Ch. 10 Affect, Attitudes, and Behavior at Work

Question 1

Hedonic Well-being/Subjective Well-being

Answer 1

• Satisfaction with Life
• Positive Emotions
• Negative Emotions (reverse-scored)

Question 2

Eudaimonic Well-being

Answer 2

• Meaning/Purpose in life
• Positive relationships with others
• Personal growth and self-acceptance

Question 3

Affect

Answer 3

• broad range of emotions described along positive-negative continuum
• Typically measured with composites like I showed before
• I would always measure positive and negative affect separately (unipolar constructs)

Question 4

Moods

Answer 4

• general and relatively long lasting
• In theory different from affect, but really difficult to differentiate measurement wise
• Measured more generally— “how are you feeling right now?” positive vs. negative

Question 5

Emotions

Answer 5

• discrete, short, and target-specific

e. g., feeling grateful after receiving a gift; feeling angry after receiving an insult

Question 6

Fredrickson’s Broaden-and-build theory of positive emotions

Answer 6

• Negative emotions are evolutionarily advantageous
• They narrow people’s scope of attention, directing them to make a specific change
• e.g., fear leads one to get out of the fear-inducing situation immediately

Question 7

Fredrickson reasoned that positive emotions are also evolutionarily beneficial

Answer 7

• Positive emotions signal to people that things are going well
• They no longer need to have their defenses up
• Their thinking is broadened as they have the urge to play and explore
• They are energized to take steps to build personal resources (cognitive, psychological, social, and physical)

Question 8

Emotion Regulation

Answer 8

• attempts to modify one’s emotions
• Especially important in jobs with high emotional labor
• Can be surface-level or deep-acting; surface-level can be viewed as inauthentic
• Can downregulate negative emotions (distraction, reappraisal)
• Can upregulate positive emotions (savoring, gratitude, kindness, optimistic thinking

Question 9

Key point

Answer 9

• People CAN change their relative levels of happiness
• Will take more effort for some than others
  Requires person-activity fit

Question 10

Emotional Contagion

Answer 10

• conscious and unconscious emotion synchronization
• Emotions can and do spread across people
• People also group themselves according to emotions (homophily

Question 11

Job satisfaction

Answer 11

Internal evaluation of job favorability

• How satisfied are you with your job?
• Varies by people (their personality and expectations) and by working conditions
• Job satisfaction is one part of what people think about when they make assessments about their overall life satisfaction
• Job satisfaction is related to job performance (r = .30)
• Also lower turnover, lower absenteeism, higher OCB
• Can measure at two levels:
  Global job satisfaction
  Job facet satisfaction

Question 12

Organizational Citizenship Behavior

Answer 12

• Organizational Citizenship Behavior - Contributing to the organization’s welfare by going beyond duties
• Motives for employees to engage in citizenship behaviors
  “do good” - good soldiers
  “look good” - good actors
• Origins of organizational citizenship behavior
• Dispositional - agreeableness and conscientiousness
• Situational antecedents – fairness perceptions in organization; role conflict/ambiguity (-)
• Cautionary statements regarding organizational citizenship behaviors
• Engaging in too much OCB can lower productivity
• Men are rated positively for doing it; don’t take much of a hit for not doing it
• Women are almost expected to do it; take a major hit if they don’t

Question 13

Downsides to Positivity?

Answer 13

• The positive effect of happiness has its limits (Oishi, Diener, & Lucas, 2007)
• People who rated themselves as 10 out of 10 on life satisfaction have the best (most satisfying) social relationships and most volunteer work.
• People who have slightly lower life satisfaction (8 or 9) have higher income, education, and political participation
• Happy people more likely to engage in stereotypic thinking (Bodenhausen, Kramer, & Susser, 1994)
• However, if happy people are told that they will be made accountable for the accuracy of their judgments, they no longer think stereotypically

Question 14

Guesk Speaker:

• What types of roles are considered Baseline HR functions?
• What part of the HR Operating Model did the speaker say was best for entry-level people?

Answer 14

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