The Affective Underpinnings of Job Perceptions and Attitudes: A Meta-Analytic Review and Integration.

Abstract

Using psychometric meta-analysis, the authors present a quantitative and qualitative review (k = 205, total pairwise N = 62,527) of the literature relating trait and state positive affect (PA) and negative affect (NA) to job-related attitudes, including job satisfaction, organizational commitment, turnover intentions, and dimensions of job burnout. Results indicated substantial correlations, ranging in absolute value from -.17 (PA and turnover intentions; NA and personal accomplishment) to.54 (NA and emotional exhaustion). Correlational results largely were consistent across hypothesized and exploratory moderator conditions. Meta-analytic multiple regression results generally supported the unique contribution of each affect to each attitude variable of interest. Implications and suggestions for future research on emotion-related aspects of job attitudes are discussed.

Getting off on the right foot: Subjective value versus economic value in predicting longitudinal job outcomes from job offer negotiations.

“…Clore, Schwartz, & Conway (1994) argued that affect tends to be a particularly influential source of information for judgments that concern preferences and liking and in domains for which the feelings seem most relevant. Accordingly, affect predicts job satisfaction and other job attitudes such as turnover intentions (Brief & Weiss, 2002;Thoresen, Kaplan, Barsky, Warren, & de Chermont, 2003). Indeed, Weiss and Cropanzano's (1996) affective events theory argues that job satisfaction results from three distinct factors: affective experiences, evaluative judgments, and beliefs about one's job.…”

Worklife Across the Lifespan

“…Positive affectivity was shown to be a positive antecedent, whereas negative affectivity was shown to be a negative antecedent to job satisfaction ( ps = .49, -.33, Connolly & Viswesvaran, Thoresen et al, 2003); and personal accomplishment ( ps = .49, -.34; Thoresen et a!., 2003). Conversely, positive affectivity was shown to be negatively related, whereas negative affectivity was shown to be positively related to turnover intentions (ps = -.17, 28, Thoresen et al, 2003); emotional exhaustion ( ps = -.32, .62, Thoresen et al, 2003); and depersonalization ( ps = -.27, .47, Thoresen et al, 2003).…”

“…From this perspective, job attitudes include positive attitudes toward the job (job satisfaction and affective commitment [employee's emotional attachment to, identification with, and involvement in the organization)) and negative attitudes toward the job (burnout and turnover intentions). Thoresen, Kaplan, Barsky, Warren, and Chermont (2003), in their meta-analyses ( k = 205, N = 62,527), hoped to elucidate the role of emotions in predicting job attitudes. First, they differentiated affect into two dimensions: namely, positive and negative affect.…”

Reassessing Relationships in Consumer Markets: Emotion, Cognition, and Consumer Relationship Intention

“…This "employee citizenship behavior" (Yi & Gong, 2008) entails acts involving altruism, extra effort, volunteering, and being cooperative. Furthermore, workers with high positive affect do not typically engage in withdrawal behavior as a response to dissatisfaction in the workplace (Thoresen, Kaplan, Barsky, Warren, & de Chermont, 2003). Also, social psychology considers that positive affect has beneficial effects on the way in which people perceive social behaviors and the way in which they initiate social interactions (Forgas, 2001;Isen, 1987).…”