另外，針對服務性組織的員工，離開組織(例如：曠職、離職)也是一種情緒調

另外，針對服務性組織的員工，離開組織(例如：曠職、離職)也是一種情緒調節方式，員工可以在顧客接近時選擇逃避，但這可能導致服務品質降低，也會對員工帶來負面後果(Grandey, 2000)。

結果 (英文) 1:

In addition, the staff for the service organization, leaving the organization (eg: absenteeism, turnover) is also an emotion regulation, employees can choose to escape when a customer approaches, but this may lead to lower quality of service, will also have negative consequences for employees ( Grandey, 2000).

結果 (英文) 2:

"In addition, leaving an organization for employees of a service organization (e.g. absenteeism, departure) is also an emotional mode of regulation, and employees can choose to escape as customers approach, but this can lead to reduced quality of service and negative consequences for employees (Grandey, 2000)."

結果 (英文) 3:

In addition, for employees of service-oriented organizations, leaving the organization (such as absenteeism, resignation) is also a way of emotional adjustment. Employees can choose to escape when customers are close to them, but this may lead to the decrease of service quality and also bring negative consequences to employees (Grandey, 2000).