Effects of negative mood states on risk in everyday decision making

How does negative mood affect risk taking? A brief questionnaire was used to measure state anxiety, depression, and fatigue, and a daily mood diary allowed state and trait (average level) mood to be separated. Studies 1 and 2 used natural moods and Study 3 a mood induction procedure. Risk was assessed using hypothetical everyday choice scenarios. Study 1 showed that riskiness was affected by state fatigue, but not by anxiety and depression. Study 2 showed that increased riskiness over a two - week period was predicted by fatigue changes, after controlling for riskiness and trait and state mood at time 1. Fatigue effects were stronger for more important scenarios, and when state anxiety was also high. In Study 3, covariance analyses showed that the observed increased in riskiness was related to induced fatigue, rather than to anxiety or depression. The effects are discussed in relation to the literature on fatigue effects, and models of mood and cognition.     

Workplace intrusions and employee strain: the interactive effects of extraversion and emotional stability

Background/objectives: Intrusions are a type of workplace interruption defined as unexpected interpersonal contact that disrupts workflow. Drawing from the Job Demands-Resources model of work stress, we examined how two personal resources – extraversion and emotional stability – influence relations among intrusions and strain outcomes.

Design/methodology: Self-reported, online questionnaire data were collected from two samples; 323 faculty and staff from a university (sample 1) and 574 full-time employees recruited from an online crowdsourcing forum (sample 2).

Results: In sample 1 extraversion was positively related to intrusions, whereas in sample 2, extraversion and emotional stability were negatively related to intrusions. There were no interactive effects of personality on relations among intrusions and strain outcomes in sample 1. In sample 2, low emotional stability strengthened relations among intrusions and work tension. Additionally, intrusions were negatively associated with stress for individuals high on emotional stability. Finally, introverts experienced less stress in response to intrusions.

Conclusion: Taking a person-situation interactionist approach, we examined personal resources that may mitigate interruption-related strain. Our findings suggest that for employees high in emotional stability, interruptions may be both less detrimental and, in some cases, beneficial. This study has practical implications for the structuring of work environments to mitigate strain and maximize person-environment fit.