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Affective Events Theory: A Theoretical Discussion of The Structure, Cause and Consequences of Affective Experiences at Work
Abstract
In spite of accepted definitions of job satisfaction as "affect" very little is known about the causes and consequences of true affective experiences in work settings. Working from the basic literature on moods and emotions, we introduce a theory of affective experience at work which emphasizes the role of work events as proximal causes of affective reactions. We discuss the structure of affective experiences, their situational and dispositional causes and their effects on performance and job satisfaction.
... Another theory also explains the variables of this research, that is, the affective event theory (AET), which states that affective states can change over time; emotions and moods are some of the most important aspects of work experience; and performance is based upon affective states (Weiss & Cropanzano, 1996). In other words, the emotional experience of any workplace can be due to structures, causes, and consequences. ...
... The AET, as proposed by Weiss and Cropanzano (1996), offers a valuable lens through which to examine the emotional responses within the LMX framework. AET suggests that workplace events can trigger affective reactions (emotions and moods), which, in turn, influence employee attitudes and behaviors. ...
... Integrating AET (Weiss & Cropanzano, 1996) provides a theoretical framework to understand the relationship between employee envy and SOOCB. AET posits that workplace events elicit affective reactions, influencing attitudes and behaviors. ...
Leader-member exchange (LMX) is critical to service-oriented organizational citizenship behavior (SOOCB). This research investigates a mediation-moderation model theorizing the influence of employee envy and psychological empowerment on the LMX and SOOCB relationship. Using survey data acquired from 559 hotel frontline employees and analyzed using structural equation modeling (SEM), this study reveals that LMX reduces employee envy and contributes to SOOCB, albeit indirectly , as employee envy was found to have an indirect influence on the relationship between LMX and SOOCB. To address the negative influence of employee envy, the findings suggest that psychological empowerment should be cultivated as it strengthens the effect of LMX in reducing employee envy and thus enabling LMX to exert an indirect influence on SOOCB when employee envy is mitigated. ARTICLE HISTORY
... Duygusal olaylar teorisi (affective events theory), psikolojik bir deneyim olarak kabul edilir ve duyguların ve duygusal deneyimlerin çalışanların işyerindeki tutum ve davranışlarını nasıl etkilediğini açıklamaya çalışır (Mignonac ve Herrbach, 2004;Weiss ve Cropanzano, 1996). Bu teori, çalışanların duygularının, iş ortamlarındaki belirli olaylar veya durumlar tarafından şekillendiğini ve bu durumun da çalışanların iş tatminlerini, örgütsel bağlılıklarını ve genel performanslarını etkilediğini öne sürer (Jin, 2016;Li vd. ...
... Duygusal olaylar teorisi, belirli olayların veya durumların bireylerde duygusal tepkileri tetiklediğini vurgular (Basch ve Fisher, 1998). Bunlar, işle ilgili (örneğin, geri bildirim alma, terfi alma) veya işle ilgili olmayan (örneğin, kişisel yaşam olayları) olaylar olabilir (Barsade ve Gibson, 2007;Weiss ve Cropanzano, 1996). ...
... Duygusal olaylar, çalışanlarda olumlu veya olumsuz duygusal tepkilere yol açar (Basch ve Fisher, 1998 (Weiss ve Cropanzano, 1996). Bu teori, kişinin işyeri olaylarına verdiği duygusal tepkileri, tutum ve davranışlarını büyük ölçüde belirlediği düşüncesini temel alır (Carlson vd. ...
This study aims to conduct a bibliometric and meta-analysis of compulsory citizenship behaviors research. Using the R programming language and the bibliometric package, we analyzed 44 articles from the Web of Science (WoS) database that focused on "compulsory citizenship behavior". Additionally, a correlation-based meta-analysis was conducted on 53 independent studies with a total sample size of 17,491.
In the bibliometric analysis, Tongji University, Huaqiao University and Istanbul University emerged as the most influential institutions in the field of compulsory citizenship behaviors with a publication rate of 5.41% out of 74 institutions. Hongdan Zhao was identified as the most productive author. Among the 27 most published journals in this field, Frontiers in Psychology (18.18%) ranks first. According to the meta-analysis results, compulsory citizenship behaviors are negatively related to demographic variables such as gender and number of children. When its relationship with the variables is examined, compulsory citizenship behaviors was positively associated with job stress, moral disengagement, burnout, felt obligation, work-family conflict, organizational based self esteem, abusive supervision perception, feeling trusted, organizational cynicism, work alienation, counterproductive workplace behaviors, facades of conformity, turnover intention, anger toward organization, citizenship pressure, and careerism. Furthermore, job satisfaction, job autonomy, leader-member exchange, psychological safety, organizational identification, and organizational commitment were negatively associated with compulsory citizenship behaviors.
According to the above findings, compulsory citizenship behaviors (CCB) are positively related to job stress, burnout, work alienation, iturnover intention and careerism; It can be said that it is negatively related to perceptions, attitudes and behaviors such as job satisfaction, job autonomy and organizational commitment. Considering these correlation values, it can be said that compulsory citizenship behaviors are leading to an undesirable results for organizations, have a characteristic increasing negative perceptions, attitudes, and behaviors.
... When in high level of psychological distress, employees tend to be controlled by the emotional state of mind caused by workplace incivility and the state of being overwhelmed. This state can limit employees' ability to utilize the resources necessary to engage in their job behavior, thus reducing service performance (Weiss and Cropanzano 1996). Weiss and Cropanzano (1996) also revealed that the relationship between work conditions (e.g., customer and supervisor incivility) and performance has an indirect effect through emotion rather than a direct effect. ...
... This state can limit employees' ability to utilize the resources necessary to engage in their job behavior, thus reducing service performance (Weiss and Cropanzano 1996). Weiss and Cropanzano (1996) also revealed that the relationship between work conditions (e.g., customer and supervisor incivility) and performance has an indirect effect through emotion rather than a direct effect. We propose that customer and supervisor incivility are negatively related to employee performance through psychological distress. ...
Drawing on conservation resources theory, this study examined the relationships between customer incivility, supervisor incivility, and job performance. The study also investigated the mediating role of psychological distress and the moderating role of mindfulness in the above relationships. The findings, based on a data set collected from frontline employees working at an airport terminal in Vietnam, showed that psychological distress mediated the impacts of both customer incivility and supervisor incivility on extra-role performance but not on in-role performance. Finally, mindfulness mitigated the negative effects of both customer incivility and supervisor incivility on psychological distress. These findings offer a number of implications for theory and practice.
... Another relevant theory, affective events theory (AET; Weiss & Cropanzano, 1996), links affective events at work to the development of attitudes at work. AET suggests that individual events at work generate affective reactions including both specific discrete emotions (e.g., anger and jealousy) and more general moods (i.e., less intense and longer-lasting positive or negative feelings), which in turn influence both immediate affectdriven behaviors as well as the development of key work attitudes and more judgment-driven behaviors. ...
... In addition to attitudinal and behavioral reactions, people also have affective reactions to events. Drawing from AET (Weiss & Cropanzano, 1996), meaningful events will trigger affective reactions, affect-driven behaviors, attitudes, and subsequent judgmentdriven behaviors. In the context of HATs, this suggests a number of underexplored research questions regarding how trust is developed, violated, and repaired. ...
As technology continues to advance, interest in how humans perceive and interact with autonomous agents has increased, spurring ample research within human-agent teams (HATs). However, the word team is a bit of a misnomer, in that much of this research has examined one human in relation to one agent. We extend the HAT literature by applying a multilevel lens to develop future research questions regarding trust in heterogeneous HATs. First, we assert that trust is an attitude that is multireferent, suggesting research should explore not just humans’ trust in agents, but many other perspectives such as agents’ trust in humans. Second, we assert that trust is multilevel, suggesting research should explore higher-level emergent forms of trust. Third and fourth, we assert trust is dynamic and event-based, suggesting research should explore discontinuous changes in trust in response to events such as agent- and human-enacted trust violation and repair.
... The phenomenon of workplace social undermining, which gives rise to psychological strain, is considered a stressor within the workplace context. According to the affective events hypothesis proposed by Weiss and Cropanzano (1996), events considered meaningful elicit an emotional response or induce a change in mood among individuals. Therefore, it is expected that the phenomenon of social undermining perpetrated by colleagues might have an impact on the psychological well-being of people in their roles as employees. ...
Purpose
This study advances ethnocentric behaviour research by exploring its impact on individuals' work disengagement in multicultural work settings. Ethnocentrism research focused mainly on consumer ethnocentric behaviour but did not consider the role of employees’ ethnocentric behaviour in the multicultural workplace. This study aims to address this gap by utilizing social identity theory. The authors propose that ethnocentric behaviour has an impact on employee work disengagement and also affects social undermining and workplace conflict as an outcome.
Design/methodology/approach
This study used cross-sectional data (N = 326) collected from employees working for Chinese multinational firms in Bangladesh. The authors used Likert-type scale to collect data. To check the hypothesis, the authors employed Hayes' PROCESS macro 4.0v.
Findings
The authors found that employee ethnocentric behaviour positively impacts workers' work disengagement. Ethnocentric behaviour positively affects social undermining and workplace conflict, whereas social undermining and workplace conflict partially mediate the indirect effects of ethnocentrism on work disengagement. The authors also found that core self-evaluation (CSE) weakens the indirect impact of ethnocentrism on work disengagement through social undermining and workplace conflict.
Practical implications
The authors recommend that organizations recruit employees with positive CSE and provide cultural sensitivity training to reduce ethnocentrism in the culturally diverse workplace.
Originality/value
This study is a unique effort to examine the influence of employees’ ethnocentric conduct by employing social identity theory in the emerging economy subsidiaries of multinational businesses operating in developing countries. This study also addressed the moderating effect of employees' CSE. This adds a unique dimension to ethnocentrism and employee work disengagement research. The authors have also discussed the future research avenue, theoretical and practical implications in detail.
... Furthermore, the extra-role behaviors mostly consist of supportive behaviors involving helping colleagues or the organization, which can induce positive emotions among individuals. According to the affective events theory (Weiss & Cropanzano, 1996), employees can experience positive emotions when they encounter positive affective events (Q. Wang & Li, 2019). ...
This study integrates the need fulfillment and affective events theories to investigate the effects of the interaction between job involvement and organizational citizenship behavior (OCB) on employee well-being. Two-wave data, collected from 196 paired samples of employees and their supervisors, were analyzed. This study confirms that both job involvement and OCB are positively related to well-being. Furthermore, job involvement moderates the relationship between OCB and well-being. Specifically, OCB had a positive relationship with well-being when job involvement was high, but a negative one when job involvement was low. This study’s findings suggest that OCB is beneficial to employees only when they have high-level involvement in their jobs. Implications for practice and further research are also discussed.
... The particular emotions chosen represent a cross section of items Usted in common emotion typologies (cf. Lazarus, 1991;Weiss & Cropanzano, 1996). TVvo interpretable negative emotion factors emerged. ...
This longitudinail study examined how individuals cope over 4 stages of a merger. The study replicated and extended past coping research by examining changes in coping variables over time. Employee appraisals , coping resources, negative emotions, and emotion-focused and problem-focused coping strategies were measured. Negative appraisal , social support, perceived control, and emotion-focused coping significantly changed across stages. Coping variables exhibited linear, quadratic, and cubic trends over time, highlighting the complex and dynamic nature of the coping process. The findings provide important insight into how company management may influence employee coping during a merger. Implications for future research also are discussed. The increasingly frequent and intense changes associated with corporate mergers provide an exemplary context in which to study coping. Whether measured in dollars or in number of transactions, workers involved in mergers are confronted with a myriad of potential changes that involve coworkers, responsibilities, management, benefits, social networks, and, potentially, job loss and relocation. Alone, or in concert , these changes repeatedly alter the person-environment relationship and result in numerous negative effects to which both employees and employers must adapt. For example, mergers and acquisitions were associated with increased anxiety, stress, absenteeism, and turnover and The authors gratefully acknowledge the contributions of three anonymous reviewers. Their insightful comments resulted in a refined and improved manuscript. We also give thanks to Jeanette Davy for her role in data collection.
This study investigates the relationship between workplace ostracism and discretionary work effort in the software industry focusing particularly on exploring the serial mediation role of negative affect and employee silence in this dynamic. Data were gathered from 384 software engineers. Workplace ostracism, a universally observed phenomenon, has been known for its detrimental effects across various sectors. A self-administered questionnaire was used in this quantitative research, as the nature of the research was based on the self-perception of the employees. Variance-based structural equation modeling (SEM) was used to conduct the data analysis in SmartPLS 4. Our study’s results showed that negative affect and employee silence mediate the relationship between workplace ostracism and discretionary work effort.
Four aspects of the item content of personality inventories were studied: (a) the area of psychological functioning addressed (cognitive, preferences, feelings, behavioral), (b) degree of reference to situational factors, (c) degree of reference to response frequency, and (d) the nature of reference to time. Three judges rated items of the California Psychological Inventory, Eysenck Personality Inventory, Maudsley Personality Inventory, Minnesota Multiphasic Personality Inventory, Jackson Personality Research Form, and Sixteen Personality Factor Questionnaire. Behavioral acts were found infrequently addressed in inventory items, and the other areas of functioning were approximately equally represented. More than half of the items referred to situation characteristics, 39% included the notion of frequency of behavior or experience, and most referred to the present. Rating reliabilities were also presented, and results for individual inventories were compared. Implications for controversies in the field of personality were discussed.
