Université de Tours.
Concordia University.
J Psychol. 2020;154(7):499-532. doi: 10.1080/00223980.2020.1781033. Epub 2020 Aug 20.
This research examines how the direction and intensity of employee's positive and negative affect at work combine within different profiles, and the relations between these profiles and theoretically-relevant predictors (psychological need satisfaction and supervisor autonomy support) and outcomes (work-family conflict, absenteeism, and turnover intentions). A total sample of 491 firefighters completed our measures initially, and 139 of those completed the same measures again four months later, allowing us to examine the stability of these affect profiles over time. Latent profile analyses and latent transition analyses revealed five identical profiles across the two measurements occasions: (1) Low Negative Affect Facilitators; (2) Moderately Low Positive Affect Incapacitators; (3) High Positive Affect Facilitators; (4) Very Low Positive Affect Incapacitators; and (5) Normative. Membership into Profiles 3, 4, and 5 was very stable over time. In contrast, Profiles 1 and 2 were associated with a highly unstable membership over time. The highest levels of work-family conflict, absenteeism, and turnover intentions were associated with the Very Low Positive Affect Incapacitators. In contrast, the lowest levels of turnover intentions were associated with the Low Negative Affect Facilitators and High Positive Affect Facilitators.
本研究考察了员工在工作中的积极和消极情绪的方向和强度如何在不同的模式中结合，以及这些模式与理论相关预测因素（心理需求满足和主管自主支持）和结果（工作-家庭冲突、缺勤和离职意向）之间的关系。共有 491 名消防员最初完成了我们的测量，其中 139 人在四个月后再次完成了相同的测量，这使我们能够检验这些情感模式随时间的稳定性。潜在剖面分析和潜在转变分析在两个测量时刻揭示了五个相同的模式：（1）低消极影响促进者；（2）中度低积极影响抑制者；（3）高积极影响促进者；（4）非常低积极影响抑制者；和（5）规范者。在时间上，模式 3、4 和 5 的成员身份非常稳定。相比之下，模式 1 和 2 与时间上的高度不稳定成员身份相关。工作-家庭冲突、缺勤和离职意向的最高水平与非常低的积极影响抑制者相关。相比之下，离职意向的最低水平与低消极影响促进者和高积极影响促进者相关。
