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      Organizational citizenship behavior and workplace deviance: The role of affect and cognitions.

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      Journal: Journal of Applied Psychology
      Publisher: American Psychological Association (APA)

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          Feeling good-doing good: a conceptual analysis of the mood at work-organizational spontaneity relationship.

          Jennifer M. George, Arthur Brief (1992)
          Five forms of organizational spontaneity are described (helping co-workers, protecting the organization, making constructive suggestions, developing oneself, and spreading goodwill). Organizational spontaneity is compared with the seemingly analogous constructs of organizational citizenship behavior and prosocial organizational behavior. Based on a selective review of the literature, a multilevel model of spontaneity is presented. Positive mood at work is a pivotal construct in the model and posited as the direct precursor of organizational spontaneity. Primary work-group characteristics, the affective tone of the primary work group, affective disposition, life event history, and contextual characteristics are proposed to have direct or indirect effects, or both, on positive mood at work. Motivational bases of organizational spontaneity also are described. The model and its implications are discussed.
          Article 0 comments Cited 299 times – based on 0 reviews     Review now
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            Phenomenology, behaviors, and goals differentiate discrete emotions.

            Ira J. Roseman, Cynthia Wiest, Tamara Swartz (1994)
            Article 0 comments Cited 240 times – based on 0 reviews     Review now
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              All Negative Moods Are Not Equal: Motivational Influences of Anxiety and Sadness on Decision Making.

              Raghunathan, Pham, Rajgopal Raghunathan (1999)
              Affective states of the same valence may have distinct, yet predictable, influences on decision processes. Results from three experiments show that, in gambling decisions, as well as in job-selection decisions, sad individuals are biased in favor of high-risk/high-reward options, whereas anxious individuals are biased in favor of low-risk/low-reward options. We argue that these biases occur because anxiety and sadness convey distinct types of information to the decision-maker and prime different goals. While anxiety primes an implicit goal of uncertainty reduction, sadness primes an implicit goal of reward replacement. We offer that these motivational influences operate through an active process of feeling monitoring, whereby anxious or sad individuals think about the options and ask themselves, "What would I feel better about ellipsis?" Copyright 1999 Academic Press.
              Article 0 comments Cited 230 times – based on 0 reviews     Review now
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                Author and article information

                Journal
                Title: Journal of Applied Psychology
                Abbreviated Title: Journal of Applied Psychology
                Publisher: American Psychological Association (APA)
                ISSN (Electronic): 1939-1854
                ISSN (Print): 0021-9010
                Publication date Created: 2002
                Publication date (Print): 2002
                Volume: 87
                Issue: 1
                Pages: 131-142
                Article
                DOI: 10.1037/0021-9010.87.1.131
                SO-VID: d5280012-deeb-4d21-86b3-739ae01bd53a
                Copyright © © 2002
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