Peñalver Jonathan, Salanova Marisa, Martínez Isabel M
Department of Education, Universidad Internacional de Valencia, 21, 46002 Valencia, Spain.
WANT Research Team, Universitat Jaume I, 12071 Castellón de la Plana, Spain.
Int J Environ Res Public Health. 2020 Oct 15;17(20):7499. doi: 10.3390/ijerph17207499.
Group positive affect is defined as homogeneous positive affect among group members that emerges when working together. Considering that previous research has shown a significant relationship between group positive affect and a wide variety of group outcomes (e.g., behaviors, wellbeing, and performance), it is crucial to boost our knowledge about this construct in the work context. The main purpose is to review empirical research, to synthesize the findings and to provide research agenda about group positive affect, in order to better understand this construct. Through the PsycNET and Proquest Central databases, an integrative review was conducted to identify articles about group positive affect published between January 1990 and March 2019. A total of 44 articles were included and analyzed. Finding suggests that scholars have been more interested in understanding the outcomes of group positive affect and how to improve the productivity of groups than in knowing what the antecedents are. A summary conclusion is that group positive affect is related to leadership, job demands, job resources, diversity/similarity, group processes, and contextual factors, all of which influence the development of several outcomes and different types of wellbeing at the individual and group levels. However, with specific combinations of other conditions (e.g., group trust, negative affect, and interaction), high levels of group positive affect could cause harmful results. Conclusions shed light on group positive affect research and practice and might help Human Resources professionals to initiate empirically-based strategies related to recruitment, group design and leadership training.
群体积极情绪被定义为群体成员在共同工作时所表现出的一致的积极情绪。鉴于先前的研究表明群体积极情绪与各种各样的群体结果（如行为、幸福感和绩效）之间存在显著关系，在工作背景下增进我们对这一概念的了解至关重要。主要目的是回顾实证研究，综合研究结果，并提供关于群体积极情绪的研究议程，以便更好地理解这一概念。通过PsycNET和Proquest Central数据库，进行了一项综合综述，以识别1990年1月至2019年3月期间发表的关于群体积极情绪的文章。总共纳入并分析了44篇文章。研究结果表明，学者们对理解群体积极情绪的结果以及如何提高群体生产力比了解其前因更感兴趣。一个总结性结论是，群体积极情绪与领导力、工作要求、工作资源、多样性/相似性、群体过程和情境因素有关，所有这些因素都会影响个体和群体层面多种结果的发展以及不同类型的幸福感。然而，在其他条件（如群体信任、消极情绪和互动）的特定组合下，高水平的群体积极情绪可能会导致有害结果。这些结论为群体积极情绪的研究和实践提供了启示，可能有助于人力资源专业人员制定基于实证的招聘、团队设计和领导力培训策略。
