Reflections on Affective Events Theory

Can Positive Employees Help Positive Organizational Change? Impact of Psychological Capital and Emotions on Relevant Attitudes and Behaviors

“…Finally, the study's findings build more evidence supporting a cognitive mediation theory (see Lazarus, 1993, for overview;Weiss & Cropanzano, 1996) of employee emotions in the workplace. That is, employees' psychological beliefs, expectancies, and appraisals (i.e., hope, efficacy, optimism, resilience, or PsyCap) may be a good potential source of positive emotions and subsequent employee attitudes and behaviors related to positive organizational change.…”

“…There is evidence that thoughts cause emotional responses (Frijda, 1986;Lazarus & Folkman, 1984;Ortony, Clore, & Collins, 1988), cognition creates labels used to identify physiological feelings as discrete emotions (Schachter & Singer, 1962), and emotions in turn are a source for information processing and decision making (Albarracin & Kumkale, 2003;Schwarz & Clore, 1983). We propose that Lazarus's (1991Lazarus's ( , 1993Lazarus's ( , 2006 cognitive mediation theory that views appraisals and evaluations as the basis for emotional response elicitation is the most relevant framework for the workplace, as demonstrated by affective events theory developed by Weiss and Cropanzano (1996). Affective events theory explains that an event elicits an initial evaluation "for relevance to well-being in simple positive or negative terms.…”

Positive Emotion in Organizations: A Multi-Level Framework

“…Thus, rather than the intensity of major events being the source of attitudes and behavior at work, according to AET, emotions are determined more by the frequency with which hassles or uplifts occur (see Fisher 2000;Fisher & Noble, 2004, Weiss & Beal, 2005. This conclusion implies in respect of negative emotions that people are more capable of handling once-off incidents than they are of dealing with ongoing hassles.…”

Teoría de los acontecimientos afectivos: Revisión de su impacto y desarrollos en el estudio del afecto en las organizaciones

“…ISSN 1984ISSN -6657 • doi: 10.17652/rpot/2017 En 1996 Weiss y Cropanzano redactaron lo que a día de hoy muchos autores consideran uno de los textos de mayor influencia para el entendimiento del papel que juegan las experiencias afectivas en las organizaciones (e.g., Ashton-James & Ashkanasy, 2005). Se trata de la teoría de los acontecimientos afectivos (affective events theory, conocida también como AET) consistente en un profuso marco de trabajo para el estudio del afecto en la vida laboral, una guía para orientar la investigación mediante la integración de estudios y teorías previas al identificar puntos clave y aportar directrices para la comprensión y análisis de los estados afectivos en el trabajo (Weiss & Beal, 2005).…”