On the role of positive and negative affectivity in job performance: A meta-analytic investigation.

Abstract

Although interest regarding the role of dispositional affect in job behaviors has surged in recent years, the true magnitude of affectivity's influence remains unknown. To address this issue, the authors conducted a qualitative and quantitative review of the relationships between positive and negative affectivity (PA and NA, respectively) and various performance dimensions. A series of meta-analyses based on 57 primary studies indicated that PA and NA predicted task performance in the hypothesized directions and that the relationships were strongest for subjectively rated versus objectively rated performance. In addition, PA was related to organizational citizenship behaviors but not withdrawal behaviors, and NA was related to organizational citizenship behaviors, withdrawal behaviors, counterproductive work behaviors, and occupational injury. Mediational analyses revealed that affect operated through different mechanisms in influencing the various performance dimensions. Regression analyses documented that PA and NA uniquely predicted task performance but that extraversion and neuroticism did not, when the four were considered simultaneously. Discussion focuses on the theoretical and practical implications of these findings. (PsycINFO Database Record (c) 2009 APA, all rights reserved).

Mapping the structure of perceptual and visual–motor abilities in healthy young adults

“…For example, current stress and anxiety levels are often negatively correlated with cognitive and motor performance (e.g., Bolmont, Gangloff, Vouriot, & Perrin, 2002;Han et al, 2011;Raglin, 1992). Past research has also highlighted the role of affect state in modulating task performance, with higher positive state affect and lower negative state affect being associated with better cognitive (Fredrickson & Branigan, 2005;Muraven & Baumeister, 2000), athletic (Skinner & Brewer, 2004), and work performance (Kaplan, Bradley, Luchman, & Haynes, 2009;Wright, Cropanzano, & Meyer, 2004). Specifically, positive emotions have been shown to facilitate effective competition preparation, and benefit subsequent performance (Skinner & Brewer, 2002.…”

Unpacking the curvilinear relationship between negative affectivity, performance, and turnover intentions: The moderating effect of time-related work stress

“…In contrast, several meta-analyses have provided empirical evidence to question the linearity assumption between personality traits and job performance/turnover intentions (Tett, Jackson, Rothstein, & Reddon, 1999;Judge, Heller, & Mount, 2002;Kaplan et al, 2009). Despite this observation few scholars have speculated that the near zero-order correlations observed could be due to nonlinearity (Murphy, 1996).…”

“…Recent meta-analyses reveal that a substantial amount of variance in the relationships between NA and job performance and turnover intentions cannot be attributed to research artefacts (Thoresen et al, 2003;Kaplan et al, 2009), thus indicating that the nature of these relationships requires further in-depth examination.…”

Are We Collaborating Yet? Employee Assessment of Peer’s Perceptions

“…For instance, a respondent encountering an anxious, unhappy peer may wish to give a low score for prospects, even if the peer did not exhibit the four suggested reactions. In such a case, the instrument would prefer a low prospects score because a person experiencing negative affect has a similar impact upon the collaboration to a ordinarily-optimistic person with legitimate concerns (Kaplan, Bradley, Luchman, & Haynes, 2009). We contend that modification of suggested reactions is allowable because each perception is ostensibly universal, therefore intuitively-obvious and not prone to being incorrectly interpreted.…”