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1 – 10 of 551Mei-Yu Yang, Fei-Chun Cheng and Aichia Chuang
The purpose of this paper is to identify the roles of trait affectivity and momentary moods in conflict frames and conflict management. This paper goes beyond affect induction and…
Abstract
Purpose
The purpose of this paper is to identify the roles of trait affectivity and momentary moods in conflict frames and conflict management. This paper goes beyond affect induction and focuses on the affective – rather than rational – antecedents of the choice of conflict management strategy.
Design/methodology/approach
This paper adopts a within- and between-person approach and uses hierarchical linear modeling to test the hypotheses with group-mean centering. Over the course of 12 days within a three-week period, the authors collected participants’ momentary moods and how they thought about and would respond to conflict scenarios. Data were gathered from 1,545 observations, involving 180 individuals.
Findings
After controlling for anger raised from the conflict scenario, both positive trait affectivity and positive momentary moods were found to be positively related to a compromise frame. Surprisingly, neither negative trait affectivity nor momentary mood was related to the win frame. A compromise frame predicted a cooperative strategy, and a win frame predicted a competitive strategy. The relationships between trait and momentary affects and conflict management strategy were partially mediated by conflict frame, but only for positive affects.
Practical implications
If seeking a constructive resolution, choose the right person (i.e. an individual with positive trait affectivity) and the right moment (i.e. the individual is in a positive mood state) to communicate disagreements.
Originality/value
This paper sheds light on the prediction of conflict frame and conflict management behavior by testing trait affectivity and momentary mood simultaneously.
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Chu‐Mei Liu and Kuang‐Jung Chen
The study tried to develop a product‐market structure of the fast‐food restaurants in the Philippines. Using the concept of hierarchical clustering based on substitution‐in‐use…
Abstract
The study tried to develop a product‐market structure of the fast‐food restaurants in the Philippines. Using the concept of hierarchical clustering based on substitution‐in‐use, the influence of three categories of situational influence were used to modify the original choice‐market mix relationship at every clustering stage. Changes in the importance of the individual components of the product‐service mix served as the basis of the link‐up among competing fast‐food restaurants.
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March L. To, Neal M. Ashkanasy, Cynthia D. Fisher and Patricia A. Rowe
In this chapter, we seek to resolve the long-running controversy as to whether moods foster or inhibit creativity. We base our arguments on a new theory, which we refer to as…
Abstract
In this chapter, we seek to resolve the long-running controversy as to whether moods foster or inhibit creativity. We base our arguments on a new theory, which we refer to as “creativity-as-mood-regulation,” where employees experiencing moods are envisaged to engage in creative behavior in the hope of regulating their moods. We further suggest that employees with different goal orientations will have different likelihoods of choosing creative activities to regulate their moods. Finally, we identify the specific goal-orientation conditions under which positive and negative moods may facilitate or depress creativity, and develop and discuss six related propositions.
For many years now, both organizational researchers and practitioners alike have been interested in the role played by employee happiness on a number of workplace outcomes. In…
Abstract
For many years now, both organizational researchers and practitioners alike have been interested in the role played by employee happiness on a number of workplace outcomes. In particular, many have been fascinated by the happy/productive worker thesis. According to this hypothesis, happy employees exhibit higher levels of job-related performance behaviors than do unhappy employees. However, despite decades of research, support for the happy/productive worker thesis remains equivocal. These inconsistent findings primarily result from the variety of ways in which happiness has been operationalized. Most typically, organizational theorists have operationalized happiness as job satisfaction, as the presence of positive affect, as the absence of negative affect, as the lack of emotional exhaustion, and as psychological well being. I will review this literature using the circumplex framework as the taxonomic guideline. In addition, drawing on the impetus of the “positive psychology” movement, I propose Fredrickson’s (1998, 2001, 2003) broaden-and-build theory of positive emotions as one approach especially well-suited for future research to better understand the happy/productive worker thesis.
Remus Ilies, Irene E. De Pater and Tim Judge
The paper aims to examine, first, how performance feedback influences positive and negative affect within individuals across negative and positive feedback range, and secondly…
Abstract
Purpose
The paper aims to examine, first, how performance feedback influences positive and negative affect within individuals across negative and positive feedback range, and secondly, whether self‐esteem moderates individuals' affective reactions to feedback.
Design/methodology/approach
A sample of 197 undergraduate students completed an 8‐trial experiment. For each trial, participants performed a task, received performance feedback, and were subsequently asked to report their affective state. Hierarchical linear modeling was used to test the hypothesized within‐ individual effects and the cross‐level moderating role of self‐esteem.
Findings
Performance feedback did influence both positive and negative affect within individuals and feedback indicating goal non‐attainment (i.e. negative feedback) increased negative affect more than it reduced positive affect. The data offered some support for the prediction with respect to the moderating role of self‐esteem derived from self‐enhancement theory.
Research limitations / implications
The laboratory design and student sample are limitations with the study. However, the nature of our research question justifies an initial examination in a controlled, laboratory setting. Our findings may stimulate researchers to further investigate the role of affect and emotions in behavioral self‐regulation.
Originality/value
This study furthers research on reactions to feedback by examining the feedback‐affect process within individuals across time. Multiple dimensions of affect were considered and positive and negative feedback continua were examined separately.
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Sabine Sonnentag and Charlotte Fritz
In this chapter, we review empirical research evidence on the relationship between stressors and catecholamines (i.e., adrenaline and noradrenaline) and cortisol. With respect to…
Abstract
In this chapter, we review empirical research evidence on the relationship between stressors and catecholamines (i.e., adrenaline and noradrenaline) and cortisol. With respect to acute stressors, both laboratory and field research have shown that the exposure to stressors leads to an increase in catecholamine and cortisol levels. With respect to more chronic stressors, research evidence is less consistent. Chronic mental workload was found to be related to elevated adrenaline levels. With respect to cortisol responses the interaction between workload and other variables seems to play a role. Empirical studies suggest that chronic stressors affect the responsivity to acute stressors. Research showed that after the exposure to stressors catecholamine and cortisol recovery is delayed.
Stéphane Brutus, Roshan Javadian and Alexandra Joelle Panaccio
The purpose of this paper is to investigate the impact of various commuting modes on stress and mood upon arrival at work.
Abstract
Purpose
The purpose of this paper is to investigate the impact of various commuting modes on stress and mood upon arrival at work.
Design/methodology/approach
Data on stress and mood were collected after 123 employees arrived at work by bike, car, or public transit. In order to account for the natural fluctuation of stress and mood throughout the day, the assessment of the dependent variables was made within the first 45 minutes of arrival at work.
Findings
As hypothesized, those who cycled to work were less stressed than their counterparts who arrived by car. However, there was no difference in mood among the different mode users.
Practical implications
A lower level of early stress among cyclists offers further evidence for the promotion of active commute modes.
Originality/value
This study underscores the importance of being sensitive to time-based variations in stress and mood levels when investigating the impact of commute modes.
Norbert K Semmer, Simone Grebner and Achim Elfering
The preponderance of studies that rely on self-report for both independent (e.g. stressors) and dependent (e.g. well-being) variables is often deplored, as it creates problems of…
Abstract
The preponderance of studies that rely on self-report for both independent (e.g. stressors) and dependent (e.g. well-being) variables is often deplored, as it creates problems of common method variance, which may lead to inflated, or even spurious, correlations and predictions. It is sometimes suggested that alternative measures should yield more “objective” information on the phenomena under investigation. We discuss this issue with regard to: (a) observational measures of working conditions; (b) physiological measures of strain; and (c) event-based “self-observation” on a micro-level. We argue that these methods are not necessarily “objective.” Like self-report, they are influenced by a plethora of factors; and measurement artifacts can easily be produced. All this can make their interpretation quite difficult, and the conclusion that lack of convergence with self-report automatically invalidates self-report is not necessarily warranted. Especially with regard to physiological measures, one has to keep in mind that they refer to a different response level that follows its own laws and is only loosely coupled with psychological responses. Therefore, replacement is not a promising way to get more reliable estimates of stressor-strain relationships. We argue instead that each method contains both substantive and error variance, and that a combination of various methods seems more auspicious. After discussing advantages and pitfalls of observational, physiological, and self-observational measures, respectively, we report empirical examples from our own research on each of these methods, which are meant to illustrate both the advantages and the problems associated with them. They strengthen the overall conclusion that there is no “substitute” for self-report (which often is necessary to be able to interpret data from other methods, most notably physiological ones). They also illustrate that collecting such data is quite cumbersome, and that a number of conditions have to be carefully considered before using them, and we report some problems we encountered in this research. Altogether, we conclude that self-report measures, if carefully constructed, are better than their reputation, but that the optimal way is to complement them with other measures.
Tobias Kollmann and Carina Lomberg
Existing theoretical explanations about the influence of affect in the process of creating ideas (ideation) and their corresponding empirical findings are contradictory. The…
Abstract
Existing theoretical explanations about the influence of affect in the process of creating ideas (ideation) and their corresponding empirical findings are contradictory. The purpose of the present chapter is to provide new insights by providing a theoretical explanation that is able to encompass these contradictions, and to support this theoretical approach with empirical data. We draw on personality-systems-interactions (PSI) and use an experimental design to capture dynamic effects between affect and ideation. Our findings emphasize the mediating role of affect in the ideation process and the moderating role of individual action-control in the regulation of affect and respective creative behavior.
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This study proposes a multilevel framework to test the mechanisms and boundary conditions of the relationships between positive group affective tone (PGAT) and individual/team…
Abstract
Purpose
This study proposes a multilevel framework to test the mechanisms and boundary conditions of the relationships between positive group affective tone (PGAT) and individual/team creativity.
Design/Methodology/Approach
Data are collected from 122 research and development (R&D) teams (including 305 members and 122 team leaders). Hierarchical linear modeling analyses and hierarchical regression analyses are performed to test hypotheses.
Findings
The results show that PGAT facilitates individual creativity via enhanced work engagement, and increases team creativity via team information exchange. Supporting the substituting perspective, we found that the positive indirect effects of PGAT on individual/team creativity were attenuated when supervisory support is high.
Research Limitations/Implications
Although all variables were collected at the same time and the individual-level variables were collected from the same source, our findings highlight the mechanisms explaining the beneficial effects of PGAT on individual/team creativity, and how supervisory support can substitute for such effects.
Practical Implications
In order to make the individuals and teams more creative, the organizations need to promote PGAT via the selection of appropriated leader and members or team social events. Moreover, supervisors support is particularly salient in enhancing team creativity when PGAT is low.
Originality/Value
This study is the one of the first study to test the motivational/social mechanisms linking the relationship between PGAT and individual/team creativity, and the competing theoretical perspectives regarding how supervisory support can moderate the PGAT–creativity linkage.
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