Environmentally Induced Positive Affect: Its Impact on Self-Efficacy, Task Performance, Negotiation, and Conflict1

How was your day? A within-person analysis of how mental health may moderate the route from daily micro-events to satisfaction after work via affect and contextual performance

This study builds on the affective events theory and the conservation of resources theory to propose a model that analyses an affect-to-behaviour-to-outcome route, highlighting how daily micro-events and subsequent affective reactions lead to behaviours (performance) and cognitions (satisfaction after work), and how mental health moderates this process. Results from a 5-day diary study, during the pandemic (N = 250, n = 1221), provided data to test the proposed affect-to-behaviour-to-outcome route. Poorer mental health buffered the positive within-person relationship between daily micro-events, affective reactions, performance and satisfaction after work, suggesting that high levels of mental health allowed individuals to maximise the benefits of positive daily micro-events in their satisfaction after work via affect and performance. This study presents original research analysing how situational factors create a route through which individuals experience affective reactions that influence their work behaviour, and in turn their levels of satisfaction after work.

Factor structure and psychometric properties of the Chinese version of the Odor Awareness Scale

Background

The Odor Awareness Scale (OAS) is a questionnaire that assesses individual differences in awareness of odors in the surrounding environment, which has been shown to be associated with affective symptoms in recent researches. To further research, A Chinese version of the OAS needs to be introduced.

Objective

To investigate the factor structure and validate the psychometric properties of the OAS.

Methods

A total of 978 participants from college were randomly allocated into two groups for exploratory factor analysis (EFA) and confirmatory factor analysis (CFA), respectively. Additionally, the study entailed item analysis and scrutinized internal consistency reliability, test-retest reliability, and concurrent validity. Test-retest reliability was assessed by having 214 participants complete the OAS twice at a one-week interval. Concurrent validity was measured using the Body Odor Sniffing Questionnaire (BOSQ), the Generalized Anxiety Disorder Scale (GAD-7), and the Toronto Alexithymia Scale (TAS-20).

Results

EFA identified three factors that best fit the data: odor sensitivity, odor impact, and odor attention. CFA validated a second-order factor model, yielding good fit indices: χ 2 / Df = 2.326, RMSEA = 0.052, CFI = 0.911, TLI = 0.900, SRMR = 0.053. The final version of the OAS comprised 27 items and exhibited a commendable internal consistency reliability (Cronbach's α = 0.913), and a good test-retest reliability, as evidenced by the high Pearson correlation coefficient (r = 0.940) and intraclass correlation coefficient (ICC = 0.940). The OAS was significantly correlated with BOSQ (r = 0.416), GAD-7 (r = 0.155), and TAS-20 (r = -0.081).

Conclusion

The Chinese version of the OAS demonstrated robust reliability and validity, rendering it a valuable instrument for evaluating odor awareness in the Chinese population.

Mental health and intentions to quit among nurses in Iran during COVID-19 Pandemic: A social identity approach

The positive effects of social identification on mental health are well documented in the literature. However, most of this research has been conducted among small groups in WEIRD (Western Educated Industrialized Rich and Democratic Henrich, Heine, & Norenzayan, 2010, Behavioral and Brain Sciences, 33, 61) settings. Understanding how social identity as a psychological source can improve resilience and welfare among frontline healthcare workers in non-WEIRD contexts can help to alleviate the negative impact of large-scale epidemics overall, especially in resource-poor settings and contribute towards improved welfare of key healthcare workers. The present research investigates whether identifying as a nurse could influence mental health and intentions to quit directly and indirectly via positive and negative emotions among a unique sample of Iranian nurses (N = 462) during a risky period, the COVID-19 pandemic. Multiple regression results showed that identifying as a nurse was negatively associated with negative emotions which in turn were positively related to depressive symptoms. In a similar vein, identifying as a nurse was positively associated with positive emotions which, in turn, were negatively related to intentions to quit. Results also confirmed that risk perceptions related to COVID-19 positively moderated the effect of social identification on negative emotions only. That is, identification as a nurse was associated with reduced negative emotions only when perceived risk was low. We discuss the theoretical and practical implications of the findings.

The Role of Dogs in the Relationship between Telework and Performance via Affect: A Moderated Moderated Mediation Analysis

Simple Summary

In this research, we conducted a study with an overall sample of 401 individuals to test a mediating model between telework, positive affect, and self-reported job performance. Additionally, we analyzed whether dogs’ physical closeness and emotional attachment would moderate this mediating path. The results showed that telework was significantly and positively related to positive affect, which in turn, increased self-reported job performance. Moreover, the mediation model was moderated by the dog’s physical closeness while working and emotional attachment to them, in such a way that the relationship between telework on self-reported job performance, via positive affect was strengthened when the owner‘s physical and emotional closeness to their dogs was higher. In sum, telework might be an efficient strategy to improve performance among employees who have dogs at home, because working with them nearby, when emotionally attached to them, are factors that enhance the individual‘s self-perceived performance in telework.

Abstract

Although there is evidence that pets may help individuals facing significant daily stressors, and that they may enhance the well-being of their owners, little is known about the benefits of pets for job performance. Since the COVID-19 pandemic crisis, teleworking was a strategy implemented in many countries to reduce the virus widespread and to assure organizational productivity. Those who work from home and who own pets may work close to them. Based on the conservation of resources theory, this study aimed to analyze whether positive affect mediated the relationship between telecommuting and self-reported job performance and if psychological and physical closeness to the pet would moderate this relationship in such a way that it would be stronger for those who worked closer to their pet, and who were more emotionally attached to them. For this study, we collected data from 81 teleworkers who did not own pets, and from 320 teleworkers who owned pets. Both answered an online questionnaire. Findings: Results from the study showed the existence of significant differences between those who owned and who did not own pets regarding positive affect and performance, in which those who owned pets reported higher levels of positive affect and self-reported performance and perceived telework more positively. Moreover, positive affect mediated the relationship between telework and self-reported job performance. Furthermore, emotional and physical closeness moderated the mediating effect. This study contributes to a better understanding of the human-animal interaction and how pets can be a personal resource able to change their owners‘ affective experiences and job performance while they are working from home. The findings demonstrate that telework may be a suitable organizational strategy for pet-owners.

From “personal” to “interpersonal”: a multilevel approach to uncovering the relationship between job satisfaction and knowledge sharing among IT professionals

Purpose

This study aims to examine how job satisfaction (JS) affects two types of knowledge sharing (KS), in-role KS and extra-role KS. It also investigates the mediating effect of knowledge sharing self-efficacy (KSSE) and the moderating effect of team collaborative culture (TCC) between JS and two types of KS.

Design/methodology/approach

This study applies attribution theory to develop a cross-level model and validate it through paired data collected from 322 information technology professionals nested within 80 teams. Hierarchical linear modeling is used to test the hypotheses.

Findings

JS positively influences in-role and extra-role KS via KSSE and TCC positively moderates the relationship between JS and extra-role KS.

Originality/value

This study is one of the first to investigate the mechanism underlying the influence of JS on two types of KS. It also identifies the mediating and moderating effects of this mechanism.

Positive leadership and employee engagement: The roles of state positive affect and individualism-collectivism

Drawing upon broaden-and-build theory, this study examined the influence of positive leadership on employee engagement through the mediating role of employees' state positive affect and the moderating effect of individualism-collectivism orientation in a Chinese cultural context. A sample of 215 valid questionnaires was obtained through a two-wave survey of 48 teams working in central China. Hypotheses were tested by a method of hierarchical linear modelling. The results indicate that positive leadership promotes employees' state positive affect and engagement. State positive affect partially mediates the association between positive leadership and employee engagement. Moreover, a multilevel moderation analysis reveals that collectivism weakens the effect of positive leadership on employees' state positive affect. Theoretical and managerial implications and future directions are discussed.

Outcomes of Visual Self-Expression in Virtual Reality on Psychosocial Well-Being With the Inclusion of a Fragrance Stimulus: A Pilot Mixed-Methods Study

Aims

In this pilot mixed-methods study, we examined the participants experiences of engaging in virtual drawing tasks and the impact of an olfactory stimulus (calming fragrance blend) on outcomes of affect, stress, self-efficacy, anxiety, creative agency, and well-being (satisfaction with life).

Methods

This study used a parallel mixed-methods, simple block randomization design. The study participants included 24 healthy adults aged 18 to 54 years, including 18 women and six men. The participants completed two 1-h immersive virtual art making sessions and were randomly assigned to receive either a fragrance or a non-fragrance condition for the first session. Quantitative (standardized self-report measures) and qualitative (open-ended survey responses and virtual artwork) datasets were collected concurrently and integrated during data analysis.

Results

The quantitative results indicated that the fragrance condition demonstrated a significant reduction in negative affect (e.g., feeling hostile, jittery, upset, distressed, etc.), namely, reduced feelings of negativity when compared to the non-fragrance condition. A trend toward improvement in self-efficacy was also seen in the fragrance condition. No significant changes were found for fragrance or non-fragrance conditions for positive affect, anxiety, and creative agency. The qualitative findings included five themes related to art making experiences in virtual reality in both conditions: fun and joy; novelty of virtual media, experimentation, and play; relaxation and calm; learning curve; and physical discomfort and disorientation. Four themes were identified for virtual art content and visual qualities: nature imagery, references to memories and personal symbols, fantasy and play within imagery, and depiction of everyday objects.

Conclusions

Overall, the participants reported positive responses to the novel virtual art making experiences which were further heightened by the inclusion of the fragrance stimulus for negative affect. These preliminary findings need to be replicated with larger sample sizes to confirm the outcomes and the trends that were seen in this pilot study. Further research is recommended to examine the differences between experiences of virtual and traditional art media and to examine different olfactory stimuli promoting focus and concentration.

Using Ambient Scent to Enhance Well-Being in the Multisensory Built Environment

The majority of the world's population now lives an urban existence, spending as much as 95% of their lives indoors. The olfactory atmosphere in the built environment has been shown to exert a profound, if often unrecognized, influence over our mood and well-being. While the traditionally malodorous stench to be found indoors (i.e., prior to the invention of modern sanitation) has largely been eliminated in recent centuries, many of the outbreaks of sick-building syndrome that have been reported over the last half century have been linked to the presence of a strange smell in the environment. At the same time, however, there is also growing evidence that consumer behavior can be manipulated by the presence of pleasant ambient odors, while various aromatherapy scents are said to improve our mood and well-being. This Anglophone review focuses primarily on indoor western urban developed spaces. Importantly, the olfactory ambience constitutes but one component of the multisensory atmosphere and ambient odors interact with the visual, auditory, and haptic aspects of the built environment. Surprisingly, the majority of published studies that have deliberately chosen to combine ambient scent with other sensory interventions, such as, for example, music, have failed to increase store sales, or to enhance people's mood and/or well-being, as might have been expected. Such negative findings therefore stress the importance of considering multisensory congruency while, at the same time, also highlighting the potential dangers that may be associated with sensory overload when thinking about the effect of ambient smell on our well-being.

Positive Emotions at Work

Positive organizational scholarship has led to a growing interest in the critical role of positive emotions for the lives of both workers and organizations. We review and integrate the different perspectives on positive emotions (i.e., positive valence, positive emotion regulation strategies, and positive adaptive function) and the four main mechanisms (i.e., cognition, affect, behavior, and physiology) that lead to positive organizational outcomes. There is growing evidence that positive emotions influence variables vital for workplace success such as positive beliefs, creativity, work engagement, positive coping, health, teamwork and collaboration, customer satisfaction, leadership, and performance. We additionally review dynamic features of positive emotions (i.e., intraindividual variability, reactivity, inertia, cycles, feedback loops) and their relation to psychological and work outcomes. Finally, we discuss additional questions and future directions for consideration.

Light as a positive situational cue at work: Satisfaction with light relates to judgements of other's warmth and competence

Workplace illumination is known to impact mood, performance and decision-making. Based on the idea that positive feelings associated with light might influence social judgements in workplaces, we propose that satisfaction with light as a specific affective response to light would lead to positive judgements of other individuals. In a laboratory experiment (N = 164), participants assessed their satisfaction with light and rated other person's faces on warmth and competence. Results showed that satisfaction with light positively influenced judgement of others. We replicated the positive relation between satisfaction with light and social judgements in a field study with employees (N = 176). These findings highlight the importance of satisfaction with light for social judgement in workplaces. We discuss theoretical contributions and practical implications concerning the design of settings involving the evaluation of other individuals. Practitioner Summary: The design of work settings where the evaluation of others takes place is an important topic. A laboratory experiment and a field study demonstrate that satisfaction with workplace illumination influences judgements of others. The results provide interesting possibilities for the design of work settings that involve the evaluation of others. Abbreviations: ANOVA: Analysis of Variance; ANSI: American National Standards Institute; C: celsius; CI: confidence interval; Cm: centimeter; EN 12464 Lighting of indoor workplaces, English version; IESNA-RP: illuminating engineering society of North America, Recommended Practice; ISO: International Organization for Standardization; K: kelvin; Lx: lux; Min: minutes; PANAS: positive affect and negative affect scale; Ra: colour rendering index; SD: standard deviation; SE: standard error; WMA: World Medical Association.

Recovery in sensory-enriched break environments: integrating vision, sound and scent into simulated indoor and outdoor environments

To deal with stress and exhaustion at work, personal resources need to be replenished during breaks. The aim of this laboratory study (n = 122 students) was to test the restorative potential of sensory-enriched break environments (SEBEs) in between-subjects with repeated measures design, focusing on the type of the environment (natural outdoor vs. built indoor environment) and sensory input (no sensory input vs. audiovisual input vs. audiovisual and olfactory input). Analyses showed that SEBEs simulating either a natural or a lounge environment were perceived as more pleasant and restorative (fascination/being away) than a standard break room, which in turn facilitated the recovery of personal resources (mood, fatigue, arousal). Moreover, adding a congruent scent to an audiovisual simulation indirectly facilitated the recovery of personal resources via greater scent pleasantness and higher fascination and being away. The current study shows the opportunities for sensory enrichment to foster restoration in break environments.

Examining teachers' ratings of feedback following success and failure: a study of Chinese English teachers

BACKGROUND

Previous research has explored the impact of different types of praise and criticism on how children experience success and failure. However, less is known about how teachers choose to deliver feedback and specifically whether they deliver person (ability) or process (effort) feedback.

AIM

The aim of the current study was to use vignettes to explore how teachers would deliver feedback following success and failure.

SAMPLE

The sample consisted of Chinese Primary school English teachers (N = 169).

METHOD

Participants read vignettes depicting children's educational successes and failures. They rated their perceptions of task difficulty, likelihood of giving feedback, and likelihood of giving both person and process forms of feedback. They also completed measures of whether they viewed intelligence as fixed or malleable.

RESULTS

Results suggested that teachers stated that they would be more likely to give praise than criticism and would be more likely to give feedback for tasks perceived to be more challenging than easy. Following success, teachers endorsed the use of person and process feedback interchangeably, while following failure they endorsed more process feedback. Finally, teachers' understanding of intelligence was also associated with feedback delivery. If teachers believed that intelligence was fixed (vs. something that can be developed), they said that they were more likely to give more person and process praise, but following failure gave more process feedback.

CONCLUSION

The current research gives insight into how teachers give feedback, and how perceived task difficulty and teachers' views of intelligence can influence these choices. Further research is needed to understand why teachers may make these decisions.

Emotional Dynamics in Conflict and Negotiation: Individual, Dyadic, and Group Processes

Conflict is an emotional enterprise. We provide an integrative synthesis of theory and research on emotional dynamics in conflict and negotiation at three levels of analysis: the individual, the dyad, and the group. At the individual level, experienced moods and emotions shape negotiators' cognition and behavior. At the dyadic level, emotional expressions influence counterparts' cognitive, affective, and behavioral responses. At the group level, patterns of emotional experience and/or expression can instigate cooperation, coordination, and conformity, or competition, conflict, and deviance. Intrapersonal (individual-level) effects of diffuse moods can be explained by affect priming and affect-as-information models, whereas effects of discrete emotions are better explained by the appraisal-tendency framework. Interpersonal (dyadic- and group-level) effects of emotions are mediated by affective (e.g., emotional contagion) and inferential (e.g., reverse appraisal) responses, whose relative predictive power can be understood through the lens of emotions as social information (EASI) theory. We offer a critical assessment of the current literature, discuss practical implications for negotiation and conflict management, and sketch an agenda for future research.

Does Happiness Promote Career Success? Revisiting the Evidence

Empirical research demonstrates a relationship between happiness and career success. For example, happy people receive higher earnings, exhibit better performance, and obtain more favorable supervisor evaluations than their less happy peers. Researchers have posited that success leads to happiness, but Boehm and Lyubomirsky reviewed the relevant research in 2008 and argued that the alternative hypothesis—that happiness causes success—may be equally plausible. A decade later, we return to the literature to supplement studies we previously cited with new research and to determine whether the results of cross-sectional, longitudinal, and experimental investigations provide additional support for this hypothesis. We conclude that the evidence continues to persuasively suggest that happiness is correlated with and often precedes career success and that experimentally enhancing positive emotions leads to improved outcomes in the workplace.

Organizational virtuousness perceptions and task crafting

Purpose

The purpose of this paper is to examine the relationship between employees’ perceptions of organizational virtuousness and task crafting, and to test the mediating roles of organizational identification and work engagement in this relationship.

Design/methodology/approach

The authors collected questionnaires from 175 Korean flight attendants and conducted structural equation modeling analyses.

Findings

Employees’ perceptions of organizational virtuousness were positively associated with task crafting. While organizational identification was not solely responsible for mediating this relationship, it intervened in the relationship between organizational virtuousness perceptions and task crafting by affecting work engagement.

Research limitations/implications

While this study provides important insights into the roles of organizational virtuousness, organizational identification, and work engagement in promoting task crafting, the use of self-reported, cross-sectional data limits causal inferences between variables.

Practical implications

Based on the present findings, managers can better understand the antecedents and mediating processes affecting employees’ task crafting.

Originality/value

This study adds value to the positive organizational psychology literature by revealing crucial intermediary processes linking organizational virtuousness perceptions and task crafting, thus suggesting reciprocity and social identity-based motivation as potential underlying mechanisms of task crafting.

Making Sense of Motivational Leadership: The Trail from Transformational Leaders to Motivated Followers

This paper presents a theoretical model that integrates two related, but distinct mechanisms by which transformational leaders influence follower motivation. That is, we propose that an affective mechanism by which charismatic leaders induce positive emotional experiences in their followers, and a cognitive mechanisms that includes communicating the leader's vision and its effects on goal setting explain the connection between charismatic and transformational leadership and follower motivation. Further, we specify the pathways through which affective and cognitive processes influence three components of follower motivation: The direction of action, the intensity of effort, and effort persistence.

The Role of Affect in Negotiations

This article analyzes the role that is played by affect in negotiations. I analyze the origins of affect and its implications for negotiation processes and outcomes. Negotiation may entail both positive and negative affect; in addition, the two kinds of affect may have positive as well as negative consequences. My analysis of the role played by affect occurs primarily at the level of the dyad; however, I do explore the impact of organizational context and its impact on the development of the negotiation process. Implications for future research are discussed.

On Knowing What You Like and Liking What You Smell: Attitudes Depend on the Form in Which the Object is Represented

Attitudes are learned predispositions to respond in a consistently favorable or unfavorable manner with respect to a given object. Three studies examined whether responses elicited by an attitude object depend on the form in which the object is mentally represented. Subjects indicated their preferences for odors in response to descriptive labels (a symbolic representation) and in response to unlabeled scratch-and-sniff patches (a perceptual representation). The correspondence between ratings of symbolic and perceptual object representations was substantially lower than the reliability of ratings within either representational domain. Accessibility of attitudes (indexed by judgment times) was increased by prior expression of attitudes within the same representational domain but not by prior expression of attitudes in the other domain. Discussion considers the importance of these results for models of attitude structure and function.

Améliorer l'environnement du magasin : Les signaux olfactifs affectent-ils les évaluations et les comportements ?

La presse populaire a récemment rapporté que les dirigeants des points de vente diffusent des parfums dans leurs magasins pour créer des environnements plus positifs et développer un avantage concurrentiel. Ces efforts ont lieu bien qu'il n'y ait pas de recherche académique supportant l'utilisation de parfum dans les environnements de magasin. Les auteurs présentent d'une part une revue des travaux théoriques importants issus de la psychologie environnementale et de la recherche en olfaction et d'autre part une étude examinant les effets du parfum ambiant dans un environnement de vente simulé. Dans leur étude, les auteurs trouvent une différence entre les évaluations et comportements dans un environnement de magasin parfumé et ceux dans un environnement de magasin non parfumé. Leurs résultats fournissent des directives pour les dirigeants des points de vente au sujet des avantages que procure l'utilisation du parfum dans l'environnement du magasin.

Human Motives, Happiness, and the Puzzle of Parenthood: Commentary on Kenrick et al. (2010)

It is presumed that happiness, and its associated positive emotions, signal to the individual that an adaptive problem has been solved, thus allowing her to shift attention to other concerns, perhaps those "higher" on the revised motivational hierarchy proposed by Kenrick et al (2010, this issue). In this commentary, we present a sampling of longitudinal and experimental evidence supporting two predictions: (a) that people will feel happy after realizing fundamental human motives, and (b) that in turn, the experience of happiness will galvanize people to fulfill these very motives. However, one conspicuous exception to our argument that happiness is both a consequence and a stimulus of human motives is parenthood, which paradoxically is associated with decrements in well-being. Two broad sets of explanations to account for this puzzle are discussed. The first involves evolutionary accounts: that children interfere with lower level needs, that short-term costs of having children are outweighed by long-term benefits, and that the modern-day context of raising children is at odds with our ancestors' environments. The second possibility involves measurement: namely, problems with study designs and the difficulty of capturing on paper or computer screen what is precisely so wonderful and elusive that children grant their parents.

Managing conflict with emotional intelligence: abilities that make a difference

Purpose

– The purpose of this paper is to investigate the critical relationship between emotional intelligence (EI) abilities and conflict management styles in the workplace.

Design/methodology/approach

– Totally, 126 participants completed a measure of EI and an assessment of conflict management styles. Regression analyses were then performed.

Findings

– Results of regression analyses indicate several significant relationships between EI abilities and participants’ conflict management styles. The EI abilities of problem solving, social responsibility, and impulse control were the most directly related to how participants managed conflict at the workplace.

Research limitations/implications

– Future research should attempt to replicate these findings in other samples. In addition, researchers should investigate other significant variables that explain people’s choices in conflict management styles.

Practical implications

– Implications of these findings suggest that for management development purposes, people should attempt to improve on the EI abilities of problem solving, social responsibility, and impulse control in order to manage workplace conflict effectively.

Originality/value

– This investigation contributes to the literature by identifying specific EI abilities, rather than a macro measure of EI, that are associated with different styles of conflict management.

No effect of ambient odor on the affective appraisal of a desktop virtual environment with signs of disorder

Background

Desktop virtual environments (VEs) are increasingly deployed to study the effects of environmental qualities and interventions on human behavior and safety related concerns in built environments. For these applications it is essential that users appraise the affective qualities of the VE similar to those of its real world counterpart. Previous studies have shown that factors like simulated lighting, sound and dynamic elements all contribute to the affective appraisal of a desktop VE. Since ambient odor is known to affect the affective appraisal of real environments, and has been shown to increase the sense of presence in immersive VEs, it may also be an effective tool to tune the affective appraisal of desktop VEs. This study investigated if exposure to ambient odor can modulate the affective appraisal of a desktop VE with signs of public disorder.

Method

Participants explored a desktop VE representing a suburban neighborhood with signs of public disorder (neglect, vandalism and crime), while being exposed to either room air or subliminal levels of unpleasant (tar) or pleasant (cut grass) ambient odor. Whenever they encountered signs of disorder they reported their safety related concerns and associated affective feelings.

Results

Signs of crime in the desktop VE were associated with negative affective feelings and concerns for personal safety and personal property. However, there was no significant difference between reported safety related concerns and affective connotations in the control (no-odor) and in each of the two ambient odor conditions.

Conclusion

Ambient odor did not affect safety related concerns and affective connotations associated with signs of disorder in the desktop VE. Thus, semantic congruency between ambient odor and a desktop VE may not be sufficient to influence its affective appraisal, and a more realistic simulation in which simulated objects appear to emit scents may be required to achieve this goal.

Mood and Self-Efficacy

The relationship between an individuals’ mood and perceived self-efficacy (SE) has been of fundamental interest for organizational researchers. However, the causality of this relationship has not been agreed upon in existing research. While one set of studies propose that mood influences SE the contrasting view contends that this relationship is not significant. The article presents a conceptual model on the relationship between mood and SE, positioning hedonic and utilitarian motivation as moderators of this relationship. The literature concerning these constructs is reviewed and linkages between them are examined. A four-quadrant framework delineating the impact of hedonic and utilitarian motivation on the relationship between mood and SE is proposed. Propositions are built around this framework and implications for human resource development are discussed.

Using Computer-Aided Text Analysis to Elevate Constructs

Applying individual-level constructs to higher levels of analysis can be a fruitful practice in organizational research. Although this practice is beneficial in developing and testing theory, there are measurement and validation concerns that, if improperly addressed, may threaten the validity and utility of the research. This article illustrates how computer-aided text analysis might be utilized to facilitate construct elevation while ensuring proper validation. Specifically, we apply a framework to develop organizational-level operationalizations of individual-level constructs using the psychological capital construct as an example.

Indoor air pollutants in office environments: assessment of comfort, health, and performance

Concentrations of volatile organic compounds (VOCs) in office environments are generally too low to cause sensory irritation in the eyes and airways on the basis of estimated thresholds for sensory irritation. Furthermore, effects in the lungs, e.g. inflammatory effects, have not been substantiated at indoor relevant concentrations. Some VOCs, including formaldehyde, in combination may under certain environmental and occupational conditions result in reported sensory irritation. The odour thresholds of several VOCs are low enough to influence the perceived air quality that result in a number of acute effects from reported sensory irritation in eyes and airways and deterioration of performance. The odour perception (air quality) depends on a number of factors that may influence the odour impact. There is neither clear indication that office dust particles may cause sensory effects, even not particles spiked with glucans, aldehydes or phthalates, nor lung effects; some inflammatory effects may be observed among asthmatics. Ozone-initiated terpene reaction products may be of concern in ozone-enriched environments (≥0.1mg/m(3)) and elevated limonene concentrations, partly due to the production of formaldehyde. Ambient particles may cause cardio-pulmonary effects, especially in susceptible people (e.g. elderly and sick people); even, short-term effects, e.g. from traffic emission and candle smoke may possibly have modulating and delayed effects on the heart, but otherwise adverse effects in the airways and lung functions have not been observed. Secondary organic aerosols generated in indoor ozone-initiated terpene reactions appear not to cause adverse effects in the airways; rather the gaseous products are relevant. Combined exposure to particles and ozone may evoke effects in subgroups of asthmatics. Based on an analysis of thresholds for odour and sensory irritation selected compounds are recommended for measurements to assess the indoor air quality and to minimize reports of irritation symptoms, deteriorated performance, and cardiovascular and pulmonary effects.

Cognitive facilitation following intentional odor exposure

This paper reviews evidence that, in addition to incidental olfactory pollutants, intentional odor delivery can impact cognitive operations both positively and negatively. Evidence for cognitive facilitation/interference is reviewed alongside four potential explanations for odor-induced effects. It is concluded that the pharmacological properties of odors can induce changes in cognition. However, these effects can be accentuated/attenuated by the shift in mood following odor exposure, expectancy of cognitive effects, and cues to behavior via the contextual association with the odor. It is proposed that greater consideration is required in the intentional utilization of odors within both industrial and private locations, since differential effects are observed for odors with positive hedonic qualities.

Can Ambient Scent Enhance the Nightlife Experience?

Ever since smoking was prohibited in restaurants, bars, and clubs, undesirable smells that were previously masked by cigarette smoke became noticeable. This opens up opportunities to improve the dance club environment by introducing pleasant ambient scents that mask the unwanted odors and to allow competing clubs to differentiate themselves. A field study was conducted at three dance clubs using a 3 × 3 Latin square design with pre- and post-measurements of no-scent control conditions. The three scents tested were orange, seawater, and peppermint. These scents were shown to enhance dancing activity and to improve the evaluation of the evening, the evaluation of the music, and the mood of the visitors over no added scent. However, no significant differences were found between the three scents.

The Influence of Essential Oils on Human Vigilance

Olfactory stimuli are used in aromatherapy to enhance mood, well-being and work efficiency. Nevertheless, the impact of fragrances on cognitive performance in humans is not well understood. The present investigation aimed to evaluate the effects of 1,8-cineol, jasmine absolute ether, linalyl acetate and peppermint essential oil on human vigilance performance. The odorants were administered by means of inhalation and, except for peppermint essential oil, were tested at 2 different dosages. Performance in a standard visual vigilance task was measured in terms of speed and accuracy and subjective ratings of the odorants were assessed in terms of pleasantness, intensity, arousal and stress. We hypothesized that 1,8-cineol, jasmine absolute ether and peppermint essential oil would improve vigilance performance, whereas linalyl acetate would impair such performance. Comparison of the performances of the seven independent experimental groups with that of a control group did not show any of the expected effects. In contrast, inhalation of linalyl acetate decreased reaction times. Within-group analyses, however, revealed significant interactions between subjective ratings of the odorants and task performance. The results of the present investigation emphasize the high impact of subjective factors on the modulation of attentional functions by olfactory stimuli in humans.

The Influence of Cognitive and Affective Reactions to Feedback on Subsequent Goals

This paper focuses on explaining how individuals set goals on multiple performance episodes, in the context of performance feedback comparing their performance on each episode with their respective goal. The proposed model was tested through a longitudinal study of 493 university students’ actual goals and performance on business school exams. Results of a structural equation model supported the proposed conceptual model in which self-efficacy and emotional reactions to feedback mediate the relationship between feedback and subsequent goals. In addition, as expected, participants’ standing on a dispositional measure of behavioral inhibition influenced the strength of their emotional reactions to negative feedback.