Research Companion to Emotion in Organizations
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Research Companion to Emotion in Organizations

Edited by Neal M. Ashkanasy and Cary L. Cooper

This Companion brings together many leading scholars to address a wide range of topics in 38 chapters, across five levels of organizational analysis – including within-person, between-person (individual differences), relationships, groups, and the organization as a whole. Chapters tackle structure and measurement of emotion, antecedents and consequences of positive and negative emotions, including effects on work satisfaction and performance. The expression, recognition, and regulation of emotion and the propagation of mood and emotion in groups are also dealt with. The Companion explores contemporary issues including leadership, organizational climate and culture, as well as organizational change.
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Chapter 8: Affect, Satisfaction, and Performance

Timothy A. Judge and John D. Kammeyer-Mueller


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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