Edited by Neal M. Ashkanasy and Cary L. Cooper
8 Aﬀect, satisfaction, and performance Timothy A. Judge and John D. Kammeyer-Mueller Introduction Historically, the study of mood and emotions in organizational settings has not been wellreceived. Researchers trained in either behaviorism or the rational-actor tradition steered away from the more subjective, emotional side of human experience (Brief & Weiss, 2002; Härtel et al., 2005). Emotions at work were also ignored because the traditional research designs for organizational behavior are also poorly matched to the investigation of transient mood states. Methodological diﬃculties include ﬁnding ways to capture each individual’s subjective experience of a situation in real time, collecting data that represent within-person variability, and diﬃculties in the analysis of repeated measures data. Recently, however, researchers have recognized both theoretically and empirically that many of the most important aspects of the experience of work cannot be adequately explained without appealing to aﬀect. As this review will show, even rational models of human behavior, such as expectancy theory and decision making, are substantially inﬂuenced by emotional experiences. Based on the premise that dispositions and situations inﬂuence attitudes and behavior as mediated through the day-to-day process of aﬀect (Lord & Kanfer, 2002), we provide a conceptual overview of the research of aﬀect and work outcomes in Figure 8.1. There are ﬁve primary linkages in our model. Path A represents the inﬂuence of aﬀective traits, especially dispositional positive and negative aﬀect, on aﬀective states, such as moods and emotions. Path B represents the...
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