8 Aﬀect, satisfaction, and performance Timothy A. Judge and John D. Kammeyer-Mueller Introduction Historically, the study of mood and emotions in organizational settings has not been well- received. Researchers trained in either behaviorism or the rational-actor tradition steered away from the more subjective, emotional side of human experience (Brief & Weiss, 2002; Härtel et al., 2005). Emotions at work were also ignored because the traditional research designs for organizational behavior are also poorly matched to the investigation of tran- sient mood states. Methodological diﬃculties include ﬁnding ways to capture each indi- vidual’s subjective experience of a situation in real time, collecting data that represent within-person variability, and diﬃculties in the analysis of repeated measures data. Recently, however, researchers have recognized both theoretically and empirically that many of the most important aspects of the experience of work cannot be adequately explained without appealing to aﬀect. As this review will show, even rational models of human behavior, such as expectancy theory and decision making, are substantially inﬂuenced by emotional experiences. Based on the premise that dispositions and situations inﬂuence attitudes and behavior as mediated through the day-to-day process of aﬀect (Lord & Kanfer, 2002), we provide a conceptual overview of the research of aﬀect and work outcomes in Figure 8.1. There are ﬁve primary linkages in our model. Path A represents the inﬂuence of aﬀective traits, especially dispositional positive and negative aﬀect, on aﬀective states, such as moods and emotions. Path B represents the direct inﬂuence of aﬀective traits on job satisfaction and performance. Path C represents the inﬂuence of moods and emotions on satisfaction and performance. Path D represents the inﬂuence of situational factors on moods and emotions. Finally, Path E represents the process of emotion regulation. In this review, we summarize the growing body of research on these relationships between aﬀect and work outcomes and provide suggestions throughout the chapter for how future research can strengthen our understanding of these links. Path A: aﬀective traits and aﬀective states A key question for organizational psychologists interested in the study of aﬀect and work is how dispositional aﬀects lead to speciﬁc moods. Dispositional aﬀects are ten- dencies to experience similar aﬀective states over time. As such, that they are concep- tually related to personality trait measures. According to Watson et al. (1988) positive aﬀectivity (PA) is characterized by high energy, enthusiasm, and pleasurable engage- ment, whereas negative aﬀectivity (NA) is characterized by distress, unpleasurable engagement, and nervousness. Traits PA and NA are moderately negatively correlated ( = -0.36; Thoresen et al., 2003) and evince diﬀerent patterns of relationships with othervariables (Watson, 2000). The general trend seems to be that PA more strongly relates to positive outcomes whereas NA is more strongly associated with negative outcomes. 136 M1406 - ASHKANASY TEXT.qxd 2/5/08 10:10 am Page 136 Phil's G4 Phil's G4:Users:phil:Public: PHIL'S JOBS