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Affective events theory model Research model. Affective events theory (AET) is an industrial and organizational psychology model developed by organizational psychologists Howard M. Weiss (Georgia Institute of Technology) and Russell Cropanzano (University of Colorado) to explain how emotions and moods influence job performance and job satisfaction. [1]
Positive emotions in the workplace help employees obtain favorable outcomes including achievement, job enrichment and higher quality social context". [2] "Negative emotions, such as fear, anger, stress, hostility, sadness, and guilt, however increase the predictability of workplace deviance,", [3] and how the outside world views the organization.
There is evidence that emotional labor may lead to employees' emotional exhaustion and burnout over time, and may also reduce employees' job satisfaction. That is, higher degree of using emotion regulation on the job is related to higher levels of employees' emotional exhaustion, [10] and lower levels of employees' job satisfaction. [52]
The employee may lack understanding of how, why—and even if—their contributions matter,” he says. “Employees who can connect or reconnect with the sense that they are learning, growing ...
The scale asked each participant to rate their agreement or disagreement with each of the 30 items using a 7-point scale that ranged from negative 3 to positive 3. Another important early study was Smith et al. (1983), which took a slightly more complicated measurement approach by developing a scale in stages.
Emotion-Driven Outcomes: AET posits that emotions generated by affective events at work have consequences for employee attitudes and behaviors. For example, positive emotions may lead to increased job satisfaction, improved performance, and greater commitment to the organization, while negative emotions might result in reduced job satisfaction ...
She said her new responsibilities affect the company at a much larger scale, and the job’s stress level has increased. The one thing that hasn’t changed: her pay . While Kay got a bonus ...
The employee stays with the organization because he/she "ought to". But generally if an individual invest a great deal they will receive "advanced rewards". Normative commitment is higher in organizations that value loyalty and systematically communicate the fact to employees with rewards, incentives and other strategies.
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