Instituto Universitário de Lisboa (ISCTE-IUL), Business Research Unit - BRU (UNIDE-IUL), Avenida das Forças Armadas, Lisboa 1649-026, Lisboa, Portugal; Instituto Politécnico de Tomar (IPT), Tomar, Portugal.
Instituto Politécnico de Tomar (IPT), Tomar, Portugal; Department of Management and Economics & NECE Research Unit in Busincess Sciences, University of Beira Interior, Covilhã, Portugal.
Acta Psychol (Amst). 2021 Nov;221:103444. doi: 10.1016/j.actpsy.2021.103444. Epub 2021 Nov 2.
The present research explores the path between work-related curiosity and positive affect. To justify this relationship, we rely on the conservation of resources theory (COR) and include performance as a mediator of the curiosity-positive affect path, such that curiosity was expected to stimulate performance, resulting in higher positive affect. We also aimed to explore whether the Dark Triad personality would moderate this mediating path.
Three studies were conducted. Study 1 analyzed the indirect path of curiosity on positive affect through performance (n = 241). Study 2 resorted to two samples, one with participants in telework (n = 406), and the other one with participants in face-to-face work (n = 240), to explore the mediated link. Study 3 (n = 653) explored the moderating role of the Dark Triad traits (Machiavellianism, psychopathy, and narcissism) on the mediated relationship.
Study 1 demonstrated that curiosity boosted positive affect through performance. Study 2 showed that, when workers were in telework, the mediated relationship occurred, however the same did not happen in face-to-face work. Study 3 showed that Machiavellianism and psychopathy moderated the indirect effect of curiosity on positive affect through performance, in a way that it was present for individuals low on these traits, but not for individuals high on such traits. Narcissism did not moderate the mediated relationship.
We discuss the impact that curiosity may have on behavioral and affective consequences (performance and affect), and the role that personality may have on this relationship.
本研究探讨了工作相关好奇心与积极情绪之间的关系。为了证明这种关系，我们依据资源保存理论（COR），并将绩效作为好奇心与积极情绪关系的中介变量，即好奇心有望激发绩效，从而产生更高的积极情绪。我们还旨在探索暗黑三人格特质是否会调节这种中介路径。
进行了三项研究。研究 1 通过绩效（n=241）分析了好奇心对积极情绪的间接路径。研究 2 采用了两个样本，一个是远程工作者（n=406），另一个是面对面工作者（n=240），以探讨中介联系。研究 3（n=653）探讨了暗黑三人格特质（马基雅维利主义、精神病态和自恋）对中介关系的调节作用。
研究 1 表明好奇心通过绩效提高了积极情绪。研究 2 表明，当员工远程工作时，这种中介关系发生了，但面对面工作时则没有。研究 3 表明，马基雅维利主义和精神病态特质调节了好奇心通过绩效对积极情绪的间接影响，这种影响仅在个体具有较低的这些特质时存在，而在个体具有较高的这些特质时则不存在。自恋没有调节中介关系。
我们讨论了好奇心对行为和情感后果（绩效和情感）的影响，以及人格在这种关系中可能起到的作用。
