1,721,062 research outputs found
The role of self-efficacy, goal, and affect in dynamic motivational self-regulation
No full textIn this paper, we examined the within-person relationship between self-efficacy and performance in an Internet-based stock investment simulation in which participants engaged in a series of stock trading activities trying to achieve performance goals in response to dynamic task environments (performance feedback and stock market movements). Contrary to the results of several previous studies, we found that self-efficacy was positively related to effort and performance, and goal level partially mediated the efficacy-performance relationship. We also found that participants' affective reactions to performance feedback, measured as positive affect and negative affect, uniquely contributed to their motivation and performance either directly or by indirectly influencing their self-efficacy. © 2009 Elsevier Inc. All rights reserved
Charisma, positive emotions and mood contagion
No full textIn a series of studies, we examine the role of positive emotions in the charismatic leadership process. In Studies 1 and 2, ratings of charisma in a natural work setting were linked to leaders' positive emotional expressions. In Study 3, leaders' positive emotional expressions were linked to mood states of simulated followers. Results suggest that mood contagion may be one of the psychological mechanisms by which charismatic leaders influence followers. In Study 4, we used a trained actor and manipulated leaders' positive emotional expressions to isolate the effects of positive emotions from the potential effects of non-emotional aspects of effective leadership (e.g., vision, other inspirational influence processes). A positive link between leader emotions and follower mood was found. Results also indicate that both leaders' positive emotional expressions and follower mood influenced ratings of leader effectiveness and attraction to the leader. © 2006 Elsevier Inc. All rights reserved
Positive work - Family dynamics
No full textThis chapter focuses on the positive interconnections between work and family. It provides a brief overview of historical perspectives that have been influential in this literature, followed by a delineation of the focal constructs (enhancement, spillover, enrichment, facilitation) and some subtle but important distinctions between them. The resources thought to enable work-family enrichment are reviewed, as well as the antecedents and consequences that have been studied in relation to self-reported work-family enrichment. Finally a large portion of the chapter is devoted to presenting a within-individual model of positive work-family spillover and crossover, focusing specifically on the transference of positive affective states across domains and across individuals. Interpersonal capitalization, or sharing positive work events with others, is proposed as one mechanism by which work experiences impact the well-being of employees and their families. In closing, unanswered questions in positive work-family dynamics are identified as potentially fruitful avenues for future research
Experience-sampling and event-sampling research
No full textIn recent years, an emerging focus on studying within-person processes and phenomena has started to complement traditional between-person research streams that explain how and why construct scores co-vary among individuals (Ilies, Schwind, & Heller, 2007; Ilies et al., 2010). This emerging focus has been aided by the introduction of frameworks that include an episodic conceptualization of work events and occurrences in order to explain variations in affective states, attitudes, and behaviors within people and across time (see Weiss & Cropanzano, 1996; Beal et al., 2005). That is, this within-person focus aims to examine the effects of workplace episodes, dynamically experienced states, and temporally fluctuating factors in order to investigate phenomena and research questions that cannot be adequately addressed with between-individual approaches (Alliger & Williams, 1993; Sheldon et al., 1996). Specifically, between-person designs consider variations in construct scores across time as transient error, as they can only investigate the “trait-like” or stable component of the variables being examined
Doing good, feeling good? The roles of helping motivation and citizenship pressure
No full textDrawing on self-determination theory, this research investigates whether the motivation behind employees' helping behaviors is associated with their positive affect and their subsequent help provision, and whether citizenship pressure moderates these relationships. A recall-based experiment and an experiencesampling study capturing helping episodes among fulltime employees found that when employees helped coworkers because of higher autonomous (controlled) motivation in a helping episode, they experienced higher (lower) positive affect, and they had stronger (weaker) helping intentions and helped coworkers more (less) subsequently. We further found that citizenship pressure enhanced the positive relationship between episodic autonomous motivation and positive affect. Overall, the results challenge the universality of the "doing good-feeling good" effect and explicate the joint roles of citizenship pressure and helpers' episodic motivation in influencing employees' positive affect and their subsequent helping behaviors
Intra-individual processes linking work and employee well-being: Introduction into the special issue
No full textThis special issue presents eight empirical papers on intra-individual processes related to employee well-being in organization with the most of the papers featuring a within-person approach. The studies examine trajectories of affect, affective predictors of organizational citizenship behavior and creativity, intra-individual changes in flow at work, and also address longer-term changes and the role of implicit attitudes. Overall, the studies demonstrate that affective states and well-being substantially fluctuates within persons, and that these fluctuations are meaningfully related to outcomes that matter for organizations
Beyond alpha: an empirical examination of the effects of different sources of measurement error on reliability estimates for measures of individual-differences constructs.
No full textOn the basis of an empirical study of measures of constructs from the cognitive domain, the personality domain, and the domain of affective traits, the authors of this study examine the implications of transient measurement error for the measurement of frequently studied individual differences variables. The authors clarify relevant reliability concepts as they relate to transient error and present a procedure for estimating the coefficient of equivalence and stability (L. J. Cronbach, 1947), the only classical reliability coefficient that assesses all 3 major sources of measurement error (random response, transient, and specific factor errors). The authors conclude that transient error exists in all 3 trait domains and is especially large in the domain of affective traits. Their findings indicate that the nearly universal use of the coefficient of equivalence (Cronbach's alpha; L. J. Cronbach, 1951), which fails to assess transient error, leads to overestimates of reliability and undercorrections for biases due to measurement error
Human Relations special issue call for papers. The life of a happy worker: examining short-term fluctuations in employee happiness and well-being
No full textThe main objective of this special issue is to publish a coherent set of theoretical and empirical
studies that explain happiness fluctuations in a worker’s life. We define happiness as a broad,
positive well-being state (ranging from positive emotions to job satisfaction, health, and work
engagement) that may vary within the same person over short periods of time (e.g., days, weeks,
or months). We are interested in studies that focus on short-term, within-person fluctuations in
well-being indicators, situational and personal determinants of these fluctuations, relations with
other-ratings or objective indicators of job performance, potential positive spillover effects from
work to other domains in an employee’s daily life, as well as crossover effects of positive states
from the employee to significant others. In this context, we welcome daily, weekly or monthly
diary studies that stem from different organizational disciplines (e.g., psychology, sociology,
management)
The dynamic process of life satisfaction
No full textDrawing from the Cognitive Affective Personality System (Mischel & Shoda, 1995, 1998), we argue for a need to examine withinindividual variation in life satisfaction. Thus, employing a diary study of 76 fully employed, married adults we examined the magnitude, antecedents, and consequences of intra-individual variation in life satisfaction. Our findings establish a substantial amount of intra-individual variation, comparable to other personal evaluations assessed with a state approach (e.g., self-esteem), but less than that observed with major mood dimensions. In addition, concurrent changes in life satisfaction were systematically related to fluctuations in job and marital satisfaction; however, contrary to prediction, our results did not support a cross-level moderating role of Neuroticism in these associations. Our findings also lend support for the lagged influence of life satisfaction on next-day domain satisfaction ratings. Taken together, our findings demonstrate the systematic nature and importance of within-subject variation in life satisfaction. © 2006. Blackwell Publishing, Inc
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