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Affective Events Theory (Weiss & Cropanzano, 1996) proposes a theoretical framework that outlines the structure, antecedents, and consequences of affective experiences at work. We elaborate on Affective Events Theory by incorporating recent theory of attitude and by further exploring the role of work environment features within the model. Our proposed model acknowledges the immediacy of judgment driven as well as affect-driven behavior. It provides a mechanism through which affect-driven or judgment-driven behaviors can be more easily predicted and it shows how work environment features not only make certain events more or less likely but also influence resulting behaviors through attitude formation. We outline the practical application of our model and give direction for future research.

Research on the physical work environment and employee territorial behavior in the field of organizational behavior is limited. In particular, while the prevalence of territorial behaviors in organizations is not new, little is known about how the physical work environment (e.g. open-plan offices) may influence the enactment, interpretation and reactions to territoriality. The purpose of this paper is to explore the connection between the physical environment of work (e.g. open-plan office), employee territorial behaviors (including infringement) and affective environment.

Data were collected by means of in-depth-interviews from 27 participants from two large Australian public organizations involved in recruitment, marketing, consulting and education.

Results revealed that employees’ personalization in the open-plan office is driven by the nature of their tasks, appointment, duration of time spent on their desk, level of adaptation to the open-plan office configurations and the proximity of desks to senior managers, hallways and passers-by. Additionally, affective environment has a critical effect on employee personalization and the enactment and perception of territoriality and infringements in open-plan offices. Additionally, the authors found that the affective environment is dynamic and that employees in open-plan offices experienced emotional contagion (positive and negative).

Due to the demographic make-up of one of the participating organizations, less than a third of participants were male. While the data did not suggest any disparity in the territorial behaviors of male and female, future research should include an even representation of male and female participants. Similarly, the authors did not examine the impact of ethnicity and cultural background on employees’ territoriality. However, given that the workforce is increasingly becoming multicultural, future research should explore how ethnicity might impact the use of space, work processes and productivity in open-plan office. Additionally, scholars should continue to tease out the impact of affective environment (positive and negative) on team processes (e.g. conflict, communication, collaboration and the development of team mental models) in the open-plan office.

The results indicate some practical implications. Noise and distraction are indicated in the results. Therefore, human resource managers and organizational leaders should work with employees to develop some ground rules and norms to curb excessive noise in the open-plan office. Additionally, the authors found in the current study that the affective environment is dynamic and that employees in open-plan offices experienced emotional contagion (positive and negative). Managers should watch out for how individuals react to the prevailing emotions and moods in the open-plan office with the intention of diffusing negative emotions as quickly as possible, for example, by changing the topic under discussion in the open-plan office. The results speak to the need for more active collaboration and engagement between policy makers, workspace architects, designers and employees especially prior to the building of such workspaces.

The results suggest that effective employee interactions in open-plan office may be enhanced by positive emotional contagion and office affective environment.

So far, little is known about the impact of the physical work context (e.g. open-plan offices) on the enactment, interpretation and reactions to territoriality. The current paper explores the connection between the physical environment of work (e.g. open-plan office), employee territorial behaviors (including infringement) and affective environment. The findings demonstrate for the first time and especially in an open-plan office that ownership and personalization of objects and workspaces are more likely to be driven by the amount of time spent at one’s desk, the nature of employees’ appointments and tasks. Additionally, the present research is one of the first to report on affective environment dynamism in the open-plan office.

To identify research work on Information and Communication Technology (ICT) in the context of young girls’ affective responses to access and use of ICT in developing countries.

A literature search covering the period from early 1990s to date in fields of information science, human–computer interaction, ICT, and educational technologies was performed using relevant databases and Google Scholar. Related literature in the context of specific theoretical frameworks was retrieved and analyzed.

Abundant research exists on ICT in developing countries. However, little empirical work was found on young girls’ affective responses to access and use of ICT. The gendered digital divide in relation to ICT showed differing perspectives on this issue. Generally, affective information behavior is much less observed in empirical research than the cognitive behavior, regardless of age, gender, or culture.

Young girls’ affective responses to access and use of ICT in these countries warrant additional research in this area of study. Findings from research on youth information behavior in Western countries may have little or no bearings on youth in developing countries. The study of young girls’ access and use of ICT in developing countries should account for cultural, socioeconomic, and institutional differences among countries and between societies or communities in a given developing country.

Minimal research exists on young girls’ affective responses to accessing and using ICT in developing countries. The literature review covered in this chapter is grounded in theoretical frameworks derived from varied disciplines, including the field of library and information science.

Many youths are out-of-school with few having the basic sustainable skills to earn a living. Some of the engaged ones have interpersonal relationship and other problems that can sustain the successes of their business. Therefore, this study is set to investigate the relationship between affective behaviour, emotional intelligence and success of out-of-school youths in cell phone maintenance enterprise.

Purposive sampling technique was used to select the sample. Of the total, 350 out-of-school youths who are engaged in cell phone maintenance enterprise in computer village Ikeja, Lagos State, Nigeria, were used as a sample, but 292 samples with completely filled research instrument were used for the study. Data collected were validated through the principal component analysis and the hypothesis tested through the confirmatory factor analysis using AMOS and SPSS.

The result of the study showed that affective behaviour and social skills do not necessarily predict but self-motivation predicts the career success of out-of-school youths in cell phone maintenance enterprise. Self-awareness, emotional regulation, social awareness and emotional receptivity significantly influence affective behaviour towards success in their chosen career.

This study enhances the cell phone maintenance association or group to adopt the participation of on-the-job training of their members to help them build good relationship and self-esteem. The training will improve their emotional intelligence and further enhance the creation of a formidable emotional intelligent workplace team.

The study affirms that the constructs of emotional intelligence are predictors of career success among out-of-school cell phone maintenance. It boosts their moral and psychological behaviours towards building good customer relationship which culminates into success in their career area. This study also motivates the out-of-school youths that success is multifaceted that involves building adequate personal and social relationship within the circle of their co-maintenance personnel and customers.

This study showed that success in any chosen career involves adequate training, inter- and intra-personal relationship and building adequate emotional intelligence to overcome the varying challenges that may be encountered. Also it indicated that personal development in a chosen career is essential and career successes can be built around personal goal orientation rather than building it in circle of people around. The study does not totally neglect social relationship because no man can live and succeed in isolation.

The purpose of this paper is to explore how the affective aspect of information seeking is important in understanding information behaviour from a holistic perspective. While researchers have often explored adverse affective responses and coping mechanisms in information behaviour, this paper aims to focus on positive affect and the significant place of pleasure in amateur genealogists' information seeking and skills development.

This study adopted a multi‐case, exploratory approach to learning about amateur genealogists' affective behaviour associated with their information seeking. A total of 24 amateur genealogists from around the world participated in semi‐structured telephone interviews about their hunt for their Irish ancestors. Data were transcribed and analyzed to identify patterns of affective behaviour during genealogical information seeking.

The paper finds that amateur genealogists form a unique group of information seekers. Leisure functions as an important information seeking context, in which amateur genealogists associate information seeking with pleasure.

Findings suggest that there is a pleasure principle associated with information seeking, which may offer insight into patterns of affective information behaviour leading to advanced learning, information use, and technological adoption among older adults.

This study aims to investigate the influence of customer satisfaction on four facets of customer engagement: customer influencer behavior, knowledge behavior, referral behavior and purchase behavior. Furthermore, its (in)direct influence on affective attitude, price perception and loyalty is investigated.

Two studies were conducted. First, an experimental scenario design was set up to investigate the hypothesized relations between customer engagement; customers’ affective attitude and their loyalty; and their price perceptions. Second, a survey at a national forest park center helped to secure external validity.

The results indicate that engaged customers develop a more positive affective attitude, which leads to increased future loyalty and positive price perceptions. In addition, the results suggest that assessing cognitive approaches exclusively is not sufficient for understanding customers’ price perceptions.

Future research should investigate antecedents of customer engagement behaviors (CEBs) other than satisfaction, and extend this research by taking into account further mediators that might be cognitive rather than affective.

The results are of superior importance for services or tourism destinations. Fostering CEB can help in improving a destinations’ performance.

This research expands the current state of literature by investigating several dimensions of CEB at one time, as well as by examining customers’ affective attitude toward the organization as a potential mediator, extending previous research approaches.

Despite manager’s investments in facilitating knowledge sharing, such as hiring employees with lots of knowledge, knowledge hiding remains prevalent in organizations. It may stem from that less attention has been paid to the relationship between perceived overqualification and knowledge hiding. Drawing on emotion theory, this study aims to build a mediation framework to examine effects of perceived overqualification on knowledge hiding via negative emotion state and moderating role of team positive affective tone.

The paper uses a two-wave survey study among 398 knowledge workers from 106 teams in knowledge-intensive industries and tests the hypotheses by performing a series of hierarchical linear modeling analyzes.

The results show that a negative emotion state mediates the U-shaped relationship between employees’ perceived overqualification and knowledge hiding behavior. Team positive affective tone moderates the U-shaped relationship between negative emotions and employees’ knowledge hiding behavior.

This study extends current knowledge management literature by introducing perceived overqualification as an individual predictor of employees’ knowledge hiding behavior and revealing the both light and dark sides of perceived overqualification on knowledge hiding, as well as its intervening mechanism. The research findings help practitioners to curb such counterproductive behaviors.

This study unpacks the relationship between employees' perceptions of organizational politics and their helping behavior, by explicating a mediating role of employees' affective commitment and moderating roles of their tenacity and passion for work.

Quantitative survey data were collected from 476 employees, through Amazon Mechanical Turk.

Beliefs that the organizational climate is predicated on self-serving behaviors diminish helping behaviors, and this effect arises because employees become less emotionally attached to their organization. This mediating role of affective commitment is less salient to the extent that employees persevere in the face of challenges and feel passionate about working hard.

For human resource managers, this study pinpoints a lack of positive organization-oriented energy as a key mechanism by which perceptions about a negative political climate steer employees away from assisting organizational colleagues on a voluntary basis. They can contain this mechanism by ensuring that employees are equipped with energy-boosting personal resources.

This study addresses employees' highly salient emotional reactions to organizational politics and pinpoints the critical function of affective commitment for explaining the escalation of perceived organizational politics into diminished helping behavior. It also identifies buffering effects linked to two pertinent personal resources.

Building on a recent study of Weiner's (1985a) attribution–emotion–behavior model, we examine the extent to which negative affective states mediate the relationship between attributions for undesirable outcomes and the ability to justify ethically questionable behaviors. Results of a scenario-based study indicated that causal attributions were associated with affective states and behavioral justification in the general manner predicted. Affective states were not associated with behavior justification, however, indicating that only a direct association between attributions and justification existed. Implications for future research on attributions and emotions are discussed.