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References in periodicals archive ?
Second, we adopted affective events theory in the psychology domain to explain user resistance issues.
Affective events theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work.
Affective events theory: A theoretical discussion of the structure, causes, and consequences of affective experiences at work.
A useful foundation for exploring the role of affect can be found in Affective Events Theory (AET) (Weiss & Beal, 2005; Weiss & Cropanzano, 1996).
To develop richer insights into the nature of the entrepreneurial experience, we build on affective events theory to propose the conceptual model in Figure 1.
1996 "Affective events theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work." In B.
In a similar mode, according to affective events theory (Weiss & Cropanzano, 1996) negative events and emotions influence employee behaviour because they denote a problematic work environment.
Weiss, HM & Cropanzano, R 1996, 'Affective Events Theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work', in Staw B M & Cummings L L (Eds), Research in organizational behavior: An annual series of analytical essays and critical reviews, Vol 18, JAI Press, Greenwich, CT, pp 1-74
Affect, altitude, behavior links in affective events theory. Paper presented at the Second Biennial Conference on Emotions in Organizations, Toronto, ON.
In affective events theory it is also suggested that affect can mediate the procedural justice-discretionary behaviors relationship (Colquitt et al., 2013), but affect induced by procedural justice may also influence discretionary behaviors indirectly through controlling changes of personal resources (Baumeister, Vohs, DeWall, & Zhang, 2007; Fredrickson, 2001), which implies that affect generated by procedural justice may interfere with the emerging process of employee silence behavior.
Based on affective events theory and affect theories, we argued and verified that positive affect engendered by procedural justice can broaden employees' thought-action repertoires and then can facilitate the development of personal resources.
According to affective events theory (Weiss & Cropanzano, 1996) affective work behaviors are explained by employee mood and emotions, and cognitive-based behaviors are the best predictors of job satisfaction.