An experience sampling investigation of workplace interactions, affective states, and employee well‐being

Abstract

SummaryWe report an experience sampling study examining the within-individual effects of workplace interpersonal interaction characteristics on affect at work and daily well-being. A sample of 60 full-time employees completed measures of interpersonal interaction characteristics and affective states during each of 10 workdays and a measure of job satisfaction at the end of each workday. Overall, the employees provided 380 day-level data points. Hierarchical linear modeling (HLM) results indicated that interpersonal interaction characteristics were associated with affective states and job satisfaction. Furthermore, the effects of workplace interpersonal interactions on job satisfaction were mediated by affective states. Finally, positive affect mitigated the detrimental association between negative affect and job satisfaction.

Antecedents of Deviant Work Behavior: A Review of Research

“…According to AET, stable features of the work environment (e.g., a permissive organizational culture) predispose emotional responses, and these emotional responses trigger CBWs. Existing research supports many components of AET, demonstrating associations of work events with positive and negative emotions [23,24] and showing that these affective states in turn shape work attitudes (e.g., job satisfaction) [25] and behaviors [26].…”

Emotions at work and mental health: emerging directions

“…29 In yet another study using experience sampling methodology, interpersonal interaction characteristics influenced job satisfaction through the mediating role of affective states. 30 Moreover, positive affective states buffered the detrimental association between negative affect and job satisfaction. Dynamic interaction between the person and the environment are considered important in the AET framework, however there is relative paucity of research that examines the role of emotion regulation processes using the AET framework.…”

Conexão Social Intraorganizacional, Suporte no Trabalho e Identificação Organizacional

“…Adicionalmente, a definição desse tipo de conexão dá conta da importância da influência dos contatos diretos com interações mais frequentes no comportamento (Evans & Davis, 2005;Granovetter, 1973;Üstüner & Iacobucci, 2012). Tal conceito vai ao encontro do crescente alerta de trabalhos que chamam atenção para a importância dos relacionamentos intraorganizacionais a fim de compreender melhor os antecedentes de emoções, atitudes, comportamentos e até de alterações fisiológicas do trabalhador (e.g., Dimotakis, Scott, & Koopman, 2011;Gersick, Bartunek, & Dutton, 2000;Heaphy & Dutton, 2008;Liao, Liu, & Loi, 2010;Ozcelik, 2013). Ademais, o exame do grau de conexão social intraorganizacional possibilita novas análises do comportamento do indivíduo no trabalho em função de ir além do exame estritamente estruturalista das redes sociais (e.g., Soltis, Agneessens, Sasovova, & Labianca, 2013) e ainda considerar a primazia da necessidade básica do indivíduo por afiliação social (Friedkin, 2004;Kadushin, 2012).…”