Combined Effects of Positive and Negative Affectivity and Job Satisfaction on Job Performance and Turnover Intentions

Capturing data from employee–supervisor dyads (N = 321) from eight organizations in Pakistan, including human service organizations, an electronics assembly plant, a packaging material manufacturing company, and a small food processing plant, we used moderated regression analysis to examine whether the relationships between trait affect (positive affectivity [PA] and negative affectivity [NA]) and two key work outcome variables (job performance and turnover) are contingent upon the level of job satisfaction. We applied the Trait Activation Theory to explain the moderating effect of job satisfaction on the relationship between affect and performance and between affect and turnover. Overall, the data supported our hypotheses. Positive and negative affectivity influenced performance and the intention to quit, and job satisfaction moderated these relationships. We discuss in detail the results of these findings and their implications for research and practice.     

Positive and Negative Affectivity and Facet Satisfaction: A Meta-analysis

Although several studies have investigated the dispositional approach to global job satisfaction, less direct attention has been given to the relationship between dispositions and facet satisfaction. The current meta-analysis examined the relationships of trait positive affectivity (PA) and trait negative affectivity (NA) with satisfaction toward the following five job facets: work itself, supervision, co-workers, pay and promotion. In general, results suggested the presence of a dispositional component to facet satisfaction. Moderator analyses examined whether the strength of these relationships depended on the particular scales used to assess dispositions.     

The Differential Effects of Negative Affectivity on Measures of Well-being versus Job Satisfaction and Organizational Commitment

This paper reports an empirical study of the self-reported psychological strain, ill-health, job satisfaction and organizational commitment of 2450 public sector employees located in Western Australia. The framework used to predict these variables is a demands, supports-constraints framework. The key theoretical issue explored is the differential roles of negative affectivity in predicting the outcomes from this framework. Four different pathways are explored which are taken from Moyle ( Journal of Organizational Behaviour , 16 (1995), 647-668). Multiple regression methods are used to control for negative affectivity and other effects such as curvilinear relationships. The results show that negative affectivity has a variety of effects on both health and job attitude variables but the effects are much larger for the health variables. The conclusion recommends that, in studies that rely on all self-report data, the various possible effects of personality variables such as negative affectivity should be explored in preference to ignoring them.     

Negative Affectivity,Political Contention,and Turnout: A Genopolitics Field Experiment

Recent genopolitics and political psychology research suggests individuals' biological differences influence political participation. The interaction between individual differences and environments has received less attention, not least because of the confound of self‐selection into environments. To test the interaction between innate predispositions and an exogenous environmental influence, we conducted a field experiment during the 2010 California midterm elections. We randomly assigned subjects to receive a postcard mobilization treatment designed to induce an emotional response to the degree of political contention in the election. We tested the possibility that subjects who are genetically predisposed toward negative affectivity will be less likely to vote after treatment exposure. To our knowledge, this is the first field experiment in political science to measure genetic moderation of a treatment, and it suggests experimental approaches can benefit from the inclusion of genetically and other biologically informative covariates.     

Relation Between Negative Affectivity and Positive Affectivity: Effects of Judged Desirability of Scale Items and Respondents' Social Desirability

Two major measures of negative affectivity (NA) and positive affectivity (PA), developed from the theory of independent affect, are examined. It was found in Study 1 that NA and PA items tended to be judged either very undesirable or desirable when describing people in general. Study 2 revealed that there is a strong positive relation between item desirability and the probability of endorsing the item. Furthermore, the hypothesis that the NA-PA relation varies as a function of respondents' social desirability (SD) is generally supported across measures by means of subgroup comparison and moderated regression analysis. Specifically, there was a moderately strong PA-NA relation only in the group with high SD. The relation is weaker, however, in the group with low SD. Potential reasons why NA and PA are related and unrelated under different conditions are discussed.     

Positive Affectivity and Collective Efficacy as Moderators of the Relationship Between Perceived Politics and Job Satisfaction

This study explores the moderating potential of positive affectivity (PA) and perceived collective efficacy (PCE) on the relationship between 3 dimensions of politics perceptions and job satisfaction. We hypothesized that high levels of PA and PCE, in unison, would buffer the harmful effects of perceived politics on job satisfaction. Regression analyses for the 3 dimensions (i.e., general politics, go along to get along, and pay and promotion) yielded a significant finding for the PA × PCE × Go Along to Get Along 3-way interaction only. Consistent with our expectations, low PA-low PCE individuals were less satisfied with their jobs when levels of go-along-to-get-along politics increased. Contrary to our hypothesis, however, high PA-high PCE individuals reported a significant inverse relationship between perceived politics and job satisfaction. Implications of these findings and directions for future research are provided.     

The Influence of Positive and Negative Affectivity on Attitude Change Toward Organizations

This study tests hypothesized differences in pre-post (product-harm) crisis attitude change toward an organization for positively and negatively oriented individuals. Contrary to theoretical predictions, there was not a strong differential attitude change between positively and negatively oriented individuals. The results suggest a possible boundary condition for the influence of positive and negative affectivity on attitude change. Two explanations are offered for these findings: (1) that the vividness of the situation might override affectivity and (2) that affectivity might not be a strong predictor of attitude change for nonpersonalized attitudes.     

The Glass Is Half Full: The Positive Effects of Organizational Identification for Employees Higher in Negative Affectivity

Organizational identification has traditionally been associated with positive organizational outcomes, whereas negative affectivity (NA) has most often been associated with negative individual outcomes. We hypothesize that organizational identification will positively influence self‐reported performance for individuals high in NA. Conversely, individuals low in NA will not experience feelings of enhanced performance as organizational identification increases. The findings from 2 samples provided support for the research hypothesis; specifically, the personality factor of NA moderated the organizational‐identification/self‐reported performance relationship. We discuss our findings in light of important implications for the positive psychology movement and practicing managers.     

The Effects of Equal Opportunity Fairness Attitudes on Job Satisfaction,Organizational Commitment,and Perceived Work Group Efficacy

We examined a causal model relating military respondents’ attitudes toward equal opportunity (EO)-related fairness to job satisfaction, organization commitment, and perceptions of work group efficacy. A distinction between EO fairness at the work group and organizational levels was made. Respondents’ perceptions of organizational EO-related fairness were hypothesized to influence perceptions of work group EO fairness. Respondents’ perceptions of work group EO fairness were in turn hypothesized to influence their organizational commitment, job satisfaction, and perceived work group efficacy. Structural equation modeling with a measurement model sample and two random samples each consisting of 5,000 observations provided support for these hypothesized paths. As a part of the investigation, we also examined and found support for causal linkages between perceived work group efficacy, job satisfaction, and organizational commitment. The practical and theoretical importance of the findings for the U.S. military, particularly with regard to issues of retention and training, are discussed.     

Effects of Job Redesign: A Field Experiment1

A telephone company project to redesign the job of directory assistance operator was: studied in order to determine the effects on workers of “job enrichment” programs. The change increased the amount of variety and the decisionmaking autonomy in the operator's job. However, no change in work motivation, job involvement, or growth need satisfaction occurred as a result of the changes; instead, the changes had a significant negative impact on interpersonal relationships. After the changes, the older employees reported less satisfaction with the quality of their interpersonal relationships, and those supervisors whose jobs were affected by the changes reported less job security and reduced interpersonal satisfaction. Implications of these findings for the theory of job redesign proposed by Hackman and Lawler (1971) are discussed.     

Social Support,Positive College Events,and College Satisfaction: Evidence for Boosting Effects1

On the basis of previous research on college satisfaction and Cohen and Wills'(1985) social support framework, we hypothesized that structural social support has a main effect on college satisfaction and that the effect of positive college events on college satisfaction is boosted by self-esteem and belonging functional social support. Analyses were based upon a convenience sample of 392 community college students enrolled in psychology courses. Structural social support had a main effect on college satisfaction, and positive college events interacted with self-esteem functional social support. The beneficial effect of positive college events on college satisfaction increased as the level of self-esteem functional social support increased.     

Job Satisfaction as a Reflection of Disposition: A Multiple Source Causal Analysis

Dispositional sources of job satisfaction have been the subject of recent research in the organizational sciences. Problems in much of this research, which limit the conclusions one can draw from the results, are discussed. This study makes a distinction between affective disposition, defined as the tendency to respond generally to the environment in an affect-based manner, and subjective well-being, the level of overall happiness and satisfaction an individual has with his or her life. Affective disposition was hypothesized to lead to subjective well-being, and subjective well-being and job satisfaction were hypothesized to be mutually causal. A causal model was tested employing two different sources of data: self-reports and "significant other" evaluations. This biangulation of sources of data and estimation of nonrecursive relationships removes some problems often assumed to plague results based on single-source data. Results indicated support for the overall hypothesized causal model and supported a dispositional influence on job attitudes. The influences are more complex than past research has suggested.     

The Interactive Effects of Dispositional Affectivity, Sex, and a Positive Mood Induction on Student Evaluations of Teachers

This study was designed to examine the effects of disposition, sex, and a positive mood induction on student evaluations of teachers. In 33 laboratory classes, 339 students filled out measures of negative affectivity (NA) and positive affectivity (PA). Several weeks later, participants filled out a research-based teacher evaluation form. Students in half of the classes received a positive mood induction prior to filling out the evaluation form, whereas participants in the other classes received the positive mood induction after filling out the evaluation form. Results indicated that PA and the positive mood induction both related positively with evaluation measures. Moreover, NA and PA moderated the relationship between the positive mood induction and teacher evaluations for males, but not for females. Implications for organizations and suggestions for future research are discussed.     

Music as an Unconditioned Stimulus: Positive and Negative Effects of Country Music on Implicit Attitudes,Explicit Attitudes,and Brand Choice1

An experiment (N = 68) explored how background music in a realistic web advertisement could condition implicit and explicit attitudes toward a novel brand. Conditioning effects were apparent in both traditional explicit attitude measures and also in the Implicit Association Test (IAT). Further, brand choice was predicted by explicit attitudes, but prediction improved significantly when implicit attitudes were considered. Mood‐congruent judgment, demand effects, and conditioning are considered as potential explanations for our results, and we argue that conditioning provides the most parsimonious explanation. Finally, the results are discussed within the context of the associative‐propositional evaluation model ( Gawronski & Bodenhausen, 2006 ). This model provides a framework for the integration of the implicit attitude construct into the study of consumer behavior.     

The Daily Motivators: Positive Work Events,Psychological Needs Satisfaction,and Work Engagement

This study examines the motivational effects of daily positive work events. Drawing on self-determination theory, we investigated the motivational mechanism of two clusters of commonly encountered positive work events—achievement and recognition events—from a within-person perspective. Specifically, we argue that achievement events and recognition events influence subsequent work engagement through satisfying different psychological needs. We tested our model using experience-sampling data from 200 full-time employees over eight workdays. As hypothesised, after controlling for positive affect as an additional mediator, both achievement and recognition events had positive effects on work engagement through psychological needs satisfaction. The results also revealed that achievement and recognition work events had differentiated effects in satisfying different psychological needs. These results shed light on the motivational function of positive work events above and beyond the affective mechanism and explicate the processes through which different types of positive work events relate to work engagement.     

工作满意度、情感承诺和工作投入对工作技能评价结果的影响

通过对从事人力资源管理工作的公务员、软件工程师、网络编辑和报纸广告销售人员四个职业的272名任职者调查数据的层次回归分析,文章发现控制了职业和人口统计学变量的影响之后,工作满意度、情感承诺和工作投入三个工作态度变量对工作技能的重要性和水平评价有显著影响。进一步对比发现,工作满意度对于技能的重要性和水平评价的影响效应较大。该研究对多个职业的分析结果拓展了人们对工作分析结果影响因素的认识,并对未来工作分析研究和实践有重要的启示作用     

Experiencing Job Burnout: The Roles of Positive and Negative Traits and States

Extending recent research efforts on the effects of personality and moods at work, this study examined the impact of personality traits and mood states in job burnout. Specifically, the field study examined the role of 2 personality traits and positive and negative moods (states) in burnout among nurses working at 2 hospitals. Results indicate that extra-version significantly predicted the diminished accomplishment component of burnout, and neuroticism significantly predicted the exhaustion and depersonalization components. Thus, the findings indicate that personality dimensions predict burnout components differentially. Further, positive moods mediated the relationship between extraversion and accomplishment, while negative moods partially mediated between neuroticism and exhaustion. Thus, moods exhibited both direct and mediating effects. Implications for management and suggestions for future research are offered.     

A Structural Equation Model of the Effects of Negative Affectivity,Leader-Member Exchange,and Perceived Job Mobility on In-role and Extra-role Performance: A Chinese Case

In this paper, we contrast the effects of leader-member exchange (LMX) with the effects of perceived job mobility on in-role performance and organizational citizenship behavior (OCB). We further model negative affectivity as the antecedent of both LMX and perceived job mobility and suggest that LMX and perceived job mobility mediated the relationship between negative affectivity and performance. We obtained matching data from supervisor and subordinates in a major battery manufacturing company in southern China. Subordinates provided the negative affectivity, perceived job mobility, and LMX assessment, and their immediate supervisors provided the in-role performance and OCB assessment. Results from a structural equation analysis show that both LMX and perceived job mobility predicted OCB. Instead of being a direct antecedent of OCB, the relationship between negative affectivity and OCB is found to be mediated by LMX and perceived job mobility. Theoretical implications of the results are discussed.