Antecedents and Consequences of Real-Time Affective Reactions at Work

Based partly on Weiss and Cropanzano's (H. M. Weiss & R. Cropanzano, 1996) Affective Events Theory, hypotheses were stated about likely antecedents and consequences of positive and negative real-time affective reactions at work. Somewhat different antecedents and consequences were predicted for positive as opposed to negative affective reactions. Affective reactions were operationalized as the average of up to 50 reports of momentary positive and negative feelings collected at work over a 2-week period. Structural equation analyses suggest that the data are consistent with the theoretical model proposed. As expected, job characteristics and positive dispositional affectivity predict positive affective reactions, role conflict and negative affectivity predict negative affective reactions, positive affective reactions predict affective commitment and helping behavior, and intention to leave is predicted by attitudes rather than by affective reactions. The results are consistent with Affective Events Theory as well as with 2-domain models that propose different causes and consequences of positive versus negative affect.     

Affective States and Traits in the Workplace: Diary and Survey Data from Young Workers

This study investigated proposed paths of the affective events theory (AET; H. M. Weiss & R. Cropanzano, 1996), with part-time employees completing surveys at 2 points in time and completing an event-contingent diary over 2 weeks. In support of AET, negative affectivity (Time 1) related to negative emotional reactions at work. Negative emotional reactions were associated with intention to leave the job (Time 2). This relationship was especially strong for the sadness emotions (disappointed, depressed, unhappy). Positive affectivity (Time 1) directly related to job satisfaction (Time 2), but only weakly predicted positive emotional reactions at work (aggregated over 2 weeks). Qualitative data provided information about work affective events and affect-driven behaviors. Interpersonal mistreatment from customers were the most frequent cause of anger and resulted in faking expressions about 50% of the time. Recognition from supervisors for work performance was the main cause of pride.     

情感事件理论的内容、应用及研究展望

组织中的情绪情感研究逐渐成为了学界关注的热点, 情感事件理论的出现为该领域研究提供了一个整合的框架。情感事件理论认为员工在工作中的情感反应由特定的工作事件引发, 这些情感反应会进一步影响员工的态度与行为。该理论区分了情感反应与工作满意度的差异, 并在对工作满意度解构的基础上提出了情感驱动型和判断驱动型两类不同性质的行为。情感事件理论对研究组织成员情感反应的作用机制具有重要的指导意义, 但另一方面它也需考虑团体层次情感机制及测量方法等因素, 在更加具体的情境中进一步验证和完善。     

Organizational Justice,Change Anxiety,and Acceptance of Downsizing: Preliminary Tests of an AET-Based Model

This study tested an AET-based model that integrates cognitions (justice perceptions) and emotions (change anxiety) to explain the effects of change program characteristics on employees' acceptance of downsizing and other work attitudes. Seventy-one employees from an organization that was undergoing downsizing participated in the study. Path analyses and a Q index of .992 offered preliminary support for the proposed model by showing that procedural justice and change anxiety explained the effects of change management procedures on acceptance of downsizing, while interactional justice and change anxiety explained the effects of the quality of change communications on trust in the change managers. Although distributive justice did not have the predicted direct effect on employee morale, it helped explain the effects of procedures on acceptance of change and morale by helping reduce anxiety about the change. Together, these findings support the utility of an AET-based framework in helping understand employee responses to downsizing.     

医生服务态度的实证研究

医生的服务态度是医学人文关怀的具体形态.采用自行设计的调查问卷,在江苏省某大型综合性三甲医院对医生服务态度的耐心、专注、语言、神态、情绪、倾听、告知、解释、微笑、共情十个方面进行双向调查.通过统计分析发现,医生的服务态度是影响医患关系的重要制约因素,且医患双方对于医生服务态度表现的评估有显著性差异.服务态度管理是医院管理的重要内容,对服务态度的考核应进入考核体系.服务态度的改善必将有利于医院人文形象的构建,有利于和谐医患关系的构建,有利于医疗质量的提高.     

Affective and cognitive predictors of affective response to exercise: Examining unique and overlapping variance

ObjectivesAffective response to exercise has been suggested as an important factor in determining regular exercise. However, it is unclear the extent to which anticipatory affect factors (affective attitudes, implicit associations, and affective associations), anticipated affect factors (anticipated regret, anticipated pride), and cognitive factors (self-efficacy, intentions) explain overlapping or unique variance in affective response to exercise.DesignWe systematically examined the extent to which these various affective and cognitive factors relevant to exercise predict affective response, and determined the extent to which these factors account for unique or overlapping variance in affective response.MethodHealthy young adults (N = 69) completed measures of affective attitudes, affective associations, implicit associations, anticipated affect, self-efficacy, and exercise intentions. Participants then exercised for 20-min at moderate intensity on a treadmill, during and after which they reported their affective response. Using variables that were independent predictors, we conducted multivariate analyses to determine which factors account for unique variance in affective response to exercise.ResultsIn three of four multivariate models, both anticipated and anticipatory affect variables explained unique variance in affective response during exercise. Only anticipatory affect variables accounted for unique variance in affective response immediately post-exercise. Finally, the association between exercise self-efficacy and affective response during-exercise was rendered non-significant after controlling for affective factors in all three multivariate models.ConclusionsThe unique associations between affective response to exercise and affective, but not cognitive, factors elucidate key predictors of affective response during- and post-exercise.     

Social Support at Work and Affective Commitment to the Organization: The Moderating Effect of Job Resource Adequacy and Ambient Conditions

ABSTRACT

This study investigated whether both supervisor and coworker support may be positively related to affective commitment to the organization on one hand; and on the other hand, it examined the moderating effect of job resource adequacy and ambient conditions on these relationships. The sample included 215 participants working within a health care organization. Results of regression analysis showed that supervisor and coworker support have an additive effect on affective commitment. Hierarchical regression analyses indicated that supervisor and coworker support are more strongly related to affective commitment when job resource adequacy is high. Furthermore, ambient conditions moderate the relationship between supervisor support and affective commitment in such a way that favorable ambient conditions strengthen this relationship. Overall, these findings reinforce the importance of taking into account contingent factors in the study of antecedents of affective commitment to the organization.     

Active and passive memory: States, attitudes, and strategies

Six experiments examined the effect of active and passive processing strategies upon recall of verbal and figural material. The strategies were induced at three levels of instructional specificity, referred to as strategy states, strategy attitudes, and specified strategies. The defining attributes of active strategies were a high degree of task control combined with a high degree of self-involvement, whereas passive strategies were conversely defined by low degrees of task control and self-involvement. The tasks, including free and serial recall lists, text reproduction and reasoning tasks, varied in familiarity. In line with the expectations the results showed active strategies to be superior with moderately familiar tasks, and with reasonably precise strategy instructions. With unspecified strategy instructions, and with highly familiar and highly unfamiliar tasks, less difference between active and passive strategies was obtained. The superiority of active processing was thus found to depend both on type of task and on the specificity level of the strategies induced.     

Affective and cognitive attitudes,uncertainty avoidance and intention to obtain genetic testing: An extension of the Theory of Planned Behaviour

To ensure successful implementation of genetic screening and counselling according to patients best interests, the attitudes and motives of the public are important to consider. The aim of this study was to apply a theoretical framework in order to investigate which individual and disease characteristics might facilitate the uptake of genetic testing. A questionnaire using an extended version of the Theory of Planned Behaviour was developed to assess the predictive value of affective and cognitive expected outcomes, subjective norms, perceived control and uncertainty avoidance on the intention to undergo genetic testing. In addition to these individual characteristics, the predictive power of two disease characteristics was investigated by systematically varying the diseases fatality and penetrance (i.e. the probability of getting ill in case one is a mutation carrier). This resulted in four versions of the questionnaire which was mailed to a random sample of 2400 Norwegians. Results showed genetic test interest to be quite high, and to vary depending on the characteristics of the disease, with participants preferring tests for highly penetrant diseases. The most important individual predictor was uncertainty avoidance.     

Engagement and Disengagement in Mutual-Help Addiction Recovery Housing: A Test of Affective Events Theory

This study tested an affective events theory (AET) model in the Oxford House network of recovery homes. Residents’ congruence with their home (P–E fit) was hypothesized to directly influence behavior that supported the house and other residents—citizenship behavior. We further hypothesized P–E fit would be related to member intentions to leave, with attitudes toward the home mediating that relationship. To assess this, we administered a cross‐sectional national survey to 296 residents of 83 randomly selected Oxford Houses. Although the AET model demonstrated good fit with the data, an alternative model fit better. This alternative model suggested an additional indirect relationship between P–E fit and citizenship mediated by attitudes. Results suggested affective experiences such as feeling like one fits with a community may influence engagement and disengagement. There appears to be a direct influence of fit on citizenship behavior and an indirect influence of fit through recovery home attitudes on both citizenship and intentions to leave the home. We conclude affective experiences could be important for community engagement and disengagement but AET may need to integrate cognitive dissonance theory.     

Associations among Challenge Stress,Hindrance Stress,and Employees' Innovative Work Behavior: Mediation Effects of Thriving at Work and Emotional Exhaustion

Employees' innovative work behavior (IWB) is one of the key factors in improving organizational competitiveness. Previous studies show that challenge and hindrance stress can impact employees' IWB, but our understanding of the exact mechanism underlying the impact is still limited. The present study employed four scales (Challenge and Hindrance Stress Scale, Thriving at Work Scale, Chinese Emotional Exhaustion Scale, and Employee Innovative Behavior Scale) to collect questionnaire data from 789 employees in diverse organizations via an online platform. A two-path mediation model was constructed. The results show that: (a) challenge stress positively predicted thriving at work and IWB; (b) thriving at work played a partial mediation effect between challenge stress and IWB; (c) hindrance stress negatively predicted thriving at work and positively predicted emotional exhaustion; and (4) hindrance stress did not directly impact IWB while thriving at work and emotional exhaustion were main mediators in the relationship between hindrance stress and IWB. These findings suggest that employees should sensibly cope with different work stresses, while managers should plan work tasks scientifically and give employees adequate opportunities to learn and rest in order to keep them in a positive state to solve problems and work creatively.     

情绪韵律调节情绪词识别的ERP研究

采用韵律/词汇干扰范式和延迟匹配任务, 通过两个ERP实验, 考察了汉语口语中情绪韵律能否、以及如何调节情绪词的识别。实验一中, 不同类型的情绪韵律分组呈现, ERP结果显示, 同与情绪韵律效价一致的情绪词相比, 与情绪韵律效价不一致的情绪词诱发了走向更负的P200、N300和N400成分; 实验二中, 不同类型的情绪韵律随机呈现, 上述效价一致性效应依然存在。实验结果表明, 情绪韵律能够调节情绪词识别, 主要表现在对情绪词的音韵编码和语义加工的双重易化上。     

Teachers Matter: An Examination of Student-Teacher Relationships,Attitudes Toward Bullying,and Bullying Behavior

This study investigated the influence of student-teacher relationships and attitudes toward bullying on middle school students' bullying behaviors. Gender and grade differences were also examined. Data were collected from 435 middle school students. Results indicated that students' attitudes toward bullying mediated the relationship between student-teacher relationships and physical and verbal/relational bullying. There was a significant group difference on student-teacher relationships and attitudes toward bullying between bully, bully-victim, victim, and bystander groups and students not involved in bullying. In addition, sixth graders reported significantly more positive student-teacher relationships than seventh and eighth graders. Implications for the role of both cognitive and behavioral bullying intervention and prevention efforts are discussed.     

知识员工团队工作自主性与效能的关系研究

团队日益成为新经济时代背景下知识员工工作的主要方式。追求工作自主性同时也被认为是知识员工的核心特征之一。对杭州地区13家企业的35个工作团队的调查发现,工作自主性是一个二阶单因素结构,包含三个子维度:方法、进度和标准的自主性。回归分析显示:领导者信任在知识员工团队工作自主性与团队激励间起正向调节作用;反馈在团队激励与团队工作绩效及满意感间起负向调节作用。     

Not Just Doing Time: Distinct Typologies of Attitudes and Emotions among Juvenile Justice‐Involved Youth

Adolescents’ views of the legal system, just world beliefs, and moral emotions are interrelated and form an important frame of reference, particularly for young people involved in the juvenile justice system. Yet past scholarship has generally treated these as independent indices of youths’ experience. This study took a person‐centered, latent profile approach to attitudes and beliefs among 136 male youth incarcerated within secure US juvenile facilities. Three heterogeneous profiles were found (negative attitudes/low emotion, moderate attitudes/mixed emotions, and positive attitudes/positive emotion) which were differentially associated with antisocial behavior. Youth who belonged to historically marginalized populations had significantly lower odds of belonging to a protective profile characterized by positive legal attitudes, just world beliefs, and emotions (positive attitudes/positive emotion). Findings highlight our gaps in understanding young people’s experiences with legal and judicial entities and illustrate significant heterogeneity in youth’s frame of reference within the juvenile justice system.     

工作越轨行为的结构与组织公民行为的关系：一项实证检验

新近出现的绩效结构理论认为员工绩效包括角色内行为、组织公民行为和工作越轨行为三种类型。然而在后两种行为的关系上,当前研究者还未达成一致意见。文章综合采用三种方式证实了组织公民行为和工作越轨行为是两种完全不同的行为类型,而不是一种行为的两种性质不同的表现,从而为三维绩效模型的合理性提供了间接支持。在此基础上,研究还证实了工作越轨行为中两种成分（组织越轨和人际越轨）的不同。文章最后对研究结果进行了讨论,并指出了未来研究方向。     

工作幸福感：概念、测量水平与因果模型

工作幸福感是个体工作目标和潜能充分实现的心理感受及愉悦体验, 是一个需要组织和个人持久努力和投资的动态过程, 包括工作投入、心流体验、工作旺盛感、工作满意度、工作积极情感等宽泛的结构。有必要从暂时、个体和单元三个水平对工作幸福感进行研究。随着研究方法的进展, 工作幸福感的研究呈现出个体差异和个体内波动结合的趋势。工作幸福感多水平动态形成机制模型整合了组织和工作环境因素、个人特征以及人与环境的交互作用, 体现了工作幸福感的动态特征, 解释了人类基本心理需要的满足是工作幸福感形成的心理机制。外溢?交叉动态模型解释了幸福感在不同生活领域的外溢以及在工作团队成员或家庭配偶之间的传递, 有助于推动工作幸福感不同测量水平的效应研究。未来需要通过实证研究检验工作幸福感的动态因果模型, 探讨不同水平的工作幸福感对绩效的影响机制, 更多地研究心流体验、心理旺盛感、高兴和自豪等工作幸福感指标, 加强对工作幸福感的干预研究。     

Work Attitudes and Emotional Responses of Permanent, Voluntary, and Involuntary Temporary-help Employees: An Exploratory Study

On souhaite, avec cette recherche, compléter les travaux empiriques encore rares concernant l'impact du travail intérimaire sur les salarids concerned. On a comparé un échantillon de 90 intérimaires à un autre échantillon composé de 134 titulaires pour ce qui est de l'implication dans le travail, de la satisfaction professionnelle et du stress. Conformément au schema theorique et aux hypothèses opératoires issus de leurs propres déclarations, les intérimaires ont été séparés en deux sous-groupes sur la base du (non) volontariat pour cette forme de travail. Une analyse de variance multivariée (MANOVA) et une analyse de covariance multivariée (MANCOVA) ont mis en évidence des différences significatives au niveau de la satisfaction, mais pas de la motivation, ni du stress lié au rôle.
The current research is an attempt to extend the scant empirical literature addressing the impact of the temporary-help work arrangement on the temporary-help employees (THEs) employed under that arrangement. A sample of 90 THEs was compared to a sample of 134 permanent employees with respect to work involvement, work satisfaction, and stress measures. In accordance with the conceptual framework and the operational hypotheses that were derived and based on their own statements, THEs were divided into those who work on that arrangement voluntarily as opposed to those who worked as THEs involuntarily. Multivariate analysis of variance (MANOVA) and multivariate analysis of covariance (MANCOVA) revealed significant differences only with regard to satisfaction measures and not for work involvement or role stress measures.     

不同情感强度正性生活事件的情感和行为反应:多模型的检验和整合

3个实验探讨情感强度不同正性生活事件对个体情感和行为反应的影响。发现:(1)面对复合正性生活事件(1高正+1低正),个体会感觉比面对1个单独的高正性情感强度事件的正性感受更低,出现平均效应,2个正性生活事件不如1个好;进一步研究发现:(2)当复合正性生活事件为异类时,出现平均效应;当事件为同类时,出现累加效应;(3)当复合正性生活事件有明显的时间特点时,个体加工符合峰-终定律的解释。     

The Thrill of Creative Effort at Work: An Empirical Study on Work,Creative Effort and Well-Being

The connections between creative effort at work and four measures of subjective well-being are studied using data on a sample of 922 Jewish Israeli adults who are salaried employees. The paper finds that self-reported creative effort aimed at making work more enjoyable is positively associated with global evaluation of life; with purpose and meaning in life, and with positive emotions. No significant link with negative emotions was found. This study also finds significant associations with three additional intrinsic features of work-creative tasks; independence at work and intellectual work-and various measures of subjective well-being, even when controlling for age, gender, marital status, having children, education, time worked, financial satisfaction, subjective health and religiosity. The robustness of the links between intrinsic features of work and subjective well-being demonstrate that work serves not only as a means to material ends, but also as a direct source of personal happiness, meaning and satisfaction.