Affective Events Theory (AET) of Weiss and Cropanzano (1996) provides a theoretical basis for explaining the antecedents and consequences of affective states at work. In this study, an extended model based on the AET framework was tested for examining the relationships between work events, affective dispositions, affective states and reactions, and the work attitudes and behaviors of the employees. Work events were assessed comprehensively using an affective work events inventory developed as part of the study. A tripartite affect structure (pleasure, calmness, and energy) was adopted for mapping the affective states of the employees at work. Core self- and external-evaluations constructs were used as the dispositional antecedents of affective experiences. Job satisfaction, organizational commitment, organizational citizenship behaviors (OCB), and turnover intentions were examined as the work attitudes and behaviors. Findings of the study provided evidence for the validity of the AET model. Both positive and negative work events were significantly related to the affective experiences of the employees, negative events having stronger influences. The affective dispositions of core self- and external-evaluations also contributed to the prediction of affective experiences. However, these affective dispositions did not have any moderating influences on the relationship between work events and affective experiences at work. Affective experiences were significantly related with job satisfaction, organizational commitment, and OCB. Exploratory analyses revealed that the major themes intersecting the critical work events and event categories were organizational justice, and coworker or supervisory support. The implications of the study for theory, practice, and future research are discussed.

The present study aimed to explore both situational (Emotional Display Rules and Affective Events) and dispositional antecedents (Four of Big Five personality dimensions / Extraversion, Neuroticism, Conscientiousness and Agreeableness) of emotional labor. Potential interaction effects of situational and dispositional variables on emotional labor / and long-term consequences of the construct were also examined. Data were collected from table servers working in caf&eacute / s, restaurants, and hotels in Ankara, Istanbul, Kusadasi, (Aydin) and Antalya. The study was performed in three stages. In the first stage, diary study was conducted and Affective Events Scale was created for the service work. In the second stage, psychometric properties of the new scale were pilot tested. In the main study, reliabilities of the scales, hypotheses and potential moderation effects were tested with a total sample of 254 employees. Results revealed that emotional display rules were a significant predictor of both surface and deep acting. Positive events positively predicted emotional labor. Among dispositional antecedents, agreeableness was the only dimension that predicted surface acting. Deep acting was predicted by all of the personality dimensions utilized in the study, especially by agreeableness. On the other hand,conscientiousness had a marginally significant moderation effect on the relationship between emotional display rules and surface acting. With respect to consequences of emotional labor, both surface acting and deep acting positively predicted personal accomplishment. Deep acting was also positively related to job satisfaction, and negatively related to turnover intentions. Findings discussed and practical implications, limitations, and directions for future research were presented.

Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2010.

Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2010.

Previous research on workplace bullying primarily focuses on two main actors – the bully and the victim – while neglecting a third actor: the bystander of the bullying. The prevalence of workplace bullying is increasing across organizations, resulting in more employees becoming subjected to the effects of workplace bullying. Furthermore, witnessing coworker-on-coworker bullying is likely to influence the relationships that the bystander has with the two coworkers involved in the bullying episode. Two areas are proposed to investigate their effect on the coworker bystander: coworker interpersonal justice and personal identification with coworkers. Coworker interpersonal justice involves the perceived fairness between coworkers, while personal identification refers to how these bystanders identify with the specific actors of the bullying event. In addition to work-related outcomes, bystanders are affected at a personal level. That is, being exposed to bullying situations causes these bystanders to alter their anxiety levels and their core affect, with core affect being a precursor to moods and emotions. In addition to the aforementioned outcomes of witnessing a coworker bullying incident, there are also contextual aspects which may influence these relationships. Personal-level factors, such as a bystander's empathy and sense of coherence (i.e., coping mechanisms), may influence the effect of witnessing a coworker being bullied. Similarly, the gender of the victim in relation to the gender of the bystander may also play a role. Using affective events theory, I investigate how witnessing coworker bullying in the workplace effects bystanders. This research employs a 2 x 2 experimental design with multi-wave data collection and an in-person lab session to test the proposed hypotheses. AET is operationalized by creating a fictional coworker bullying situation in which observers are either exposed to the bullying situation or not. This research offers several contributions to the management literature as well as to practitioners. First, it extends current workplace bullying literature to incorporate the effect of peer-on-peer bullying, as well as investigating the influence of bystander and victim gender. The second contribution is the creation and testing of scales for coworker interpersonal justice, personal identification with coworkers, and observation of coworker bullying. The third contribution involves developing a more thorough understanding of the outcomes of coworker bullying on bystanders by employing an experimental approach. Fruitful areas of future research regarding coworker bullying, coworker interpersonal justice, and personal identification are discussed.

過去研究雖然發現團隊情感氛圍 (group affective tone)能有效預測團隊成員的助人行為、團隊創造力、團隊缺席率與離職等重要變數，但在概念上或是理論上仍有許多未釐清之處。因此，本研究擬針對下列的文獻缺口加以探討：(1) 探討影響正/負向團隊情感氛圍形成的前因變數，釐清有哪些變數會影響團隊情感氛圍的形成；(2) 探討不同時間點正/負向團隊情感氛圍的動態改變及情感事件的干擾效果；(3) 探討正/負向團隊情感氛圍與團隊績效的因果關係；由於單一研究不易同時兼顧上述三個研究目的，因此本研究將以三個研究分別針對上述目的加以探討。 在研究一，本研究以101個學生團隊做為樣本 (523位成員)，路徑分析的結果發現，團隊成員的年齡、教育背景多元化，會透過負向影響群體認同、進而強化負向團隊情感氛圍。此外，知覺團隊間競爭、成員的迎合、自我表現印象管理策略，則會透過正向影響群體認同、進而強化正向團隊情感氛圍。在研究二，本研究則以44個大學部、碩士班學生組成的團隊做為樣本 (和研究一的樣本獨立，成員為215人)，階層線性模式分析的結果指出，正、負向團隊情感氛圍在跨時間點確實會產生動態改變，且前期的正/負向團隊情感氛圍均能顯著影響後期的正/負向團隊情感氛圍。且前後期間發生的負向情感事件，亦會減弱前、後期正向團隊情感氛圍之間的正向關係。最後，在研究三，本研究以81個高科技產業研發團隊做為樣本 (包括259位團隊成員及81位主管)，交叉延遲貫時性分析 (cross-lagged panel analysis, CLPA)的結果指出，前期的正向團隊情感氛圍對後期團隊績效有顯著正向影響，而前期團隊績效對於後期正向團隊情感氛圍，也有顯著的正向影響。整體而言，本研究之假設大多符合理論預期，而研究結果對團隊情感氛圍、團隊多元化、以及印象管理研究的理論意涵與實務貢獻，亦在文中一併加以討論。 / Extending previous research on group affective tone (GAT), three studies were conducted to examine the antecedents, dynamics, and consequences of GAT. In study 1, 101 student teams (523 members) were chosen as the sample. The results of path-analysis showed that team age and educational background diversity decrease group identification, which in turn increases negative group affective tone (NGAT). In addition, perceived intergroup competition, members’ self-promotion and ingratiation impression management tactics increase group identification, which in turn increases positive group affective tone (PGAT). In study 2, 44 student teams (215 members) were selected as the sample, and the experience-sampling method was used to capture the dynamics of GAT (i.e., 6-time repeated measure). The results of hierarchical linear modeling analysis revealed that the T-1 PGAT positively predict T0 PGAT over time; while T-1 NGAT positively predict T0 NGAT over time. Moreover, the negative affective event occurred during T-1 and T0 attenuates the positive relationship between T-1 PGAT and T0 PGAT. In study 3, 81 research and develop teams (259 members and 81 supervisors) were chosen as the sample, and the cross-lagged panel analysis (CLPA) was used to examine the causal association between GAT and team performance. The results of CLPA showed that T1 PGAT has a positive effect on T2 team performance. Additionally, T1 team performance has a positive effect on T2 PGAT. These result suggest that the presence of a reciprocal relationship between PGAT and team performance. All three studies support the proposed theoretical framework.