共查询到20条相似文献，搜索用时 0 毫秒
1.
2.
3.
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. 相似文献
4.
Natascha de Hoog Peter Verboon 《British journal of psychology (London, England : 1953)》2020,111(2):157-173
There is evidence that exposure to negative news is making people feel bad, but not much is known about why this only affects some people or whether this also applies to everyday news exposure. This study examined the direct and indirect effects of daily news exposure on people's affective states. Using ecological momentary assessment (EMA), 63 respondents (24 men and 39 women) reported their news exposure and affective states five times a day for 10 days. In addition, personal relevance of the news and personality characteristics, neuroticism and extraversion, were assessed. Results showed that negative news perceptions were related to more negative affect and less positive affect, and these effects were moderated by personal relevance, but not personality characteristics. The implications of these outcomes are discussed. 相似文献
5.
Denise M. Quinlan Nicola Swain Claire Cameron Dianne A. Vella-Brodrick 《The journal of positive psychology》2015,10(1):77-89
Interventions that identify and develop character strengths have been shown to benefit well-being, academic engagement and achievement. Strengths research within positive psychology has focused primarily on individual outcomes with less attention on group or relationships effects. This study (N?=?193) examined the effect of a classroom-based strengths intervention on class cohesion and friction, relatedness, engagement, well-being and strengths use. A six-session programme was trialled with 9–12-year-old students. Students learned to recognise strengths and practised strengths-related goal setting. At three-months post-test, multi-level modelling indicated that intervention group participants scored significantly higher on class cohesion and relatedness need satisfaction, and lower on class friction than the non-randomised control group. Programme participants also reported higher levels of positive affect, classroom engagement, autonomy need satisfaction and strengths use. School-based strengths interventions may influence individual perceptions of class climate, engagement and student relatedness in addition to individual well-being. 相似文献
6.
Ian M. Evans PhD 《Child & family behavior therapy》2013,35(4):257-271
Affective priming is a technique used in experimental psychology to investigate the organization of emotional schemata not fully available to conscious awareness. The presentation of stimuli (the prime) with strong positive emotional valence alters the accessibility of positive stimuli within the individual's emotionally encoded cognitive system. By altering the valence of internal stimuli, it offers a method for influencing families, caregivers, and teachers serving as mediators in child behavior therapy. The need for priming is greatest where adults involved in therapy as agents of child behavior change have such negative feelings toward the targeted client, or to the therapeutic context, that acceptance and engagement with therapy are compromised. Examples of how positive affective priming might be used clinically are provided. 相似文献
7.
Mariola Laguna 《Asian Journal of Social Psychology》2019,22(2):133-139
As a higher order latent construct, positive orientation captures the common core of an individual's beliefs concerning oneself, life, and the future. This article aims at explaining how positive orientation may relate to activity engagement and stimulate persistence in action. It presents the beliefs‐affect‐engagement model, postulating that positive orientation stimulates positive affect, which in turn fosters activity engagement. A distinction between the trait and state components of positive orientation also is made, and specific mechanisms explaining engagement and persistence concerning the trait and two state components of each construct (relatively stable and temporal‐specific aspects of a state) are discussed. The proposed model may contribute to further development of the positive orientation theory. 相似文献
8.
Kai C. Bormann 《European Journal of Work and Organizational Psychology》2017,26(4):590-600
The aim of this study was to advance literature on ethical leadership towards its day-level application. Daily ethical leadership is defined as ethical leadership behaviours a leader exhibits on a given day. Beneficial effects of daily ethical leadership on daily helping behaviour and daily counterproductive work behaviour via daily work engagement were examined. Furthermore, yesterday’s abusive supervision was postulated to moderate the impact of today’s ethical leadership on work engagement indicating moderated mediation. The relationship between daily ethical leadership and daily work engagement should be stronger when previous abusive supervision was high. This model was tested using an experience sampling methodology spread over 5 working days. The sample consisted of 241 employees from different organizations. Results supported the beneficial indirect impact of daily ethical leadership on daily helping through strengthening daily work engagement. The indirect effect was non-significant for daily counterproductive work behaviour. Consistent with theoretical assumptions, both indirect effects were strongest with high previous abusive supervision and diminished when previous abusive supervision was low. Implications for leadership research and managerial practice are discussed. 相似文献
9.
Marianne van Woerkom Wido Oerlemans Arnold B. Bakker 《European Journal of Work and Organizational Psychology》2016,25(3):384-397
The present study among 65 civil engineers investigates the impact of organizational support for strengths use on weekly work engagement and proactive behaviour. Positive psychology postulates that strengths use makes people feel authentic and efficacious. We argue that employees use these positive psychological states as resources that fuel work engagement and proactive work behaviour. Participants completed a general questionnaire regarding strengths use support, and a weekly quantitative diary questionnaire regarding their strengths use, self-efficacy, work engagement, and proactive behaviour over a period of five consecutive workweeks. In line with the hypotheses, the results of multilevel structural equation analyses showed that organizational strengths use support was positively related to weekly strengths use. Furthermore, the results indicated that weekly strengths use was positively related to weekly work engagement and proactive behaviour, through weekly self-efficacy (sequential mediation). Although strengths use support contributed indirectly to work engagement (mediated by strengths use and self-efficacy), there was no significant indirect relationship with proactive behaviour. Our study indicates that strengths use is associated with employees’ levels of self-efficacy, work engagement, and proactive behaviour and that organizations can help employees to use their strengths more often by giving them the opportunity to do what they are good at. 相似文献
10.
11.
《Behavior Therapy》2023,54(5):734-746
Engagement in activities increases positive affect (Reward Path 1), which subsequently reinforces motivation (Reward Path 2), and hence future engagement in activities (Reward Path 3). Strong connections between these three reward loop components are considered adaptive, and might be disturbed in depression. Although some ecological nomentary assessment (EMA) studies have investigated the cross-sectional association between separate reward paths and individuals’ level of depression, no EMA study has looked into the association between individuals’ reward loop strength and depressive symptom course. The present EMA study assessed reward loop functioning (5x/day, 28 days) of 46 outpatients starting depression treatment at secondary mental health services and monitored with the Inventory of Depressive Symptomatology—Self-Report (IDS-SR) during a 7-month period. Results of multilevel regression analyses showed significant within-person associations for Reward Path 1 (b = 0.21, p < .001), Reward Path 2 (b = 0.43, p < .001), and Reward Path 3 (b = 0.20, p < .001). Stronger average reward loops (i.e., within-person mean of all reward paths) did not relate to participants’ improvement in depressive symptoms over time. Path-specific results revealed that Reward Paths 1 and 2 may have partly opposite effects on depressive symptom course. Together, our findings suggest that reward processes in daily life might be best studied separately and that further investigation is warranted to explore under what circumstances strong paths are adaptive or not. 相似文献
12.
Remus Ilies Helen Pluut Sherry S. Y. Aw 《European Journal of Work and Organizational Psychology》2013,22(6):848-852
In this article, we attempt to integrate the commentaries to our position paper on intra-individual models of employee well-being (EWB; Ilies, R., Aw, S. S. Y., & Pluut, H. (2015). Intraindividual models of employee well-being: What have we learned and where do we go from here? European Journal of Work and Organizational Psychology, Advance online publication) of Bakker (2015. Towards a multilevel approach of employee well-being. European Journal of Work and Organizational Psychology, Advance online publication) and Cropanzano and Dasborough (2015. Dynamic models of well-being: Implications of affective events theory for expanding current views on personality and climate. European Journal of Work and Organizational Psychology, Advance online publication) with our original suggestions into a discussion and a set of recommendations aimed at moving theory and research on EWB forward. We hope that this effort, along with our position paper and the two commentaries, will lead to the development of a more comprehensive model of EWB and will stimulate new and interesting research on the topic. 相似文献
13.
Russell Cropanzano Marie T. Dasborough 《European Journal of Work and Organizational Psychology》2013,22(6):844-847
Research investigations into employee well-being (EWB) have tended to take a between-individual approach, which highlights differences among people. This traditional paradigm has been complemented by examinations of intraindividual EWB, which explores within-person variation over periods of time. Drawing on affective events theory (AET), we further elaborate the implications of intraindividual EWB for two reasonably stable sets of constructs—personality traits and affective climates. We argue that the intraindividual paradigm challenges scholars to rethink what they mean by stability, concluding that stability can be conceptualized in two ways—as reasonably consistent levels of affect and predictable patterns of affective change. 相似文献
14.
正、负性情绪的跨文化心理测量:PANAS维度结构检验 总被引：13，自引：1，他引：13
对中国大学生(N=201)和美国大学生(N=321)进行PANAS测评,以检验该量表中、英文版的因素效度。探索性因素分析会聚性地验证了该量表的PA和NA两维度结构具有跨文化一致性,中、英文量表两因子的累积方差贡献率分别为51.31％和44．25％,接近Watson等的研究结果。然而研究结果也显示测项偏差问题,因此中文量表的PA分量表的测项组成不等同于原量表。中、英文量表的PA与NA分量表同样具有较高内在一致性信度,表明其符合心理测量学要求。 相似文献
15.
16.
Arnold B. Bakker 《European Journal of Work and Organizational Psychology》2013,22(6):839-843
In this commentary, I respond to Ilies, Aw & Pluut’s (Intraindividual models of employee well-being: What have we learned and where do we go from here?, European Journal of Work and Organizational Psychology, in press) call for a theory that distinguishes between traits and states of employee well-being. I use Job Demands–Resources theory to illustrate how we may integrate within- and between-person approaches and findings to design an overall multilevel model of employee well-being. My perspective builds on Ilies et al. and recent findings of research combining relatively stable “traits” with fluctuating states of employee well-being. My goals with this commentary are three-fold: (1) give more insight into possible differences between variables at different levels of analysis; (2) use research to show how trait and state levels of (predictors of) employee well-being may interact; (3) propose a multilevel model that may stimulate future research on the topic. 相似文献
17.
Evangelia Demerouti Maria C. W. Peeters 《Journal of Occupational & Organizational Psychology》2018,91(2):209-234
Zooming into reduction‐oriented job crafting among employees, next to minimizing demands (i.e., making a job less strenuous), we introduced optimizing demands (i.e., simplifying the job and making work processes more efficient) and suggested that optimizing demands should be positively related to work engagement, whereas minimizing demands negatively related to work engagement. Moreover, we suggested that both forms of reduction‐oriented crafting can be transferred among colleagues, and this will particularly occur in jobs that are high on demands (workload and emotional demands), low on resources (autonomy), and when the colleagues have a high‐quality relationship. We examined these hypotheses among 65 dyads of employees who filled in a general questionnaire and a diary for three working days. Multilevel analyses supported the transmission of both job crafting dimensions among colleagues. Moreover, there is more transmission of minimizing demands among colleagues when workload and emotional demands are high and autonomy is low. Additionally, optimizing demands was transmitted among colleagues when autonomy was low and quality of relationship with colleague was high. Optimizing demands was positively related to work engagement, whereas minimizing demands was unrelated to work engagement. These findings imply that optimizing demands is a favourable behaviour and can be transmitted among colleagues under specific conditions.
Practitioner points
- Working smarter is related to higher work engagement
- Employees model their colleague's proactive behaviour
- Unfavourable working conditions stimulate modelling behaviour of colleagues
18.
Theresa Goecke Florian Kunze 《European Journal of Work and Organizational Psychology》2020,29(3):462-476
ABSTRACT Most Western societies face the challenge of steadily ageing workforces. In recent decades, research on ageing has intensively focused on the subjective age concept to understand the challenges and risks of increasingly ageing workforces. Nevertheless, the subjective age construct is subject to several conceptual uncertainties, namely, regarding its stability and potential work-specific drivers of subjective age. We address these limitations by a) investigating the stability of subjective age in a worker sample, and b) identifying work-specific drivers (e.g., negative work events, positive work events, work stress) of subjective age perceptions. Building on social identity and lifespan theories, we test our conceptual assumptions with an online sample of 168 U.S. employees, applying growth curve modelling in a daily diary study over one workweek. Results indicate that subjective age is a mutable construct and varies between- and within-person in the course of a workweek. We identify positive work events and work stress as between-person drivers and negative work events as a within-person driver of subjective age. We discuss theoretical implications of these findings as well as consequences for practitioners. 相似文献
19.
20.
Xiaoming Zheng Dan Ni Jinlong Zhu Lynda Jiwen Song Xiao-Yu Liu Russell E. Johnson 《Psychologie appliquee》2022,71(2):612-639
Mindfulness has received increasing attention from scholars and practitioners, and considerable research has demonstrated the intrapersonal effects of mindfulness at work or at home. Research to date, however, has overlooked potential interpersonal effects of mindfulness across the work and family domains. Drawing on the spillover-crossover model and the mindfulness literature, we investigate the effects of spouse mindfulness at home on employee work and family outcomes. We test our model using dyadic experience-sampling data collected from 125 focal employees and their spouses over 10 consecutive workdays. The results indicated that, at the within-person level, spouse mindfulness at home was positively associated with employee authentic emotional sharing at home, which, in turn, was positively associated with employee positive effect at home but negatively associated with employee negative affect at home. The results also indicated that spouse mindfulness at home had a positive indirect effect on family satisfaction at home and work engagement during the next morning through enhancing employee authentic emotional sharing at home. We discuss the implications of these findings and directions for the mindfulness research. 相似文献