Waking Up on the Right or Wrong Side of the Bed: Start-of-Workday Mood, Work Events, Employee Affect, and Performance

Rothbard, Nancy P.; Wilk, Steffanie L.

doi:10.5465/amj.2007.0056

Cited by 199 publications

(175 citation statements)

References 93 publications

(132 reference statements)

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“…This shows that affect at work is relatively stable, which may be treated as a bit unexpected result, but it is consistent with the results of other studies [59]. Correlations between scales of job-related affective wellbeing measure and turnover intention as well as mood show a pattern of results in line with theoretical expectations [20,40,44,45]. Higher levels of enthusiasm and comfort and lower levels of anxiety and depression may be predicted by positive mood.…”

Section: Discussionsupporting

confidence: 81%

“…Moreover, there are also other studies that confirm the 4-factor model as the best fitting to the data in samples from Poland, Spain and the Netherlands [58]. Therefore, the effects [40]. Obtained correlations between positive mood and enthusiasm (0.4) and comfort (0.39) measured after 2 weeks are positive whereas those between positive mood and anxiety (-0.28) and depression (-0.43) are negative.…”

Section: Discussionmentioning

confidence: 84%

“…Miner et al [43] have revealed that mood largely determines the intensity of employees' reactions to events, depending on how good someone's mood is, he or she may experience work events differently. Rothbard and Wilk [40] have shown that start-of-workday mood of employees in call centers may predict their affect on subsequent calls and their perception of customers' affective display. Start-of-workday positive mood was positively related to employees' positive affect before calls as well as their perceptions of customers' positive affective display.…”

Section: Materials and Methods Procedures And Participantsmentioning

confidence: 99%

“…The other, turnover intention, is strictly related to a work context. Mood may be defined as a short-term affect and it is a quick response to an environmental stimulus [40]. Acrefers to Warr's model of affective well-being at work [5] and assess people's emotional reactions to their job in the past month which are categorized along 2 dimension: pleasurableness (positive and negative affect) and arousal (high and low intensity).…”

Section: Associates Of Affective Well-beingmentioning

confidence: 99%

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The factorial structure of job-related affective well-being: Polish adaptation of the Warr’s measure

Mielniczuk¹,

Łaguna²

2018

Int J Occup Med Environ Health

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Objectives: The first aim of the study reported in this article was to test the factorial structure of job-related affect in a Polish sample. The second aim was to develop the Polish adaptation of the Warr's job-related affective well-being measure published in 1990, which is designed to assess 4 types of affect at work: anxiety, comfort, depression, enthusiasm. Material and Methods: A longitudinal study design with 2 measurement times was used for verifying the psychometric properties of the Polish version of the measure. The final sample consisted of 254 Polish employees from different professions. Participants were asked to fill in a set of questionnaires consisting of measures capturing job-related affective well-being, mood, and turnover intention. Results: The first step of analysis was to test the theoretically-based structure of the job-related affective well-being measure in a Polish sample. The confirmatory factor analysis revealed that a 4-factor model best describes the structure of the measure in comparison to 5 alternative models. Next, reliability of this measure was assessed. All scales achieved good internal consistency and acceptable test-retest reliability after 2 weeks. Finally, the convergent and discriminant validity as well as the criterion and predictive validity of all job-related affective well-being scales was confirmed, based on correlations between job-related affect and mood as well as turnover intention. Conclusions: The results suggest that the Polish adaptation of Warr's job-related affective well-being measure can be used by scientists as well as by practitioners who aim at assessing 4 types of affective well-being at a work context. Int J Occup Med Environ Health 2018;31(4)

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Section: Discussionsupporting

confidence: 81%

Section: Discussionmentioning

confidence: 84%

Section: Materials and Methods Procedures And Participantsmentioning

confidence: 99%

Section: Associates Of Affective Well-beingmentioning

confidence: 99%

See 2 more Smart Citations

The factorial structure of job-related affective well-being: Polish adaptation of the Warr’s measure

Mielniczuk¹,

Łaguna²

2018

Int J Occup Med Environ Health

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show abstract

“…Based on the mood congruency hypothesis (Bower, 1981) it may nonetheless be expected that depressed mood in the evening is positively associated with depressed mood during the next morning, and -hence -that work-related boredom may be (indirectly) related to this moment's affective mood state. This would be valuable for future studies to examine, even more so because research has indicated that employees' mood at the start of the workday affects their work performance and perceptions of work events (Rothbard & Wilk, 2011).…”

Section: Limitations and Suggestions For Future Researchmentioning

confidence: 99%

Work-related boredom and depressed mood from a daily perspective: the moderating roles of work centrality and need satisfaction

Hooff

Hooft

2016

Work & Stress

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This study aimed to advance insight into inter-and intrapersonal processes that may affect the associations between work-related boredom and employee well-being. We employed a daily perspective to examine (1) the relations between work-related boredom and depressed mood at the end of the workday and at the end of the evening after work; (2) whether these relations were stronger for employees with high work centrality (the importance of work to the individual); and (3) whether the indirect association between work-related boredom and depressed mood in the evening (via depressed mood at the end of the workday) was smaller on days during which employees' basic psychological needs were satisfied after work. Data were collected by means of a 5-day diary study among 106 employees in various occupations in The Netherlands. The results showed that work-related boredom was positively related to both depressed mood at the end of the workday and depressed mood in the evening, but only for employees with high work centrality. Furthermore, daily need satisfaction after work mitigated the indirect relation between work-related boredom and depressed mood in the evening. Based on these findings it can be concluded that work centrality and need satisfaction should be taken into account in order to understand the association between work-related boredom and employee well-being. ARTICLE HISTORY

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Arousing employee pro‐environmental behavior: A synergy effect of environmentally specific transformational leadership and green human resource management

Zuo

2022

Human Resource Management

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Employee proactive pro-environmental behavior (PEB) has been increasingly emphasized as an essential behavior benefiting the environment and organizational sustainability. Nevertheless, both scholars and practitioners need a fuller yet nuanced understanding of the antecedents and boundary condition of PEB. Drawing from theories of cue consistency and proactivity, we advance an interaction perspective to explain how environmentally specific transformational leadership (ESTL) as guidance and green human resource management (GHRM) as normative practices interact to arouse employee PEB and how three fine-grained proactive psychological states of green self-efficacy, environmental self-accountability, and environmental passion transmit these effects. Two lab experiments constructively offered causal support for our main hypotheses, and a multilevel, multiphase, and multisource field study verified our integrative model and enhanced the generalizability of conclusions. Results indicated that in addition to the direct positive effects, organization-level GHRM, and individual-level ESTL also showed a synergy effect in predicting employee PEB. Three differentiated proactive psychological states positively linked the underlying processes, especially in the high-GHRM context. The findings highlight a multilevel antecedent framework of employee PEB and provide a useful attempt to answer the lingering debate about interactions between leadership and human resource management systems.

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Waking Up on the Right or Wrong Side of the Bed: Start-of-Workday Mood, Work Events, Employee Affect, and Performance

Cited by 199 publications

References 93 publications

The factorial structure of job-related affective well-being: Polish adaptation of the Warr’s measure

The factorial structure of job-related affective well-being: Polish adaptation of the Warr’s measure

Work-related boredom and depressed mood from a daily perspective: the moderating roles of work centrality and need satisfaction

Arousing employee pro‐environmental behavior: A synergy effect of environmentally specific transformational leadership and green human resource management

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