Too much of a good thing : Curvilinear effect of positive affect on proactive behaviors

Research output: Journal Publications and Reviews (RGC: 21, 22, 62)21_Publication in refereed journalNot applicablepeer-review

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Author(s)

Detail(s)

Original languageEnglish
Pages (from-to)530-546
Number of pages17
Journal / PublicationJournal of Organizational Behavior
Volume35
Issue number4
Publication statusPublished - May 2014
Externally publishedYes

Abstract

Current organizational theory and research affirm the beneficial effects of experiencing positive affect at work. In recent years, researchers have begun to question the popular notion that the more positive affect at work, the better-that more positive affect is desirable for work-related outcomes. In this article, we propose a rationale for why more positive affect may not be better for proactive behaviors at work. Findings from two field studies using two unique data sources demonstrate support for our hypothesis, suggesting that intermediate levels of positive affect are most beneficial for proactive behaviors. Copyright (c) 2013 John Wiley & Sons, Ltd.

Research Area(s)

  • proactive behaviors, positive affect, UNREALISTIC OPTIMISM, RESPONSE RATES, EMPLOYEE VOICE, SELF-EFFICACY, DAY-LEVEL, WORK, PERFORMANCE, MANAGEMENT, ENGAGEMENT, MODEL

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