else you’re fired. KERA News, 23 November, www.keranews.org/post/dont-worry-be-happy-or-else-youre-firedGoogle Scholar
Bhave, D., & Glomb, T. M. (2016). The role of occupational emotional labor requirements on the surface acting–job satisfaction relationship. Journal of Management, 42(3), 722–741.Google Scholar
Bhave, D., & Lefter, A. (2017). The other side: Occupational interactional requirements and work–home enrichment. Academy of Management Journal, 61(1), http://doi.org/10.5465/amj.2016.0369Google Scholar
Bono, J. E., & Vey, M. A. (2007). Personality and emotional performance: Extraversion, neuroticism, and self-monitoring. Journal of Occupational Health Psychology, 12(2), 177–192.Google Scholar
Brotheridge, C., & Grandey, A. (2002). Emotional labor and burnout: Comparing two perspectives of “people work.” Journal of Vocational Behavior, 60, 17–39.CrossRefGoogle Scholar
Brotheridge, C., & Lee, R. T. (2003). Development and validation of the Emotional Labour Scale. Journal of Occupational and Organizational Psychology, 76, 365–379.Google Scholar
Cheshin, A., Amit, A., & Van Kleef, G. A. (2018). The interpersonal effects of emotion intensity in customer service: Perceived appropriateness and authenticity of attendants’ emotional displays shape customer trust and satisfaction. Organizational Behavior and Human Decision Processes, 144, 97–111.Google Scholar
Chi, N.-W., & Grandey, A. (2016). Emotional labor predicts service performance depending on activation and inhibition regulatory fit. Journal of Management, 45(2), 673–700, https://doi.org/10.1177/0149206316672530Google Scholar
Chi, N.-W., Grandey, A., Diamond, J., & Krimmel, K. (2011). Want a tip? Service performance as a function of extraversion and emotion regulation. Journal of Applied Psychology, 96(6), 1337–1346.CrossRefGoogle Scholar
Christoforou, P. S., & Ashforth, B. (2015). Revisiting the debate on the relationship between display rules and performance: Considering the explicitness of display rules. Journal of Applied Psychology, 100, 249–261.Google Scholar
Côté, S., Hideg, I., & van Kleef, G. A. (2013). The consequences of faking anger in negotiations. Journal of Experimental Social Psychology, 49(3), 453–463.CrossRefGoogle Scholar
Dahling, J. J., & Johnson, H. (2013). Motivation, fit, confidence, and skills: How do individual differences influence emotional labor? In Grandey, A. A., Diefendorff, J. M., & Rupp, D. E. (Eds.), Emotional labor in the 21st century: Diverse perspectives on emotion regulation at work. New York, NY: Psychology/Routledge.Google Scholar
Deng, H., Walter, F., Lam, C. K., & Zhao, H. H. (2017). Spillover effects of emotional labor in customer service encounters toward coworker harming: A resource depletion perspective. Personnel Psychology, 70(2), 469–502, doi:10.1111/peps.12156Google Scholar
Diefendorff, J., Croyle, M., & Gosserand, R. (2005). The dimensionality and antecedents of emotional labor strategies. Journal of Vocational Behavior, 66(2), 339–357.Google Scholar
Diefendorff, J., Erickson, R. J., Grandey, A., & Dahling, J. J. (2011). Emotional display rules as work unit norms: A multilevel analysis of emotional labor among nurses. Journal of Occupational Health Psychology, 16(2), 170–186.Google Scholar
Diefendorff, J. M., Gabriel, A. S., Nolan, M. T., & Yang, J. (2019). Emotion regulation in the context of customer mistreatment and felt affect: An event-based profile approach. Journal of Applied Psychology, 104(7), doi:10.1037/apl0000389CrossRefGoogle ScholarPubMed
Diefendorff, J. M., & Gosserand, R. H. (2003). Understanding the emotional labor process: A control theory perspective. Journal of Organizational Behavior, 24(8), 945–959.Google Scholar
Diefendorff, J. M., & Greguras, G. J. (2009). Contextualizing emotional display rules: Taking a closer look at targets, discrete emotions, and behavior responses. Journal of Management, 35(4), 880–898.Google Scholar
Diefendorff, J. M., Morehart, J., & Gabriel, A. S. (2010). The influence of power and solidarity on emotional display rules at work. Motivation & Emotion, 34, 120–132.Google Scholar
Diefendorff, J. M., & Richard, E. (2003). Antecedents and consequences of emotional display rule perceptions. Journal of Applied Psychology, 88(2), 284–294.Google Scholar
Diefendorff, J. M., Richard, E. M., & Croyle, M. H. (2006). Are emotional display rules formal job requirements? Examination of employee and supervisor perceptions. Journal of Occupational and Organizational Psychology, 79(2), 273–298.Google Scholar
Diefendorff, J. M., Richard, E. M., & Yang, J. (2008). Linking emotion regulation strategies to affective events and negative emotions at work. Journal of Vocational Behavior, 73(3), 498–508.Google Scholar
Duke, A. B., Goodman, J. M., Treadway, D. C., & Breland, J. W. (2009). Perceived organizational support as a moderator of emotional labor/outcomes relationships. Journal of Applied Social Psychology, 39(5), 1013–1034.Google Scholar
Fisk, G. M, & Friesen, J. P. (2012). Perceptions of leader emotion regulation and LMX as predictors of followers’ job satisfaction and organizational citizenship behaviors. Leadership Quarterly, 23, 1–12.Google Scholar
Gabriel, A. S., Cheshin, A., Moran, C. M., & Van Kleef, G. A. (2016). Enhancing emotional performance and customer service through human resources practices: A systems perspective. Human Resource Management Review, 26, 14–24.CrossRefGoogle Scholar
Gabriel, A. S., & Diefendorff, J. (2015). Emotional labor dynamics: A momentary approach. Academy of Management Journal, 58(6), 1804–1825.Google Scholar
Glomb, T. A., Kammeyer-Mueller, J. D., & Rotundo, M. (2004). Emotional labor demands and compensating wage differentials. Journal of Applied Psychology, 89(4), 700–714.Google Scholar
Glomb, T. M., & Tews, M. J. (2004). Emotional labor: A conceptualization and scale development. Journal of Vocational Behavior, 64(1), 1–23.Google Scholar
Goldberg, L., & Grandey, A. (2007). Display rules versus display autonomy: Emotion regulation, emotional exhaustion, and task performance in a call center simulation. Journal of Occupational Health Psychology, 12(3), 301–318.Google Scholar
Goodwin, R. E., Groth, M., & Frenkel, S. J. (2011). Relationships between emotional labor, job performance, and turnover. Journal of Vocational Behavior, 79, 538–548.Google Scholar
Gosserand, R. H., & Diefendorff, J. M. (2005). Emotional display rules and emotional labor: The moderating role of commitment. Journal of Applied Psychology, 90(6), 1256–1264.CrossRefGoogle ScholarPubMed
Grandey, A. (2000). Emotion regulation in the workplace: A new way to conceptualize emotional labor. Journal of Occupational Health Psychology, 5(1), 95–110.Google Scholar
Grandey, A. (2003). When “the show must go on”: Surface and deep acting as predictors of emotional exhaustion and service delivery. Academy of Management Journal, 46(1), 86–96.Google Scholar
Grandey, A., Chi, N.-W., & Diamond, J. (2013). Show me the money! Do financial rewards for performance enhance or undermine the satisfaction from emotional labor? Personnel Psychology, 66(3), 569–612.Google Scholar
Grandey, A., & Diamond, J. (2010). Interactions with the public: Bridging job design and emotional labor perspectives. Journal of Organizational Behavior, 31, 338–350.Google Scholar
Grandey, A., Diefendorff, J., Grabarek, P., & Diamond, J. (2009). Emotional displays as requirement: Differences across targets and performance effects. Symposium presentation for the 23rd Annual Meeting of the Society of Industrial and Organizational Psychology, New Orleans, LA.Google Scholar
Grandey, A., Diefendorff, J., & Rupp, D. E. (2013). Bringing emotional labor into focus: A review and integration of three research lenses. In Grandey, A. A., Diefendorff, J. M., & Rupp, D. E. (Eds.), Emotional labor in the 21st century: Diverse perspectives on emotion regulation at work. New York, NY: Psychology/Routledge.Google Scholar
Grandey, A., Fisk, G., Mattila, A., Jansen, K. J., & Sideman, L. (2005). Is service with a smile enough? Authenticity of positive displays during service encounters. Organizational Behavior & Human Decision Processes, 96(1), 38–55.Google Scholar
Grandey, A., Fisk, G. M., & Steiner, D. D. (2005). Must “service with a smile” be stressful? The moderating role of personal control for American and French employees. Journal of Applied Psychology, 90(5), 893–904.Google Scholar
Grandey, A., Foo, S. C., Groth, M., & Goodwin, R. E. (2012). Free to be you and me: A climate of authenticity alleviates burnout from emotional labor. Journal of Occupational Health Psychology, 17(1), 1–14.Google Scholar
Grandey, A., Frone, M., Melloy, R., & Sayre, G. (2019). When are fakers also drinkers? A self-control view of emotional labor and alcohol consumption among US service workers. Journal of Occupational Health Psychology, 24(4), 482–497.Google Scholar
Grandey, A., & Gabriel, A. (2015). Emotional labor at a crossroads: Where do we go from here? Annual Review of Organizational Psychology and Organizational Behavior, 2, 323–349.Google Scholar
Grandey, A., Houston, L., & Avery, D. R. (2019). Fake it to make it: Emotional labor reduces the racial disparity in service performance judgments. Journal of Management, 45(5), https://doi.org/10.1177/0149206318757019Google Scholar
Grandey, A., Kern, J., & Frone, M. (2007). Verbal abuse from outsiders versus insiders: Comparing frequency, impact on emotional exhaustion, and the role of emotional labor. Journal of Occupational Health Psychology, 12(1), 63–79.Google Scholar
Grandey, A., & Krannitz, M. A. (2016). Emotion regulation at work and at home. In Allen, T & Eby, L (Eds.), The Oxford handbook of work and family (pp. 81–94). New York, NY: Oxford University Press.Google Scholar
Grandey, A. A., & Melloy, R. C. (2017). The state of the heart: Emotional labor as emotion regulation reviewed and revised. Journal of Occupational Health Psychology, 22(3), 407–422, doi:http://dx.doi.org/10.1037/ocp0000067Google Scholar
Grandey, A., Rafaeli, A., Ravid, S., Wirtz, J., & Steiner, D. (2010). Emotion display rules at work in the global service economy: The special case of the customer. Journal of Service Management, 21(3), 388–412.Google Scholar
Grandey, A. A., Rupp, D., & Brice, W. N. (2015). Emotional labor threatens decent work: A proposal to eradicate emotional display rules. Journal of Organizational Behavior, 36, 770–785.CrossRefGoogle Scholar
Gross, J. J. (1998). Antecedent- and response-focused emotion regulation: Divergent consequences for experience, expression, and physiology. Journal of Personality and Social Psychology, 74(1), 224–237.Google Scholar
Groth, M., & Grandey, A. (2012). From bad to worse : Negative exchange spirals in employee–customer service interactions. Organizational Psychology Review, 2(3), 208–233.Google Scholar
Groth, M., Hennig-Thurau, T., & Walsh, G. (2009). Customer reactions to emotional labor: The roles of employee acting strategies and customer detection accuracy. Academy of Management Journal, 52(5), 958–974.CrossRefGoogle Scholar
Hideg, I., & van Kleef, G. A. (2017). When expressions of fake emotions elicit negative reactions: The role of observers’ dialectical thinking. Journal of Organizational Behavior, 38(8), 1196–1212.Google Scholar
Hochschild, A. R. (1983). The managed heart: Commercialization of human feeling. Berkeley: University of California Press.Google Scholar
Hopp, H., Rohrmann, S., Zapf, D., & Hodapp, V. (2010). Psychophysiological effects of emotional dissonance in a face-to-face service interaction. Anxiety, Stress and Coping, 23(4), 399–414.Google Scholar
Houston, L., Grandey, A., & Sawyer, K. (2018). Who cares if “service with a smile” is authentic? An expectancy-based model of customer race and differential service interactions. Organizational Behavior and Human Decision Processes, 144, 86–96.Google Scholar
Huang, J. L., Chiarburu, D. S., Zhang, X., Li, N., & Grandey, A. (2015). Rising to the challenge: Deep acting is more beneficial when tasks are appraised as challenging. Journal of Applied Psychology, 100(5), 1398–1408.Google Scholar
Hülsheger, U. R., Lang, J. W. B., & Maier, G. W. (2010). Emotional labor, strain, and performance: Testing reciprocal relationships in a longitudinal panel study. Journal of Occupational Health Psychology, 15(4), 505–521.Google Scholar
Hülsheger, U. R., Lang, J. W. B., Schewe, A. F., & Zijlstra, F. R. H. (2014). When regulating emotions at work pays off: A diary and an intervention study on emotion regulation and customer tips in service jobs. Journal of Applied Psychology, 100(2), 263–277, http://dx.doi.org/10.1037/a0038229Google Scholar
Hülsheger, U. R., & Schewe, A. F. (2011). On the costs and benefits of emotional labor: A meta-analysis of three decades of research. Journal of Occupational Health Psychology, 16(3), 361–389.Google Scholar
Humphrey, R. H., Ashforth, B. E., & Diefendorff, J. M. (2015). The bright side of emotional labor. Journal of Organizational Behavior, 36, 749–769.Google Scholar
Johnson, H.-A. M., & Spector, P. E. (2007). Service with a smile: Do emotional intelligence, gender, and autonomy moderate the emotional labor process? Journal of Occupational Health Psychology, 12(4), 319–333.Google Scholar
Judge, T. A., Woolf, E. F., & Hurst, C. (2009). Is emotional labor more difficult for some than for others? A multi-level, experience sampling study. Personnel Psychology, 62, 57–88.Google Scholar
Kammeyer-Mueller, J. D., Rubenstein, A. L., Long, D. M., Odio, M. A., Buckman, B. R., Zhang, Y., & Halvorsen-Ganepola, M. D. K. (2013). A meta-analytic structural model of dispositional affectivity and emotional labor. Personnel Psychology, 66, 47–90.Google Scholar
Kim, E., Bhave, D. P., & Glomb, T. M. (2013). Emotion regulation in workgroups: The roles of demographic diversity and relational work context. Personnel Psychology, 66, 613–614.CrossRefGoogle Scholar
Krannitz, M. A., Grandey, A., Liu, S., & Almeida, D. (2015). Workplace surface acting and marital partner discontent: Anxiety and exhaustion spillover mechanisms. Journal of Occupational Health Psychology, 20(3), 314–325.Google Scholar
Lennard, A. C., Scott, B. A., & Johnson, R. E. (2019). Turning frowns (and smiles) upside down: A multilevel examination of surface acting positive and negative emotions on well-being. Journal of Applied Psychology, 4, doi:10.1037/apl0000400Google Scholar
Levy, K. (2018). How faking your feelings at work can be damaging. BBC Worklife, 20 June, www.bbc.com/worklife/article/20180619-why-suppressing-anger-at-work-is-badGoogle Scholar
Mallory, D., & Rupp, D. E. (2017). Focusing in on the emotion laborer: Emotion regulation at work. In Baumeister, R & Vohs, K (Eds.), Handbook of self-regulation: research, theory, and applications (3rd edition, pp. 323–344). New York, NY: Guilford.Google Scholar
Maneotis, S. M., Grandey, A., & Krauss, A. D. (2014). Understanding the “why” as well as the “how”: Service performance is a function of prosocial motives and emotional labor. Human Performance, 27, 1–18.Google Scholar
McCance, A. S., Nye, C. D., Wang, L., Jones, K. S., & Chiu, C. (2013). Alleviating the burden of emotional labor: The role of social sharing. Journal of Management, 39(2), 392–415.Google Scholar
Melwani, S., & Barsade, S. G. (2011). Held in contempt: The psychological, interpersonal, and performance consequences of contempt in a work context. Journal of Personality and Social Psychology, 101(3), 503–520.Google Scholar
Mesmer-Magnus, J. R., DeChurch, L. A., & Wax, A. (2012). Moving emotional labor beyond surface and deep acting: A discordance–congruence perspective. Organizational Psychology Review, 2(1), 6–53.Google Scholar
Nguyen, H., Groth, M., & Johnson, A. (2016). When the going gets tough, the tough keep working: Impact of emotional labor on absenteeism. Journal of Management, 42(3), 615–643.Google Scholar
Parke, M. R., & Seo, M. G. (2017). The role of affect climate in organizational effectiveness. Academy of Management Review, 42(2), 334–360.Google Scholar
Pugh, S. D., Diefendorff, J. M., & Moran, C. M. (2013). Emotional labor: Organization-level influences, strategies, and outcomes. In Grandey, A. A., Diefendorff, J. M., & Rupp, D. E. (Eds.), Emotional labor in the 21st century: Diverse perspectives on emotion regulation at work. New York, NY: Psychology/Routledge.Google Scholar
Pugh, S. D., Groth, M., & Hennig-Thurau, T. (2011). Willing and able to fake emotions: A closer examination of the link between emotional dissonance and employee well-being. Journal of Applied Psychology, 96(2), 377–390.CrossRefGoogle ScholarPubMed
Rafaeli, A., & Sutton, R. I. (1991). Emotional contrast strategies as means of social influence: Lessons from criminal interrogators and bill collectors. Academy of Management Journal, 34(4), 749–775.Google Scholar
Sayre, G., Grandey, A., & Chi, N.-W. (2018). Emotional labor and alcohol use: Why and when regulating at work helps or harms regulating after work. Paper presented at the Annual Conference of the Society for Industrial and Organizational Psychology, Chicago, IL.Google Scholar
Scott, B., & Barnes, C. M. (2011). A multilevel field investigation of emotional labor, affect, work withdrawal, and gender. Academy of Management Journal, 54, 116–136.Google Scholar
Scott, B. A., Barnes, C. M., & Wagner, D. T. (2012). Chameleonic or consistent? A multilevel investigation of emotional labor variability and self-monitoring. Academy of Management Journal, 55(4), 905–926.Google Scholar
Semmer, N. K., Messerli, L., & Tschan, F. (2016). Disentangling the components of surface acting in emotion work: Experiencing emotions may be as important as regulating them. Journal of Applied Social Psychology, 46, 46–64.Google Scholar
Sliter, M., Jex, S., Wolford, K., & McInnerney, J. (2010). How rude! Emotional labor as a mediator between customer incivility and employee outcomes. Journal of Occupational Health Psychology, 15(4), 468–481.Google Scholar
Trougakos, J. P., Beal, D. J., Cheng, B. H., Hideg, I., & Zweig, D. (2015). Too drained to help: A resource depletion perspective on daily interpersonal citizenship behaviors. Journal of Applied Psychology, 100(1), 227–236.Google Scholar
Trougakos, J. P., Jackson, C. L., & Beal, D. J. (2011). Service without a smile: Comparing the consequences of neutral and positive display rules. Journal of Applied Psychology, 96(2), 350–362.Google Scholar
Uy, M., Lin, K., & Ilies, R. (2016). Is it better to give or receive? The role of help in buffering the depleting effects of surface acting. Academy of Management Journal, 60(4), https://doi.org/10.5465/amj.2015.0611Google Scholar
van Kleef, G. A., De Dreu, C. K. W., & Manstead, A. S. R. (2004). The interpersonal effects of anger and happiness in negotiations. Journal of Personality and Social Psychology, 86(1), 57–76.Google Scholar
Von Gilsa, L., Zapf, D., Ohly, S., Trumpold, K., & Machowski, S. (2014). There is more than obeying display rules: Service employees’ motives for emotion regulation in customer interactions. European Journal of Work and Organizational Psychology, 23(6), 884–896, doi:10.1080/1359432X.2013.839548Google Scholar
Wagner, D. T., Barnes, C. M., & Scott, B. A. (2014). Driving it home: How workplace emotional labor harms employee home life. Personnel Psychology, 67(2), 487–516.Google Scholar
Wang, K. L., & Groth, M. (2014). Buffering the negative effects of employee surface acting: The moderating role of employee–customer relationship strength and personalized services. Journal of Applied Psychology, 99(2), 341–350.Google Scholar
Wu, T. Y., & Hu, C. (2013). Abusive supervision and subordinate emotional labor: The moderating role of openness personality. Journal of Applied Social Psychology, 43(5), 956–970.Google Scholar
Xanthopoulou, D., Bakker, A. B., Oerlemans, W. G., & Koszucka, M. (2018). Need for recovery after emotional labor: Differential effects of daily deep and surface acting. Journal of Organizational Behavior, 39(4), 481–494.Google Scholar
Yagil, D., & Medler-Liraz, H. (2017). Personally committed to emotional labor: Surface acting, emotional exhaustion and performance among service employees with a strong need to belong. Journal of Occupational Health Psychology, 22(4), 481–491.Google Scholar
Yam, K. C., Fehr, R., Keng-Highberger, F. T., Klotz, A. C., & Reynolds, S. (2016). Out of control: A self-control perspective on the link between surface acting and abusive supervision. Journal of Applied Psychology, 101(2), 292–301.Google Scholar
Yanchus, N. J., Eby, L. T., Lance, C. E., & Drollinger, S. (2010). The impact of emotional labor on work–family outcomes. Journal of Vocational Behavior, 76(1), 105–117.Google Scholar
Zhan, Y., Wang, M., & Shi, J. (2015). Interpersonal process of emotional labor: The role of negative and positive customer treatment. Personnel Psychology, https://doi.org/10.1111/peps.12114Google Scholar

Save book to Kindle

To save this book to your Kindle, first ensure coreplatform@cambridge.org is added to your Approved Personal Document E-mail List under your Personal Document Settings on the Manage Your Content and Devices page of your Amazon account. Then enter the ‘name’ part of your Kindle email address below. Find out more about saving to your Kindle.

Note you can select to save to either the @free.kindle.com or @kindle.com variations. ‘@free.kindle.com’ emails are free but can only be saved to your device when it is connected to wi-fi. ‘@kindle.com’ emails can be delivered even when you are not connected to wi-fi, but note that service fees apply.

Find out more about the Kindle Personal Document Service.

Available formats
×

Save book to Dropbox

To save content items to your account, please confirm that you agree to abide by our usage policies. If this is the first time you use this feature, you will be asked to authorise Cambridge Core to connect with your account. Find out more about saving content to Dropbox.

Available formats
×

Save book to Google Drive

To save content items to your account, please confirm that you agree to abide by our usage policies. If this is the first time you use this feature, you will be asked to authorise Cambridge Core to connect with your account. Find out more about saving content to Google Drive.

Available formats
×