The combined effects of positive and negative affect on job satisfaction and counterproductive work behavior

Positive and negative affect facilitate creativity motivation: Findings on the effects of habitual mood and experimentally induced emotion

This research involved two investigations that examined the effects of two types of affect (i.e., mood and emotion) on creativity motivation. Study 1 examined the degree to which noninduced habitual mood impacted creativity motivation in the context of a group of junior secondary school students in Hong Kong (n = 588), while Study 2 examined the effect of the experimental manipulation of emotion induction on creativity motivation in the context of a group of undergraduate students in Hong Kong (n = 653). The Chinese version of the Creativity Motivation Scale, the International Positive and Negative Affect Schedule-Short Form, and the Affect Grid were employed to assess creativity motivation, mood, and emotional states, respectively. Interesting findings were obtained. First, both studies consistently demonstrated a facilitating role of positive and negative affect in creativity motivation. Second, both studies consistently showed that the impact of positive affect on creativity motivation was stronger than that of negative affect. While previous affect-creativity research has focused predominantly on the role of affect in the cognitive components of creativity and yielded mixed results, this research adds to the literature by showing that students' motivation to engage in creativity-related behaviors can be influenced by a broad spectrum of affective experiences (i.e., positive and negative affect, stable and enduring moods, and momentary and mutable emotions). The theoretical and educational implications of the findings are highlighted.

The role of cognition, affect, and resources in the influence of unreasonable tasks on work engagement: A moderated chain mediation model

Some studies have concentrated on the adverse effects of unreasonable tasks on work engagement. So far, however, the underlying mechanisms and boundary conditions of the relationship have not been adequately discussed. Based on the cognitive-affective systems theory and the job demands-resources model, this study constructs a chain mediation model in which unreasonable tasks influence work engagement through work alienation and negative affect and explores the moderating role of supervisor support in the model. An analysis of 427 questionnaires from multiple types of organizations shows that: Unreasonable tasks have a negative impact on work engagement; work alienation and negative affect play both separate and chain mediating roles in the negative effect of unreasonable tasks on work engagement, and supervisor support negatively moderates chain mediation by moderating the positive effect of unreasonable tasks on work alienation. This study re-investigates the relationship between unreasonable tasks and work engagement from cognitive, affective, and resource perspectives, which could be a valuable addition to established research and provide suggestions and assistance for management practice.

The mechanism of anger and negative affectivity on the occurrence of deviant workplace behavior: An empirical evidence among Malaysian nurses in public hospitals

Background

Employees' work experience significantly impacts their cognition and workplace actions. Anger and negative affectivity are two personality traits that have been linked to workplace deviant behavior conduct.

Objective

This study aimed to empirically analyze the deviant workplace behavior and its antecedents among Malaysian nurses in public hospitals.

Methods

A cross-sectional design was employed in this study. The survey questionnaires were distributed proportionately to staff nurses in six government hospitals in 2020, with a total of 387 nurses selected using a simple random sampling. Partial Least Squares Structural Equation Modeling (PLS-SEM) was used for data analysis.

Results

Trait anger triggered deviant workplace behavior in Malaysian nurses, thus supporting the argument that the personality trait could increase deviant behavior (β = 0.245, p = 0.000). At the same time, there was no evidence that negative affectivity could influence deviant behavior in the workplace among nurses in selected public hospitals in Malaysia (β = 0.074, p = 0.064).

Conclusion

The Malaysian nurses had positive affectivity, related to positive emotions like happiness, work interest, and attentiveness. On the other hand, the nurses were suffering from high levels of emotional tiredness. Further research should highlight a deeper understanding of Malaysian nurses' work experiences and workplace stress affecting their physical and mental health.