Affect, Attention, and Episodic Performance

2020 ◽  
Vol 29 (5) ◽  
pp. 453-459
Author(s):  
Howard M. Weiss ◽  
Kelsey L. Merlo
Keyword(s):  
Job Performance ◽  
Work Performance ◽  
Emotional States ◽  
Affective States ◽  
Generalized Model ◽  
Attentional Resources ◽  
Unique Effect ◽  
Core Affect ◽  
Affective Experiences ◽  
Incomplete Picture

Any individual’s work performance can vary from day to day and even over the course of a single day. Traditional, static models of job performance that focus on modeling between-person differences in job performance can provide only an incomplete picture of work-performance processes. In this article, we explore within-person variability in performance and its association with changing emotional states and attentional resources. First, the notion of performance episodes is introduced as a useful unit for modeling within-person performance across the workday. Second, we explore the emotion–performance link and show that affective states influence work performance by impacting the attentional resources dedicated to the task. Finally, the variability in affective experiences is discussed in terms of core affect and emotion episodes and their unique effect on individuals’ attention and regulatory resources. The results describe a generalized model of work performance that is influenced by co-occurring affective states and fluctuating attentional resources.

An Alternative to Self-Reports of Trait and State Affect

2014 ◽  
Vol 30 (3) ◽  
pp. 231-237 ◽  
Author(s):  
Markus Quirin ◽  
Regina C. Bode
Keyword(s):  
Self Report ◽  
Factorial Validity ◽  
Artificial Language ◽  
Cognitive Representation ◽  
Affective States ◽  
Novel Variants ◽  
Self Reports ◽  
State Affect ◽  
Affective Experiences ◽  
Automatic Activation

Self-report measures for the assessment of trait or state affect are typically biased by social desirability or self-delusion. The present work provides an overview of research using a recently developed measure of automatic activation of cognitive representation of affective experiences, the Implicit Positive and Negative Affect Test (IPANAT). In the IPANAT, participants judge the extent to which nonsense words from an alleged artificial language express a number of affective states or traits. The test demonstrates appropriate factorial validity and reliabilities. We review findings that support criterion validity and, additionally, present novel variants of this procedure for the assessment of the discrete emotions such as happiness, anger, sadness, and fear.

Evaluating Risk-Propensity Assessment Methods: Patterns in Repeated Exposure to Emotional Stimuli

2020 ◽  
Vol 64 (1) ◽  
pp. 283-287
Author(s):  
Sahinya Susindar ◽  
Harrison Wissel-Littmann ◽  
Terry Ho ◽  
Thomas K. Ferris
Keyword(s):  
Decision Making ◽  
Emotion Regulation ◽  
Assessment Method ◽  
Decision Makers ◽  
Decision Task ◽  
Emotional States ◽  
Affective States ◽  
Risk Propensity ◽  
Emotional Stimuli ◽  
Comparison Results

In studying naturalistic human decision-making, it is important to understand how emotional states shape decision-making processes and outcomes. Emotion regulation techniques can improve the quality of decisions, but there are several challenges to evaluating these techniques in a controlled research context. Determining the effectiveness of emotion regulation techniques requires methodology that can: 1) reliably elicit desired emotions in decision-makers; 2) include decision tasks with response measures that are sensitive to emotional loading; and 3) support repeated exposures/trials with relatively-consistent emotional loading and response sensitivity. The current study investigates one common method, the Balloon Analog Risk Task (BART), for its consistency and reliability in measuring the risk-propensity of decision-makers, and specifically how the method’s effectiveness might change over the course of repeated exposures. With the PANASX subjective assessment serving for comparison, results suggest the BART assessment method, when applied over repeated exposures, is reduced in its sensitivity to emotional stimuli and exhibits decision task-related learning effects which influence the observed trends in response data in complex ways. This work is valuable for researchers in decision-making and to guide design for humans with consideration for their affective states.

scholarly journals Examining the Determinants of Healthcare Workers’ Performance: A Configurational Analysis during COVID-19 Times

2021 ◽  
Vol 18 (11) ◽  
pp. 5671
Author(s):  
Benito Yáñez-Araque ◽  
Sagrario Gómez-Cantarino ◽  
Santiago Gutiérrez-Broncano ◽  
Víctor-Raúl López-Ruiz
Keyword(s):  
Job Performance ◽  
Work Environment ◽  
Health Professionals ◽  
Work Performance ◽  
Qualitative Comparative Analysis ◽  
Good Level ◽  
Configurational Analysis ◽  
Key Variables ◽  
The Times

The evaluation of the work performance of health professionals has focused the interest of scientific research in recent decades as a basis for improving the quality of health services. The global COVID-19 pandemic has pushed countries’ health systems to the limit and had previously unknown consequences on the job performance of health professionals. In this context, what are the determinants of performance? There are numerous studies that link job performance with other variables that directly affect it, such as leadership, job satisfaction, organizational commitment, and work environment. However, there are no studies that jointly relate all these variables, and even less in the field of health. The main objective of this work is to analyse how these variables are configured together to generate a good level of performance of health professionals during the times of COVID-19. To do this, a fuzzy set qualitative comparative analysis (fsQCA) is carried out, an appropriate method that will allow finding the joint causal effects of key variables in human resources to ensure a good level of job performance in health organizations. The study reveals that leadership and commitment are the two key drivers of performance. The data confirm that the “recipe” to achieve a good level of performance consists of the combination of leadership, commitment, and a good work environment. Additionally, in the case of less satisfied workers, linking leadership and commitment is a sufficient condition.

Satisfaction and Performance of the International Faculty: To What Extent Emotional Reactions and Conflict Matter?

SAGE Open ◽  
2021 ◽  
Vol 11 (3) ◽  
pp. 215824402110305
Author(s):  
Majid Ghasemy ◽  
Farhah Muhammad ◽  
Jamshid Jamali ◽  
José Luis Roldán
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Structural Equation ◽  
Interpersonal Conflict ◽  
Emotional Reactions ◽  
Equation Modeling ◽  
Affective States ◽  
International Faculty ◽  
Mediating Role

Guided by affective events theory (AET), our inquiry aims at examining the relationships among affective work events, affective states, affect-driven behaviors, and attitudes of international faculty working in the Malaysian institutions of higher learning. Specifically, the impacts of interpersonal conflict, as a work event, on international faculty’s affective states were in focus. In addition, the mediating role of job performance, as an affect-driven behavior, on the relationship between affective states and job satisfaction, as an attitude, was examined. Data were collected from 152 respondents and partial least squares structural equation modeling (PLS-SEM) was applied to estimate the proposed theoretical model. Our model was examined from an explanatory-predictive perspective and exhibited a high level of out-of-sample predictive power. In addition, the results of the analysis highlighted the role of interpersonal conflict in causing affective states and affective states in causing job satisfaction. However, empirical evidence was not provided for the mediating role of job performance within the proposed model. Finally, given the fluctuating nature of the affective states, a robustness check verified the nonlinear relationship between positive affect and job performance. Implications of the findings, limitations, and recommendations were elaborated.

scholarly journals Temporal dependency of emotional states at work and its relationship with dynamic performance

2020 ◽  
Vol 15 (2) ◽  
Author(s):  
Evelina De Longis ◽  
Guido Alessandri
Keyword(s):  
Organizational Behavior ◽  
Psychological Functioning ◽  
Positive Emotions ◽  
Negative Emotions ◽  
Dynamic Performance ◽  
Well Being ◽  
Emotional States ◽  
Emotion Dynamics ◽  
Affective Experiences ◽  
And Performance

Emotion dynamics, how people’s emotions fluctuate across time, represent a key source of information about people’s psychological functioning and well-being. Investigating emotion dynamics in the workplace is particularly relevant, as affective experiences are intimately connected to organizational behavior and effectiveness. In this study, we examined the moderating role of emotional inertia in the dynamic association between both positive and negative emotions and self-rated job performance among a sample of 120 Italian workers (average age 41.4, SD = 14), which were prompted six times per day, for five working days. Emotional inertia refers to the extent that emotional states are self-predictive or carry on over time and is measured in terms of the autocorrelation of emotional states across time. Although inertia has been linked to several indicators of maladjustment, little is known about its correlates in terms of organizational behavior. Findings revealed that workers reporting high levels of positive emotions and high inertia rated their performance lower than workers high in positive emotions, but low in inertia. In contrast, the relation between negative emotions and performance was not significant for either high levels of inertia or low levels of inertia. Taken together, these results suggest the relevance of investigating the temporal dependency of emotional states at work.

scholarly journals The role of emotional service in the restaurant business

2022 ◽  
pp. 164-167
Author(s):  
N. A. Ofitserova
Keyword(s):  
Emotional Intelligence ◽  
Customer Satisfaction ◽  
Emotional Labor ◽  
Work Performance ◽  
Positive Emotions ◽  
Emotional State ◽  
Communicative Competence ◽  
Point Of View ◽  
Emotional States

The article considers the restaurant business from the point of view of not only the entrepreneurial aspect, but also the service aspect, which is fundamental. The reasons why people visit restaurants have been revealed. In addition to physical need, restaurants are an element of cognition and a way of experiencing positive emotions. The importance of the restaurant business in shaping people’s positive emotional state has been formulated. Two forms of emotional labor of an employee and the influence of emotional states on work performance have been highlighted. The role of emotional intelligence and communicative competence in customer satisfaction with a restaurant visit has been determined. The importance of developing emotional intelligence has been concluded. Recommendations for its development has been formulated. 

scholarly journals ROLE OF EMPOWERMENT AND IDENTIFICATION WITH WORK TEAMS IN INNOVATION CLIMATE

2020 ◽  
Vol 60 (3) ◽  
pp. 183-194
Author(s):  
MANUEL FERNANDO MONTOYA RAMÍREZ ◽  
JHONY OSTOS ◽  
ARTURO RODOLFO SAENZ ARTEAGA
Keyword(s):  
Job Performance ◽  
Organizational Climate ◽  
Work Performance ◽  
Positive Relationship ◽  
Work Teams ◽  
Work Commitment ◽  
Service Companies ◽  
Innovation Climate

ABSTRACT Several studies argue that an organizational climate oriented to promote innovation generates greater competitiveness in companies. However, very few researchers have explored the factors that lead to the formation of innovation climate and their effects on workers’ performance. Based on a sample of 201 workers from manufacturing and service companies, an analysis was carried out to examine the influence of variables like empowerment and Identification with work teams in innovation climate. Furthermore, the influence of innovation climate on job performance and work commitment was analyzed. The results indicate that there is a positive relationship among the variables of the hypotheses, empowerment and Identification with work teams influence in innovation climate, and the latter influences work performance and work commitment

scholarly journals RELATIONSHIP BETWEEN JOB SATISFACTION AND TEACHER WORK PERFORMANCE

2021 ◽  
Vol 3 (10) ◽  
pp. 111-119
Author(s):  
Aini Wizana Ismail ◽  
Kamal Ab Hamid ◽  
Shahrizal Badlishah
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Education Reform ◽  
Work Performance ◽  
Northern Region ◽  
Peninsular Malaysia ◽  
Distribution Method ◽  
National Education ◽  
Teacher Work ◽  
The Government

The government is very concerned about issues related to schooling because the results of education today will shape our generation in the future. In this regard, the government takes seriously the aspect of national education and implements various initiatives to improve the effectiveness and excellence of schools through one of the aspects contained in the strategic thrust of the Malaysian Education Development Plan (PPPM) 2013-2025 which is focused on the quality of student academic achievement as the main agenda of education reform. Therefore, in an effort to improve and enhance work performance among teachers, there are related issues that need to be emphasized. Teacher job performance gaps are examined and given emphasis from the aspect of job satisfaction, Therefore, this study aims to identify the relationship between job satisfaction factors and teacher job performance. The population of this study consisted of teachers at Sekolah Menengah Kebangsaan (SMK) in the education sector in the northern region, Peninsular Malaysia. However, for this study, the focus is given to the two locations of the states involved, are Perlis and Kedah. This location was chosen because the schools involved in this study are under one education system that implements the same policies and policies and the implementation of curricular and co-curricular activities is also the same. In fact, the schools involved in this study also received allocations and financial assistance in almost the same amount for the whole country (Ministry of National Education, MOE). For research purposes, this study used the questionnaire distribution method. While the process to analyze the data is using Statistical Packages for Social Science (SPSS) Version 24. The results of the analysis found that job satisfaction has a significant positive relationship with teacher work performance.

scholarly journals HRM in Relation To Employee Motivation and Job Performance in the Hospitality Industry

2015 ◽  
Vol 1 (4) ◽  
pp. 12-21 ◽  
Author(s):  
Andries J. du Plessis ◽  
Nalinh Douangphichit ◽  
Patrick Dodd
Keyword(s):  
Job Performance ◽  
Work Performance ◽  
Hospitality Industry ◽  
Negative Impact ◽  
Hotel Industry ◽  
Employee Motivation ◽  
Tourism Industry ◽  
Food Services ◽  
High Level ◽  
Main Factor

The hospitality industry refers to organisations that provide accommodation and food services for people when they travel. The hospitality industry is also known as a “people business”. The hotels and catering organisations underperform, still deliver inadequate services, and provide limited facilities compared to similar businesses in the same region. This can have a negative impact on the tourism industry in Laos. HRM potentially contributes to employee work performance in the organisation. The performance of employees in hotel organisations can be judged or measured by their attentiveness, their friendliness, their appearances, their attitudes, and the way they carry out and perform their assigned tasks. Most of the respondents feel that their organisations create the conditions whereby they are motivated to work harder. The hotel industry recognises the importance of training in relation to their work performed. The main factor that brings about high level of job satisfaction and motivation is salary.

Work–family interface: Effect of enrichment and conflict on job performance of Korean workers

2012 ◽  
Vol 18 (3) ◽  
pp. 383-397 ◽  
Author(s):  
Doo Hun Lim ◽  
Ji Hoon Song ◽  
Myungweon Choi
Keyword(s):  
Life Satisfaction ◽  
Job Performance ◽  
Cultural Context ◽  
Structural Equation ◽  
Work Performance ◽  
Organizational Context ◽  
Well Being ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Work Family

AbstractMany studies conducted in Western societies indicated that work–family enrichment (WFE) and conflict influence employees' work performance positively and/or negatively. However, few studies have been conducted in collectivist, rapidly growing societies like Korea. The purpose of this study was to identify the extent to which those work–family interface variables influence the work performance of employees within the Korean organizational context. We performed forward and backward translation procedure to develop the Korean language versions of the WFE scale, work–family conflict (WFC) scale, and other scales assessing life satisfaction and job performance. Data were collected from a sample of 425 workers from various for-profit firms and universities in Korea. For data analysis, basic descriptive analyses, item reliability and construct validity tests, and a two-step structural equation modeling (SEM) approach were employed to identify influential relationships among WFE/WFC, life satisfaction, and job performance. Results indicated that WFE was a significant factor influencing Korean workers' life satisfaction (WLS) and job performance, whereas WFC was not. Implications of the study findings, including the strategies for improving employee well-being within the Korean cultural context, were presented.

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