Affective states in job characteristics theory
dc.contributor.author | Saavedra, Richard | en_US |
dc.contributor.author | Kwun, Seog K. | en_US |
dc.date.accessioned | 2006-04-19T14:05:32Z | |
dc.date.available | 2006-04-19T14:05:32Z | |
dc.date.issued | 2000-03 | en_US |
dc.identifier.citation | Saavedra, Richard; Kwun, Seog K. (2000)."Affective states in job characteristics theory." Journal of Organizational Behavior 21(2): 131-146. <http://hdl.handle.net/2027.42/35035> | en_US |
dc.identifier.issn | 0894-3796 | en_US |
dc.identifier.issn | 1099-1379 | en_US |
dc.identifier.uri | https://hdl.handle.net/2027.42/35035 | |
dc.description.abstract | The potential consequences of affective experience at work prompt an examination of whether job characteristics are related to affect. Using two measurement models, we examined associations between perceptions of five job characteristics and self-reported mood. One model was based on traditional measures of ‘positive’ and ‘negative’ affect. The second model utilized a more differentiated measurement scheme consisting of four unipolar mood scores. Using both approaches achieves both broad and specific assessments of the links between affective states and job characteristics. Regression analyses of the survey data from 370 managers in 26 organizations indicated that job characteristics explained an average of 19 per cent of the variance in activated pleasant affect and an average of 11 per cent of the variance in activated unpleasant affect. Task significance and task autonomy were positively associated with activated pleasant affect. Skill variety was positively related, and task identity and task feedback were negatively correlated with activated unpleasant affect. Finally, Growth Need Strength (GNS) moderated the relation between the Motivating Potential Score (MPS) from the combined job characteristics and both activated pleasant and activated unpleasant affect. Using a four-factor model of affect (enthusiasm, fatigue, nervousness, and relaxation), we discuss preliminary implications for the design of work. Copyright © 2000 John Wiley & Sons, Ltd. | en_US |
dc.format.extent | 156030 bytes | |
dc.format.extent | 3118 bytes | |
dc.format.mimetype | application/pdf | |
dc.format.mimetype | text/plain | |
dc.language.iso | en_US | |
dc.publisher | John Wiley & Sons, Ltd. | en_US |
dc.subject.other | Psychology | en_US |
dc.title | Affective states in job characteristics theory | en_US |
dc.type | Article | en_US |
dc.rights.robots | IndexNoFollow | en_US |
dc.subject.hlbsecondlevel | Business (General) | en_US |
dc.subject.hlbsecondlevel | Sociology | en_US |
dc.subject.hlbsecondlevel | Economics | en_US |
dc.subject.hlbtoplevel | Business | en_US |
dc.subject.hlbtoplevel | Social Sciences | en_US |
dc.description.peerreviewed | Peer Reviewed | en_US |
dc.contributor.affiliationum | Department of Psychology, The University of Michigan, 525 East University Dr., Ann Arbor, MI 48109-1109, U.S.A. ; Department of Psychology, The University of Michigan, 525 East University Dr., Ann Arbor, MI 48109-1109, U.S.A. | en_US |
dc.contributor.affiliationother | Department of Business Administration, Hankuk University of Foreign Studies, Seoul, 130-791 Korea | en_US |
dc.description.bitstreamurl | http://deepblue.lib.umich.edu/bitstream/2027.42/35035/1/39_ftp.pdf | en_US |
dc.identifier.doi | http://dx.doi.org/10.1002/(SICI)1099-1379(200003)21:2<131::AID-JOB39>3.0.CO;2-Q | en_US |
dc.identifier.source | Journal of Organizational Behavior | en_US |
dc.owningcollname | Interdisciplinary and Peer-Reviewed |
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