Task appraisals, emotions, and performance goal orientation.

Abstract

The full-text may be used and/or reproduced, and given to third parties in any format or medium, without prior permission or charge, for personal research or study, educational, or not-for-prot purposes provided that:• a full bibliographic reference is made to the original source • a link is made to the metadata record in DRO • the full-text is not changed in any way The full-text must not be sold in any format or medium without the formal permission of the copyright holders.Please consult the full DRO policy for further details.

Morning Reattachment to Work and Work Engagement During the Day: A Look at Day-Level Mediators

“…Mentally preparing for work before actually starting work increases one's confidence that one will be able to handle the challenges of the upcoming workday. Being more confident that one can complete the tasks that need to be accomplished will be associated with a higher level of positive affect (Fisher, Minbashian, Beckmann, & Wood, 2013), for instance, by triggering positive self-evaluations (Zuroff, Sadikaj, Kelly, & Leybman, 2016). Importantly, thinking about the workday and the tasks that have to be accomplished helps attain one's work goals and might be perceived as a first step towards goal achievement, resulting in perceived goal progress.…”

“…More specifically, during reattachment and goal activation at the start of the workday, employees should anticipate high task focus, maybe by thinking about temporal and situational features that enable high task focus, for instance, by identifying quiet periods during the upcoming day or by negotiating an uninterrupted hour (König, Kleinmann, & Höhmann, 2013). Reattachment and goal activation should help employees to enact confidence about what they can accomplish during the day (Fisher et al, 2013), for instance, by thinking about what they have accomplished in the past (Seo et al, 2004). Social support and job control should follow from reattachment and goal activation.…”

Perceived prosocial impact, perceived situational constraints, and proactive work behavior: Looking at two distinct affective pathways

“…Our study suggests that implementation of proactive work behavior benefits from positive affect. Besides prosocial impact, positive affect may also result from other experiences at work such as confidence to accomplish an important task (Fisher, Minbashian, Beckmann, & Wood, 2013), positive feedback about one's own performance (Ilies & Judge, 2005), or even short energizing breaks (Fritz, Lam, & Spreitzer, 2011). Therefore, when planning their workdays, employees and their managers might deliberately schedule tasks and activities that have the potential to stimulate positive affect.…”

Emotions and Work

“…Fisher (2002) employed ESM to show moreover that, once (cognitive) attitudinal factors are accounted for, affect is in fact unrelated to job satisfaction. In a more recent ESM study, Fisher et al (2013) found that momentary emotions depend on task appraisal and confidence. In a more recent ESM study, Fisher et al (2013) found that momentary emotions depend on task appraisal and confidence.…”