真实型领导对员工工作投入影响的多重中介效应模型

为了考察真实型领导影响员工工作投入的内在作用机制,采用真实型领导行为量表、职业认同量表、情感承诺量表、组织支持感量表和工作投入量表对308名企业员工进行施测,结果发现：（1）真实型领导通过职业认同、情感承诺和组织支持感的间接作用对员工的工作投入产生影响;（2）职业认同、情感承诺和组织支持感在真实型领导影响员工工作投入的过程中起完全中介作用。     

Organizational Support,Job Resources,Soldiers’ Motivational Profiles,Work Engagement,and Affect

The authors examined the relationships between soldiers’ motivational profiles and work correlates. Results showed that the profiles differentially related to perceived organizational support and work engagement in both samples, as well as to communication, supervisor support, and positive and negative affect in Sample 2. Specifically, soldiers with the highest autonomous motivation scores displayed the highest levels of perceived organizational support and work engagement. Moreover, the highest levels of autonomous motivation were associated with the highest levels of communication, supervisor support, and positive affect. Finally, soldiers with low to moderate levels of autonomous motivation reported higher levels of negative affect than those characterized by high autonomous motivation scores. Theoretical and practical implications of the findings are discussed.     

Velocity explains the links between personality states and affect

The present research examined whether perceived rate of progress toward a goal (velocity) mediated the relationships between personality states and affective states. Drawing from control theories of self-regulation, we hypothesized (i) that increased velocity would mediate the association between state extraversion and state positive affect, and (ii) that decreased velocity would mediate the association between state neuroticism and state negative affect. We tested these hypotheses in 2 experience sampling methodology studies that each spanned 2 weeks. Multilevel modeling analyses showed support for each of the bivariate links in our model, and multilevel path analyses supported our mediation hypotheses. We discuss implications for understanding the relations between personality states and affective states, control theories of self-regulation, and goal striving.     

The Role of Life Satisfaction in Predicting Student Engagement and Achievement

Much research has investigated how individual components of subjective well-being (e.g., life satisfaction, positive affect, negative affect) influence adolescent functioning. Little is known, however, about how the third component of subjective well-being (SWB), life satisfaction, contributes to positive adolescent outcomes when investigated simultaneously with positive and negative emotions. The current study extends Lewis et al.’s (J Psychoeduc Assess 27:397–408, 2009. doi:10.1177/0734282908330571) work by considering the incremental validity of life satisfaction (LS) relative to negative affect (NA) and positive affect (PA) as predictors of student engagement and achievement in a sample of middle school students. Results indicated LS provided incremental validity over affective states in predicting student engagement and some aspects of academic achievement. Gender also moderated these relationships. Practitioners are encouraged to include all components of SWB in assessments, especially when trying to understand students’ school functioning.     

THE ROLE OF AFFECT AND LEADERSHIP DURING ORGANIZATIONAL CHANGE

Based on multilevel data collected at 2 points in time, we examine the role of employees’ affective experiences in shaping their commitment and behavioral responses to both the initial (Time 1) and later (Time 2) phases of organizational change (12 months later). We also test the cross‐level effect of workgroup managers’ transformational leadership on their employees’ responses to change. We find strong support for predicted longitudinal relationships between employees’ affective experiences and their commitment and behavioral responses to change. In particular, employees’ positive and negative affect (NA) at Time 1 significantly predict both their commitment to change and the 3 dimensions (supportive, resistant, and creative) of behavioral responses at Time 2. Further, the effects of NA directly influence employee change commitment and behaviors at Time 2, whereas the long‐term effects of positive affect occur both directly and indirectly through commitment to change at Time 1. Finally, our results support the hypothesized role of workgroup managers’ transformational leadership in shaping employees’ affective reactions and commitment to change at the initial phase of change and thereby, their subsequent behavioral responses in the later phase. We discuss the implications for theory and practice in organizational change.     

A time-lagged investigation of the mediating role of person–organization fit in the relationship between leader–member exchange and employee affective organizational commitment

This study provides a new perspective on the relationship between LMX and affective organizational commitment, treating person-organization fit (P-O fit) as an explanatory mechanism and identifying co-worker support and customer recognition as moderators of the first stage of this indirect relationship. Results of a three-wave time-lagged study of survey responses obtained from 137 employees working in the retail service sector over a three-year period were consistent with the proposed model. Multiple regression and moderated mediation analyses revealed that LMX indirectly and positively predicted affective organizational commitment through its positive relationship with P–O fit, suggesting that LMX provides a means by which supervisors are able to instill organizational values in employees and/or signal the degree to which their values match those of the organization. Moreover, co-worker support and customer recognition each moderated the first stage of this indirect relationship, such that the relationship between LMX and P–O fit and, in turn, its indirect relationship with affective organizational commitment is stronger as support from co-workers or customer recognition is lacking. At high levels of co-worker support and customer recognition, LMX exhibits no significant relationship with P–O fit. Together, these results provide new explanations for how and under which conditions LMX might influence employee commitment, suggesting that LMX is particularly salient when employees are lacking other sources of relational support or recognition and that high-quality relations with co-workers and/or customers may serve to compensate for low LMX quality in shaping P–O fit and affective organizational commitment.     

Positive psychology at work: A conceptual review,state-of-practice assessment,and a look ahead

Positive psychological principles have become increasingly prevalent in the workplace in recent years. However, the field still lacks a comprehensive and practice-based overview of this important trend. The present article focuses on reviewing recent research in positive psychology as it relates to the workplace, including research regarding constructs such as resilience, appreciative inquiry, empowerment, gratitude, psychological capital, work engagement, supervisor and organizational support, positive teamwork and co-worker relations, and positive leadership. For each, we synthesize research examining the nature of the construct itself, its nomological network, individual- and organizational-level outcomes, and how organizations can enhance each within their employees for increased organizational success and enhanced employee experience. Finally, we discuss gaps in the relevant literature and make specific recommendations regarding how to ameliorate such oversights in order to enhance the rigor of positive workplace research as well as the frequency and efficacy of relevant organizational interventions.     

Why do they do it? Affective motivators in adolescents' decisions to participate in risk behaviours

Affective motivators have been targeted in many theories as playing a critical role in adolescents' decisions to participate in a variety of risky behaviours that may have life-altering consequences. In this study, we examined the role of several of these affective motivators across low and high experience groups to determine their perceived influence on the desire to participate in each of five risky behaviours (drinking alcohol, using drugs, having sex, smoking cigarettes, and skipping school). The affective motivators included those that: (a) promote risky behaviours by enhancing pleasant affective states (sensation seeking, social/emotional), (b) promote risky behaviours by reducing or avoiding negative affective states (negative emotions, tension reduction), and (c) deter risky behaviours by avoiding anticipated regret (e.g. of harming future). Results showed that the perceived motivational strength of the affective goals differed substantially between low and high experience groups and across the different risky behaviours. Adolescents with less experience were much more focused on avoiding the negative affective consequences associated with regretting unfavourable future outcomes. In contrast, adolescents with more experience participating in a risky behaviour held stronger beliefs that participation in the behaviour could both enhance positive and reduce negative affective states. We describe how the perceived importance of these motives varies across the risky behaviours, and offer insights into the likely motivational changes that occur as an adolescent moves from no experience to chronic experience engaging in risky behaviours.     

The effects of valence‐based and discrete emotional states on aesthetic response

There is increasing recognition that consumer aesthetics—the responses of consumers to the aesthetic or appearance aspects of products—has become an important area of marketing in recent years. Consumer aesthetic responses to a product are a source of pleasure for the consumer. Previous research into the aesthetic responses to products has often emphasized exterior factors and visual design, but studies have seldom considered the psychological aesthetic experience of consumers, and in particular their emotional state. This study attempts to bridge this gap by examining the link between consumers’ emotions and their aesthetic response to a product. Thus, the major goal of this study was to determine how valence‐based and discrete emotional states influence choice. In Studies 1 and 2, positive and negative emotions were manipulated to implement two different induction techniques and explore the effect of emotions on participants’ choices in two separate experiments. The results of both experiments confirmed the predictions, indicating that aesthetic responses and purchase intention are functions of emotional valence, such that both are stronger for people in a positive emotional state than for those in a negative emotional state. Study 2 also used a neutral affective state to establish the robustness of this observed effect of incidental affect. The results of Study 3 demonstrate that aesthetic response and purchase intention are not only a function of affect valence, but also are affected by the certainty appraisal associated with specific affective states. This research, therefore, contributes to the literature by offering empirical evidence that incidental affect is a determinant of aesthetic response.     

A Meta‐Analytic Structural Model of Dispositonal Affectivity and Emotional Labor

The exponential growth of the service economy has increased the attention that organizational researchers have paid to the concept of emotional labor. Although much progress has been made in the field, few studies have provided an integrated picture of how individual dispositions, perceived display rules, and emotional labor behaviors shape employee outcomes. To clarify and compare results across this growing body of literature, a quantitative review was developed, along with a theoretically derived path diagram of key emotional labor constructs. Evidence from our structural meta‐analytic model based on 116 primary studies demonstrates that examining affective dispositions and emotional labor constructs and the pattern of positive and negative results helps to clarify and add specificity to the literature. Results were consistent with the perspective that surface acting emotion regulation strategies have a pattern of negative relationships with work outcomes of job satisfaction and stress/exhaustion (but not with job performance), whereas deep acting emotion regulation strategies have a pattern of positive relationships with all of these work outcomes.     

Rain,Rain Go Away! A Diary Study on Morning Weather and Affective Well-Being at Work

Weather determines a number of affective experiences in everyday life. Although affective events theory positions environmental features such as the weather as important in determining affective well-being also at work, research in this regard has mainly focused on predictors within the person or work context. Addressing this gap, we studied how daily morning weather relates to day-specific affective well-being at work. Specifically, we examined vigor and job satisfaction as positive well-being states, and negative affect and burnout as negative well-being states. Additionally, we examined individual weather sensitivity and positive/negative affectivity as person-level moderators of the daily weather–well-being relationship. Using data gathered in a diary study with 115 employees reporting on 457 workdays, we found morning weather to be related to state vigor and job satisfaction, but not to negative affect and burnout. Positive affectivity moderated the relationships between morning weather and job satisfaction as well as burnout. Weather sensitivity moderated the relationship between morning weather and vigor, while negative affectivity did not moderate any relationship between morning weather and well-being at work. Our results contribute to the understanding of affective well-being at work by pointing at the role environmental factors such as weather conditions can play.     

Mitigating the Harmful Effect of Perceived Organizational Compliance on Trust in Top Management: Buffering Roles of Employees’ Personal Resources

This study considers how employees’ POC—defined as their beliefs that the organizational climate stifles change and values compliance with the status quo—reduce their trust in top management, as well as how this negative relationship might be buffered by access to two personal resources that support organizational change: openness to experience and affective commitment to change. Data from a sample of Pakistan-based organizations reveal that POC reduce trust in top management, but this effect is weaker at higher levels of openness to experience and affective commitment to change. These findings are significant in that they indicate that employees who operate in organizational climates marked by “yea-saying” can counter the difficulty of improving their job situation by drawing from adequate personal resources.     

IS EMOTIONAL LABOR MORE DIFFICULT FOR SOME THAN FOR OTHERS? A MULTILEVEL,EXPERIENCE‐SAMPLING STUDY

In response to 2 areas for development in the emotional labor literature—(a) the contemporaneous associations between emotional labor and affective reactions, and (b) whether emotional labor might be more personally costly for some employees than others—this study tested a conceptual model explaining the differential effects of deep and surface acting on job satisfaction and emotional exhaustion via their asymmetrical influences on mood, and whether extraverts fare better when engaging in emotional labor. As expected, surface acting was positively associated with negative mood, and this explained some of the association of surface acting with increased emotional exhaustion and decreased job satisfaction. Contrary to hypotheses, deep acting was unrelated to job satisfaction and was associated with lower positive affect. Extraversion moderated several emotional labor relationships such that, in general, surface and deep acting had more positive (or less negative) effects for extraverts (compared to introverts). Overall, the results support the importance of considering the roles of mood and disposition in the impact of emotional labor.     

Positive affective processes underlie positive health behaviour change

Positive health behaviours such as physical activity can prevent or reverse many chronic conditions, yet a majority of people fall short of leading a healthy lifestyle. Recent discoveries in affective science point to promising approaches to circumvent barriers to lifestyle change. Here, we present a new theoretical framework that integrates scientific knowledge about positive affect with that on implicit processes. The upward spiral theory of lifestyle change explains how positive affect can facilitate long-term adherence to positive health behaviours. The inner loop of this spiral model identifies nonconscious motives as a central mechanism of behavioural maintenance. Positive affect experienced during health behaviours increases incentive salience for cues associated with those behaviours, which in turn, implicitly guides attention and the everyday decisions to repeat those behaviours. The outer loop represents the evidence-backed claim, based on Fredrickson’s broaden-and-build theory, that positive affect builds a suite of endogenous resources, which may in turn amplify the positive affect experienced during positive health behaviours and strengthen the nonconscious motives. We offer published and preliminary evidence in favour of the theory, contrast it to other dominant theories of health behaviour change, and highlight attendant implications for interventions that merit testing.     

Effects of induced and naturalistic mood on the temporal allocation of attention to emotional information

Building upon recent findings that affective states can influence the allocation of spatial attention, we investigate how state, trait and induced mood are related to the temporal allocation of attention to emotional information. In the present study, 125 unscreened undergraduates completed a modified rapid serial visual presentation task designed to assess the time course of attention to positive and negative information, comparing a neutral baseline mood induction to either a positive or negative mood induction. Induced negative mood facilitated attentional engagement to positive information while decreasing attentional engagement to negative information. Greater naturally occurring negative state mood was associated with faster or more efficient disengagement of attention from negative information in the presence of manipulated negative mood, relative to baseline. The engagement findings were inconsistent with our mood-congruence hypotheses and may be better explained by mood repair or affective counter-regulation theories. In contrast, the disengagement findings for state mood were somewhat consistent with our mood-congruence hypotheses. The relationship between mood and attention to emotional information may differ depending on the combination of attentional mechanism (engagement versus disengagement), aspect of mood (state, trait or induced), stimulus valence (positive versus negative) and timescale (early versus late) under investigation.     

Five-factor model of personality and organizational commitment: The mediating role of positive and negative affective states

Using a one-year longitudinal study of four components of organizational commitment (affective, normative, continuance–sacrifices, and continuance–alternatives) on a sample of employees from multiple organizations (N = 220), we examined the relationships of employee Big-Five personality traits to employee commitment components, and the mediating role of positive and negative affective states. Personality was measured at Time 1 while affective states and commitment components were measured at Time 2, while controlling for Time 1 commitment. Extraversion and agreeableness were positively related to affective, normative, and continuance–sacrifices commitments via enhanced positive affect. Agreeableness was also positively linked to affective commitment and negatively associated with continuance–alternatives commitment through reduced negative affect. Finally, neuroticism was negatively linked to affective commitment, and positively related to continuance–alternatives commitment, through increased negative affect. The implications of these findings for our understanding of personality–commitment linkages are discussed.     

It’s all in the mind: The relationship between mindfulness and nomophobia on technology engagement while driving and aberrant driving behaviours

This study investigated the relationship between mindfulness and nomophobia on technology engagement while driving and aberrant driving behaviours. Nine hundred and ninety participants completed an online survey (Female: 68.6%; Age: M = 51.2 years, SD = 15.7, Range = 18.0–84.0 years) that assessed mindfulness, nomophobia, technology engagement while driving, aberrant driving behaviour, and self-reported crashes and infringements during the past two years. Structural equation modelling (SEM) was used to examine the relationships between mindfulness and nomophobia, on one hand, with self-reported engagement with technology while driving and general aberrant driving behaviours (combination of errors, lapses and violations) on the other. The results of the SEM showed that, as expected, mindfulness shared negative relationships with nomophobia, engagement with technology and aberrant driving behaviours, while all other relationships were positive. In terms of engagement with technology, there were direct and indirect paths between nomophobia and mindfulness and engagement with technology. The results of this study demonstrate the positive influence mindfulness can have on nomophobia, engagement with technology while driving, and dangerous driving behaviours that have been associated with crash risk. Mindfulness practices may reduce the effect of nomophobia on engagement with technology while driving and increased dangerous behaviours as a result. This will be increasingly important as modern work and social practices encourage people to increasingly use the phone while driving, and the technology within smart devices, and connectivity of these to the vehicle, increase. More research is needed to understand whether mindfulness-based interventions can reduce nomophobia, and thereby improve driving behaviours and reduce crash rates.     

Mercurial Hearts: A Dyadic Perspective on the Role of Affect Spin in Work-Family Conflict and Marital Satisfaction

Affect spin, or the dispositional maladaptive tendency to experience qualitatively shifting affective states over time, has attracted growing interest in organizational scholarship. We take a first step to extend affect spin research to the work-family interface. Drawing on the theoretical framework of personality in the stress process and family systems theory, we examine affect spin as a novel predictor of marital satisfaction and as a boundary condition for the interpersonal crossover of work-family conflict (WFC) to marital satisfaction. A sample of 201 dual-earner couples (402 participants) provided 7,533 experience sampling responses of affective states at home over 7 days, based on which we compute affect spin. Results from dyadic multilevel modeling suggest that individuals’ own affect spin not only takes a toll on their marital satisfaction but also exacerbates the negative crossover of spouses’ WFC to individuals’ marital satisfaction. In contrast, spouses’ affect spin does not predict individuals’ marital satisfaction nor does it impact the crossover effect of spouses’ WFC, suggesting individuals’ own affect spin, compared to spouses’ affect spin, is more consequential for marital well-being. These findings underscore the challenge that affect spin presents for employees to tackle work-family stressors and secure marital well-being.     

Manipulating affective state influences conditioned appetitive responses

Affective states influence how individuals process information and behave. Some theories predict emotional congruency effects (e.g. preferential processing of negative information in negative affective states). Emotional congruency should theoretically obstruct the learning of reward associations (appetitive learning) and their ability to guide behaviour under negative mood. Two studies tested the effects of the induction of a negative affective state on appetitive Pavlovian learning, in which neutral stimuli were associated with chocolate (Experiment 1) or alcohol (Experiment 2) rewards. In both experiments, participants showed enhanced approach tendencies towards predictors of reward after a negative relative to a positive performance feedback manipulation. This increase was related to a reduction in positive affect in Experiment 1 only. No effects of the manipulation on conditioned reward expectancies, craving, or consumption were observed. Overall, our findings support the idea of counter-regulation, rather than emotional congruency effects. Negative affective states might therefore serve as a vulnerability factor for addiction, through increasing conditioned approach tendencies.     

Can Sadness Be Good for You?

The subtle relationship between feeling and thinking, affect and cognition has fascinated philosophers and writers since time immemorial, yet, empirical research on this topic was relatively neglected by psychologists until recently. There have been many claims emphasising the beneficial cognitive and behavioural consequences of positive affect. Many recent works suggest that negative affect may also facilitate optimal performance in many situations, consistent with evolutionary theories suggesting the adaptive signalling function of various affective states. This paper reviews traditional and current psychological theories linking affect to social thinking and behaviour. A variety of empirical studies from our laboratory will also be presented, demonstrating that in many situations, negative affect promotes optimal performance in cognitive and social tasks, including tasks such as memory, social judgements, motivation, and strategic interpersonal behaviours. These results will be interpreted in terms of a dual‐process theory that predicts that negative affect promotes a more accommodative, vigilant, and externally focused thinking strategy. The relevance of these findings for recent affect–cognition theories will be discussed, and the practical implications of negative affect promoting improved social thinking and performance in a number of applied fields will be considered.