Kaplan Seth, Bradley Jill C, Luchman Joseph N, Haynes Douglas
Department of Psychology, George Mason University, USA.
J Appl Psychol. 2009 Jan;94(1):162-76. doi: 10.1037/a0013115.
Although interest regarding the role of dispositional affect in job behaviors has surged in recent years, the true magnitude of affectivity's influence remains unknown. To address this issue, the authors conducted a qualitative and quantitative review of the relationships between positive and negative affectivity (PA and NA, respectively) and various performance dimensions. A series of meta-analyses based on 57 primary studies indicated that PA and NA predicted task performance in the hypothesized directions and that the relationships were strongest for subjectively rated versus objectively rated performance. In addition, PA was related to organizational citizenship behaviors but not withdrawal behaviors, and NA was related to organizational citizenship behaviors, withdrawal behaviors, counterproductive work behaviors, and occupational injury. Mediational analyses revealed that affect operated through different mechanisms in influencing the various performance dimensions. Regression analyses documented that PA and NA uniquely predicted task performance but that extraversion and neuroticism did not, when the four were considered simultaneously. Discussion focuses on the theoretical and practical implications of these findings. (PsycINFO Database Record (c) 2009 APA, all rights reserved).
尽管近年来关于性格情绪在工作行为中的作用的关注度激增，但情绪性影响的真正程度仍不为人知。为解决这一问题，作者对积极情绪性和消极情绪性（分别为PA和NA）与各种绩效维度之间的关系进行了定性和定量综述。基于57项主要研究的一系列元分析表明，PA和NA按假设方向预测任务绩效，且对于主观评定绩效与客观评定绩效而言，二者关系最为显著。此外，PA与组织公民行为有关，但与退缩行为无关，而NA与组织公民行为、退缩行为、反生产工作行为及职业伤害有关。中介分析表明，情绪在影响各种绩效维度时通过不同机制起作用。回归分析证明，当同时考虑这四个因素时，PA和NA能唯一预测任务绩效，而外向性和神经质则不能。讨论聚焦于这些发现的理论和实践意义。（《心理学文摘数据库记录》（c）2009美国心理学会，保留所有权利）
