Reinforcement Sensitivity Theory, approach-affect and avoidance-affect

This paper brings together Reinforcement Sensitivity Theory and other perspectives on wellbeing to test predictions about dimensions of affect which are linked to approach motivation or avoidance motivation. Valence and activation are jointly conceptualised as either approach-affect or avoidance-affect through the diagonal axes of an affective circumplex. Across four studies in three different countries, predictions about Reinforcement Sensitivity Theory's Behavioural Activation System, Behavioural Inhibition System and Fight-Flight-Freeze System are found to be supported. Correlations with external variables are shown to depend on a wellbeing measure's emphasis on approach or avoidance, such that affect and external features which both emphasise motivation to approach or to avoid yield substantially larger intercorrelations than do non-concordant pairs. In addition, joining valence with activation is shown to yield correlational benefits as predicted. Implications of our perspective and operationalisation are reviewed, and specific research recommendations are made.

When the Job Does Not Fit: The Moderating Role of Job Crafting and Meaningful Work in the Relation Between Employees’ Perceived Overqualification and Job Boredom

Job boredom is a common experience at work; however, it has been neglected in research and practice compared to other well-being states. Based on the person-job fit theory, this article aims to examine the association between employees’ perceived overqualification and job boredom, analyzing potential moderators. In Study 1, we analyzed job crafting as a moderator using a sample of 832 employees from different organizations in Puerto Rico. Results supported the relation between employees’ perceived overqualification and job boredom but did not support the moderating effect of job crafting since only two dimensions (i.e., increasing structural resources and increasing challenging demands) significantly moderate this association in an opposite direction. In Study 2, we analyzed the moderating role of meaningful work with a sample of 394 employees. Results supported the moderating effect of meaningful work on the relation between employees’ perceived overqualification and job boredom. While job crafting dimensions of increasing structural resources and increasing challenging demands strengthen or have little effect on reducing the association between employees’ perceived overqualification and job boredom, meaningful work buffers this effect. These findings suggest that organizations must provide opportunities for employees to find meaning in their jobs. Additional research is needed to understand the role of job crafting to reduce job boredom.