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1 – 10 of over 152000
Book part
Publication date: 26 June 2012

Uta K. Bindl and Sharon K. Parker

Proactivity is a type of goal-directed work behavior in which individuals actively take charge of situations to bring about future change in themselves or their…

Abstract

Proactivity is a type of goal-directed work behavior in which individuals actively take charge of situations to bring about future change in themselves or their organization. In this chapter, we draw on goal-regulation research to review conceptual and empirical evidence that elucidates some of the complex links of affective experience and employee proactivity. We identify the different ways in which affective experience influences different stages of proactivity, including employees’ efforts in setting a proactive goal (envisioning), preparing to implement their proactive goal (planning), implementing their proactive goal (enacting), and engaging in learning from their proactive goal process (reflecting). Overall, our review suggests an important, positive role of high-activated positive trait affectivity and moods in motivating proactivity across multiple goal stages, as compared to low-activated positive affectivity and moods. The role of negative affect is mixed, and likely depends on both its valence and the stage of proactivity that is being considered. We identify a lack of research on the role of discrete emotions for employee proactivity. We discuss future avenues for research, particularly the roles of intra- and inter-personal emotion regulation for proactivity and of affective embeddedness of proactive processes in the social environment of organizations.

Details

Experiencing and Managing Emotions in the Workplace
Type: Book
ISBN: 978-1-78052-676-8

Abstract

Details

Entrepreneurship and Emotions: Insights on Venture Performance
Type: Book
ISBN: 978-1-80117-354-4

Article
Publication date: 23 March 2022

Jingjing Liu, Xiaohu Zhou and Qiao Wang

Employee improvisation is valuable in seizing opportunities, creating radically new ideas and dealing with unexpected events. It is increasingly important for new ventures…

Abstract

Purpose

Employee improvisation is valuable in seizing opportunities, creating radically new ideas and dealing with unexpected events. It is increasingly important for new ventures in unpredictable environments. However, as an important organizational factor, the mechanism of leadership style on employee improvisation has not been fully explored. Against this background, the purpose of this study is to examine the impact of entrepreneurial leadership on employee improvisation. Specifically, drawing on cognitive-affective processing system framework and regulatory focus theory, the study investigates the dual mediating role of workplace spirituality and positive affect between entrepreneurial leadership and employee improvisation and the moderating role of promotion focus in such relationships.

Design/methodology/approach

Using time-lagged data from 327 leader–employee dyads from new ventures in China, the study tests all hypotheses using hierarchical multiple regression and bootstrapping analysis in IBM SPSS 26.0.

Findings

The results reveal that entrepreneurial leadership is positively related to employee improvisation, and this link is mediated by workplace spirituality and positive affect. Additionally, moderated path analysis indicates that promotion focus strengthens the direct effect of workplace spirituality and positive affect on employee improvisation and the indirect impact of entrepreneurial leadership on employee improvisation.

Practical implications

The findings also provide some practical suggestions for managers on how to promote employee improvisation. Managers can promote employee improvisation by cultivating their entrepreneurial leadership. The results also constitute valuable information for new ventures in terms of suggesting steps that can be taken to promote employee improvisation in the workplace, particularly in regard to employees' cognition and affect. In addition, personality traits such as promotion focus should also be considered in recruitment.

Originality/value

The study makes an original contribution by showcasing the complex cognitive and affective mechanism of entrepreneurial leadership on employee improvisation. Through the dual mediating role of workplace spirituality and positive affect, the study expands the research results on employee improvisation and enriches the application of cognitive-affective processing system framework in the entrepreneurship field. The study also provides deeper insights into promotion focus research by exploring the boundary conditions of employee improvisation.

Article
Publication date: 27 July 2021

Eulalia Santos, Vanessa Ratten, Ana Diogo and Fernando Tavares

The COVID-19 pandemic has spread rapidly around the world and Portugal is no exception. Positive and negative effects are extremely important in individual's life…

Abstract

Purpose

The COVID-19 pandemic has spread rapidly around the world and Portugal is no exception. Positive and negative effects are extremely important in individual's life experiences and in particular in the context of the quarantine, in which it is important to maintain the balance between favorable and unfavorable situations. The purpose of this paper is to study in depth the intensity of the affect during the COVID-19 pandemic in Portugal and to validate a scale of positive and negative affect in the context of quarantine and confinement.

Design/methodology/approach

The methodology used is of a quantitative nature, based on a questionnaire survey to measure the intensity of the affects and to analyze some sociodemographic variables. The sample consists of 726 individuals of age 18 years or older, who were in Portugal during the quarantine of the COVID-19 pandemic.

Findings

The results show that respondents were concerned, anxious, well-disposed and impatient. Exploratory and confirmatory factor analysis applied to affects produced a latent structure with two factors: negative affect and positive affect. The affect scale has adequate convergent and discriminant validity and good internal consistency, with negative affect being experienced by individuals with greater intensity compared to positive affect.

Originality/value

It is hoped that this study contributes to an increase in the scientific knowledge in the field of the affects in the context of delicate situations such as the pandemic COVID-19 so that health professionals can intervene to improve individual’s well-being. This is an important way to provide better health policy that considers in more depth individual wellbeing and emotions during times of crisis. Limitations and suggestions for future research are also stated that highlight the importance of understanding emotional states of individuals during crisis events.

Details

Journal of Science and Technology Policy Management, vol. 13 no. 2
Type: Research Article
ISSN: 2053-4620

Keywords

Article
Publication date: 6 June 2016

Lisa E. Baranik and Lillian Eby

Using mood regulation theories and the broaden-and-build theory of positive emotions, the purpose of this paper is to hypothesize that the relationship between…

4481

Abstract

Purpose

Using mood regulation theories and the broaden-and-build theory of positive emotions, the purpose of this paper is to hypothesize that the relationship between organizational citizenship behaviors aimed at individuals (OCB-Is) and depressed mood, burnout, and satisfaction with life and health would be mediated by positive affect.

Design/methodology/approach

Lagged data were collected from employee-supervisor dyads.

Findings

OCB-Is were related to positive affect, and positive affect was positively related to subsequent reports of life satisfaction and general health satisfaction, and negatively related to burnout and depressed mood. Positive affect mediated the relationship between OCB-Is and life satisfaction, general health satisfaction, and depressed mood but not burnout. An alternative reverse causality mediation model ruled out the possibility that OCB-Is mediated the relationship between positive affect and the employee outcomes.

Originality/value

These findings lend support for OCBs being an antecedent of mood, rather than vice versa.

Article
Publication date: 13 March 2017

Ahmed Mohammed Sayed Mostafa

The purpose of this paper is to provide insight into the affective or emotional mechanisms that underlie the relationship between high-performance HR practices (HPHRP) and…

4134

Abstract

Purpose

The purpose of this paper is to provide insight into the affective or emotional mechanisms that underlie the relationship between high-performance HR practices (HPHRP) and employee attitudes and behaviours. Drawing on affective events theory, this paper examines a mediation model in which HPHRP influence positive affect which in turn affects job satisfaction and organizational citizenship behaviours (OCBs).

Design/methodology/approach

Two-wave data were collected from a sample of local government workers in Wales (n=362). HPHRP were measured together with job satisfaction and OCBs at Time 1 and six months later, job satisfaction and OCBs were measured again together with positive affect. Structural equation modeling was used to test the study hypotheses.

Findings

The results revealed that HPHRP induced positive affect which, in turn, led to increased job satisfaction and OCBs. Furthermore, positive affect fully mediated the relationships between HPHRP and both job satisfaction and OCBs.

Research limitations/implications

All data were collected from public sector employees in the Government of Wales, which makes the generalizability of the findings unknown. More work is needed using different samples to determine whether the study results are replicable.

Practical implications

Managers should endeavour to ensure that enough resources are assigned to the implementation of HPHRP and other work features that help evoke affective reactions, as these reactions are an important determinant of employees’ attitudes and behaviours.

Originality/value

This is one of the first studies to empirically examine the mediating role of positive affect on the relationship between HPHRP and employee attitudes and behaviours.

Details

Journal of Managerial Psychology, vol. 32 no. 2
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 31 July 2019

Linhua Sang, Dongchun Xia, Guodong Ni, Qingbin Cui, Jianping Wang and Wenshun Wang

The purpose of this paper is to explore the influence mechanism of job satisfaction and positive affect on knowledge sharing among project members in Chinese construction…

1464

Abstract

Purpose

The purpose of this paper is to explore the influence mechanism of job satisfaction and positive affect on knowledge sharing among project members in Chinese construction industry, and test the moderating role of organizational commitment between them in order to find a new approach from the perspective of psychology to improve the knowledge sharing performance within project management organizations in China constantly.

Design/methodology/approach

An empirical study was used based on confirmatory factor analysis and hierarchical regression analysis with a sample of 540 project members from 80 project management organizations in China.

Findings

Research results showed that job satisfaction and positive affect of project members both have a significant positive impact on knowledge sharing; organizational commitment could moderate the influence of job satisfaction and positive affect on knowledge sharing among project members partially within the Chinese context.

Research limitations/implications

A questionnaire study from China only represents the relationship and regular pattern within a shorter time interval in the Chinese context. It is necessary to continue to implement a longitudinal study in a relatively long period in future research.

Practical implications

Knowledge sharing among project members can be enhanced through improving job satisfaction and positive affect, and strengthening project members’ organizational commitment can amplify the influence effect of job satisfaction and positive affect on knowledge sharing.

Originality/value

This paper clarifies the direct influence mechanism of project members’ job satisfaction and positive affect on explicit knowledge sharing (EKS) and tacit knowledge sharing (TKS), and further tests the partial moderating effect of organizational commitment on the influence relationship of job satisfaction and positive affect on EKS and TKS.

Details

Engineering, Construction and Architectural Management, vol. 27 no. 1
Type: Research Article
ISSN: 0969-9988

Keywords

Article
Publication date: 7 November 2016

Tomas G. Thundiyil, Dan S. Chiaburu, Ning Li and Dave T. Wagner

The purpose of this study is to test a model connecting Chinese employees’ positive and negative affect and creative self-efficacy with supervisor-rated creative…

1596

Abstract

Purpose

The purpose of this study is to test a model connecting Chinese employees’ positive and negative affect and creative self-efficacy with supervisor-rated creative performance in Chinese business. Building on the cognitive tuning theory, this paper answers several calls for research to examine the joint effects of positive and negative affects on creative performance in the China business environment.

Design/methodology/approach

The participants were drawn from one of the largest petrochemical companies in China. We drew 459 leader-subordinate dyads across different jobs situated in multiple divisions to complete our surveys. The authors used hierarchical linear modeling to test the hypotheses.

Findings

The findings suggest that creative self-efficacy has a positive influence on creative performance during low PA scenarios. The authors also demonstrated that for employees in China, creative self-efficacy has a positive influence on creativity when employees experience both low levels of positive affect and high levels of negative affect.

Originality/value

As the findings suggest, Chinese employees who experience positive affect may engage in heuristic, top-down cognitive processes. Furthermore, findings from the present study also serve to extend the scope of the cognitive tuning model by testing the informational roles of positive and negative affects in self-regulatory processes rather than focusing directly on the main effects of employee affect. An important finding in this study is the three-way interaction indicating that individuals experiencing low positive affect and high negative affect will see a strong connection between creative self-efficacy and creative performance.

Details

Chinese Management Studies, vol. 10 no. 4
Type: Research Article
ISSN: 1750-614X

Keywords

Article
Publication date: 4 December 2017

Ahmed Mohammed Sayed Mostafa

Even though the relationship between psychological empowerment and employee outcomes is well established, less is known about the mechanisms that underlie this…

Abstract

Purpose

Even though the relationship between psychological empowerment and employee outcomes is well established, less is known about the mechanisms that underlie this relationship. Drawing on affective events theory and broaden-and-build theory, the purpose of this paper is to examine a mediation model in which psychological empowerment influences positive affect which in turn affects job satisfaction and work stress.

Design/methodology/approach

Two-wave longitudinal data from a sample of Welsh local government workers (n=362) were used to test the hypothesized relationships by using structural equation modeling.

Findings

The results indicate that psychological empowerment has a positive influence on positive affect. Furthermore, positive affect mediates the relationship between psychological empowerment and job satisfaction. However, it does not mediate the relationship between psychological empowerment and stress.

Originality/value

This study is among the first to empirically examine the mediating role of positive affect on the relationship between psychological empowerment and both job satisfaction and work stress.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 5 no. 3
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 13 November 2020

He Ding, Xinqi Lin and Weilin Su

This study aims to investigate the mediating role of positive affect and the moderating role of deficit correction in the relationship between employee strengths use and…

Abstract

Purpose

This study aims to investigate the mediating role of positive affect and the moderating role of deficit correction in the relationship between employee strengths use and innovative behavior.

Design/methodology/approach

This study adopted a three-wave research design to gather data. A convenience sample of 189 employees working in diverse organizations in China was applied to examine the hypotheses.

Findings

The results indicated that employee strengths use was positively related to innovative behavior, and positive affect mediated the relationship between employee strengths use and innovative behavior. In addition, deficit correction enhanced the direct relationship of employee strengths use with positive affect and the indirect relationship of employee strengths use with innovative behavior through positive affect.

Originality/value

The current study contributes to the existing literature on employee strengths use-innovative behavior relationships by revealing positive affect as a mediator and deficit correction as a moderator between employee strengths use and innovative behavior.

Details

Chinese Management Studies, vol. 15 no. 2
Type: Research Article
ISSN: 1750-614X

Keywords

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