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Employee Positive Emotion and Favorable Outcomes at the Workplace

Employee Positive Emotion and Favorable Outcomes at the Workplace This paper draws on writings in psychology, sociology and organizational behavior to develop a conceptual framework that specifies how positive emotion helps employees obtain favorable outcomes at work. We propose that feeling and expressing positive emotions on the job have favorable consequences on: (1) employees independent of their relationships with others (e.g., greater persistence), (2) reactions of others to employees (e.g., “halo,” or overgeneralization to other desirable traits), and (3) reactions of employees to others (e.g., helping others). These three sets of intervening processes are proposed, in turn, to lead to work achievement, job enrichment and a higher quality social context. A partial test of this framework is made in an 18-month study of 272 employees. Results indicate that positive emotion on the job at time 1 is associated with evidence of work achievement (more favorable supervisor evaluations and higher pay) and a supportive social context (more support from supervisors and coworkers) at time 2. But positive emotion at time 1 is not significantly associated with job enrichment at time 2. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Organization Science INFORMS

Employee Positive Emotion and Favorable Outcomes at the Workplace

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Publisher
INFORMS
Copyright
Copyright © INFORMS
Subject
Research Article
ISSN
1047-7039
eISSN
1526-5455
DOI
10.1287/orsc.5.1.51
Publisher site
See Article on Publisher Site

Abstract

This paper draws on writings in psychology, sociology and organizational behavior to develop a conceptual framework that specifies how positive emotion helps employees obtain favorable outcomes at work. We propose that feeling and expressing positive emotions on the job have favorable consequences on: (1) employees independent of their relationships with others (e.g., greater persistence), (2) reactions of others to employees (e.g., “halo,” or overgeneralization to other desirable traits), and (3) reactions of employees to others (e.g., helping others). These three sets of intervening processes are proposed, in turn, to lead to work achievement, job enrichment and a higher quality social context. A partial test of this framework is made in an 18-month study of 272 employees. Results indicate that positive emotion on the job at time 1 is associated with evidence of work achievement (more favorable supervisor evaluations and higher pay) and a supportive social context (more support from supervisors and coworkers) at time 2. But positive emotion at time 1 is not significantly associated with job enrichment at time 2.

Journal

Organization Science – INFORMS

Published: Feb 1, 1994

Keywords: Keywords : positive emotion ; employee success

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