The experience of work and turnover intentions: interactive effects of value attainment, job satisfaction, and positive mood

Article Abstract:

The researchers proposed that the phenomenological experience of work is multifaceted and that simultaneously considering the combined effects of the different aspects of the work experience holds considerable promise for understanding of turnover intentions and other organizationally relevant outcomes. Research in subjective well-being and other areas suggest that there are 3 important aspects of the experience of work: attainment of values, attitudes, and moods. It was hypothesized and found that the relationship between job satisfaction and turnover intentions is jointly moderated by value attainment and positive mood. The nature of this triple interaction was such that the job satisfaction-turnover intention relationship was strongest when workers' jobs did not help them to attain terminal values and positive moods were experienced, and the relationship was weakest when jobs helped workers to attain terminal values and positive moods were experienced. (Reprinted by permission of the publisher.)

Job satisfaction, Quality of work life, Values, Values (Philosophy), Employee turnover

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State or trait: effects of positive mood on prosocial behaviors at work

Article Abstract:

Positive mood at work (as an affective state) was hypothesized to be significantly and positively associated with the performance of both extrarole and role-prescribed prosocial organizational behaviors. Moreover, positive mood was hypothesized to have effects on prosocial behavior above and beyond the effects of fairness cognitions. Conversely, positive mood as a trait (i.e., positive affectivity) was expected to be unrelated to either form of prosocial behavior. Finally, the form of role-prescribed prosocial behavior investigated, customer-service behavior or helpful behavior directed at customers, was hypothesized to be positively associated with sales performance. These hypotheses were tested with a sample of 221 salespeople. All of the hypotheses were supported. Implications of these results and directions for future research are discussed. (Reprinted by permission of the publisher.)

Analysis, Organizational research, Interpersonal relations, Positive thinking (Psychology), Psychological research, Helping behavior

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Mood and absence

Article Abstract:

While viewing absence as a mechanism of mood control, I explored the impact of mood at work on absenteeism, taking into account situational influences. Among a sample of 210 salespeople, I found that positive mood at work was significantly and negatively associated with absenteeism. Adjustment to the work situation as indexed by tenure also was influential for absence behavior. In addition, the personality traits, positive affectivity, and negative affectivity had significant effects on the extent to which workers experienced positive moods and negative moods, respectively. The implications of these results and directions for future research are discussed. (Reprinted by permission of the publisher.)

Worker absenteeism, Absenteeism (Labor), Employee morale

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