Combined Effects of Positive and Negative Affectivity and Job Satisfaction on Job Performance and Turnover Intentions

Bouckenooghe, Dave; Raja, Usman; Butt, Arif Nazir

doi:10.1080/00223980.2012.678411

Cited by 92 publications

(79 citation statements)

References 52 publications

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“…An individual with high negative affectivity is described as nervous, anxious, and tense, while an individual with low negative affectivity is seen as calm and quiet (Brouer & Harris, 2007). High negative affectivity individuals tend to dwell on their failures and shortcomings and see themselves as unhappily engaged (Bouckenooghe, Raja, & Butt, 2013 as joyful and confident (Toegel, Anand, & Kilduff, 2007). These individuals have a generalized sense of well-being and are predisposed to experience positive emotional states as well as a tendency to espouse positive views of oneself and the world (Bouckenooghe, Raja, & Butt, 2013).…”

Section: Positive Affectivity Negative Affectivity and Job Satisfactionmentioning

confidence: 99%

“…High negative affectivity individuals tend to dwell on their failures and shortcomings and see themselves as unhappily engaged (Bouckenooghe, Raja, & Butt, 2013 as joyful and confident (Toegel, Anand, & Kilduff, 2007). These individuals have a generalized sense of well-being and are predisposed to experience positive emotional states as well as a tendency to espouse positive views of oneself and the world (Bouckenooghe, Raja, & Butt, 2013). Both positive affectivity and negative affectivity have also been linked to the major personality traits of extraversion and neuroticism from the Big Five model of personality traits (Bouckenooghe, Raja, & Butt, 2013).…”

Section: Positive Affectivity Negative Affectivity and Job Satisfactionmentioning

confidence: 99%

“…These individuals have a generalized sense of well-being and are predisposed to experience positive emotional states as well as a tendency to espouse positive views of oneself and the world (Bouckenooghe, Raja, & Butt, 2013). Both positive affectivity and negative affectivity have also been linked to the major personality traits of extraversion and neuroticism from the Big Five model of personality traits (Bouckenooghe, Raja, & Butt, 2013). Relying on meta-analytic data, Ilies and Judge (2003) found that positive and negative affectivity could better explained genetic sources of job satisfaction than the Big Five traits.…”

Section: Positive Affectivity Negative Affectivity and Job Satisfactionmentioning

confidence: 99%

“…According to Bouckenooghe, Raja, and Butt (2013) positive and negative affectivities influence key work outcomes such as job satisfaction, job performance and intention to quit. It is critical to understand how positive affectivity and negative affectivity relate to key attitudes such as job satisfaction because employees' organizational lives are imbued with affect (Bouckenooghe, Raja, & Butt, 2013).…”

Section: Positive Affectivity Negative Affectivity and Job Satisfactionmentioning

confidence: 99%

“…It is critical to understand how positive affectivity and negative affectivity relate to key attitudes such as job satisfaction because employees' organizational lives are imbued with affect (Bouckenooghe, Raja, & Butt, 2013). Positive affectivity and negative affectivity are positive and negative sources of energy (Watson, 2000) that may motivate people to perform well or discourage them from doing so.…”

Section: Positive Affectivity Negative Affectivity and Job Satisfactionmentioning

confidence: 99%

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The Role of Work-Family Psychological Contract in the Relationships between Affectivity and Job Satisfaction

Jusoh¹,

Ahmad²,

Omar³

2013

ASS

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In recent years, studies have shown that with the increase in the number of dual-career couples and greater job demand from employers, employees have to deal with work-family role imbalance. Hence, many employees have demanded assistance for non-work or family activities. The absence of a strong legal contract on work-family benefits to help employees deal with work-family role imbalance has resulted in employees relying on psychological agreements or contracts. This paper presents a model that includes personality factors (positive affectivity and negative affectivity) as independent variables, work-family psychological contract as a mediator and job satisfaction as the dependent variable. This model was developed based on the 'conservation of resources theory' as well as previous research findings. This model extends the content of psychological contract to include work-family issues by introducing the work-family psychological contract concept and postulates the role of work-family psychological contract as a mediator in the relationships between affectivity and job satisfaction.

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Section: Positive Affectivity Negative Affectivity and Job Satisfactionmentioning

confidence: 99%

Section: Positive Affectivity Negative Affectivity and Job Satisfactionmentioning

confidence: 99%

Section: Positive Affectivity Negative Affectivity and Job Satisfactionmentioning

confidence: 99%

Section: Positive Affectivity Negative Affectivity and Job Satisfactionmentioning

confidence: 99%

Section: Positive Affectivity Negative Affectivity and Job Satisfactionmentioning

confidence: 99%

See 3 more Smart Citations

The Role of Work-Family Psychological Contract in the Relationships between Affectivity and Job Satisfaction

Jusoh¹,

Ahmad²,

Omar³

2013

ASS

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Associations of experiential avoidance with burnout, wellbeing, and productivity loss among police officers: The mediating role of negative and positive affect

et al. 2022

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Objectives The current study aims to investigate the indirect associations between experiential avoidance (EA) and burnout, wellbeing, and productivity loss (PL) via the mediating role of positive and negative emotions among police officers. Methods Data were collected on 187 officers (84% male) aged 21–64 years between 2019 and 2020. Participants completed online self‐report measures. Results EA was indirectly associated with burnout via positive and negative affect. EA was indirectly associated with wellbeing through positive affect, positive affect and burnout, and negative affect and burnout. Finally, EA was indirectly associated with PL via positive affect and burnout, and negative affect and burnout. Conclusion Results provide support for the role of EA in officers' wellbeing and job performance via increasing negative affect and decreasing positive affect. This highlights the importance of interventions, such as acceptance and commitment therapy that target acceptance and psychological flexibility.

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Positive affect and job performance in psychiatric nurses: A moderated mediation analysis

Hou

2022

Nursing Open

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Aims The aims of this research were (a) to determine if job satisfaction plays an intermediary role between positive affect and job performance; (b) to explore whether the mediating process of positive affect affecting job performance through job satisfaction is moderated by the work seniority of psychiatric nurses. Design A questionnaire‐based cross‐sectional study. Methods From January 2021 to May 2022, a total of 328 psychiatric nurses were recruited through online advertisements. Data regarding positive affect, job satisfaction, work seniority and job performance were obtained through survey questionnaires. The moderated mediation model was examined in this study utilizing the SPSS (Version 26.0) macro process 3.3, with job satisfaction as the mediation variable and work seniority as the moderation variable. Results Job performance and job satisfaction were both positively connected with positive affect, while job satisfaction was favourably correlated with job performance. Job satisfaction played a part mediating role between positive affect and job performance, with an effect value of 0.10, accounting for 22.22% of the total effect. And work seniority moderated the second half of the mediating process. Conclusion Positive affect positively affected job performance through two paths, directly or indirectly. Part of the intermediate role of job satisfaction between positive affect and job performance is regulated by seniority; that is, work seniority buffered the positive effect of positive affect on job performance. Impact This study revealed how positive affect works and elaborated the conditions to play a role, which greatly enriched the content of positive psychology and had important significance for deepening and expanding the relationship between positive affect and job performance. It also provided a reference for nursing managers to implement humanized management, build a high‐performance psychiatric nurse team and promote the long‐term development of psychiatric hospitals. Patient or public contribution Three hundred and twenty‐eight psychiatric nurses participated in the questionnaire. Trained staff were involved in data collection.

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Combined Effects of Positive and Negative Affectivity and Job Satisfaction on Job Performance and Turnover Intentions

Cited by 92 publications

References 52 publications

The Role of Work-Family Psychological Contract in the Relationships between Affectivity and Job Satisfaction

The Role of Work-Family Psychological Contract in the Relationships between Affectivity and Job Satisfaction

Associations of experiential avoidance with burnout, wellbeing, and productivity loss among police officers: The mediating role of negative and positive affect

Positive affect and job performance in psychiatric nurses: A moderated mediation analysis

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