Summary This article proposed and tested a multilevel interactional model of individual innovation in which weekly moods represent core construct between context, personality, innovative work behavior. Adopting the circumplex affect, behavior is as resulting from positive high‐activated mood. Furthermore, drawing on Big Five personality cognitive appraisal theory, openness to experience support for are contextual variables, respectively, interplay this process. Openness interacts with...

Employees can help to improve organizational performance by sharing ideas, suggestions, or concerns about practices, but sometimes they keep silent because of the experience negative affect. Drawing and expanding on this stream research, article builds a theoretical rationale based core affect cognitive appraisal theories describe how differences in activation boundary conditions associated with rumination problem-solving demands explain employee silence. Results diary study conducted...

Affective presence is a novel personality construct that describes the tendency of individuals to make their interaction partners feel similarly positive or negative. We adopt this construct, together with input-process-output model teamwork, understand how team leaders influence and innovation performance. In 2 multisource studies, based on 350 working in 87 teams public organizations 734 69 private organization, we tested supported hypotheses leader affective was positively related...

Interpersonal emotion regulation is an important psychological function in social behaviour. However, this construct has still been scantly explored work psychology and organizational settings, meaning that the effects of interpersonal on core aspects performance are as yet unknown. Thus, our article seeks to provide insight into how, context teamwork organizations, leaders can enhance team effectiveness by using capitalize role affects plays innovation. Using a multisource field study, we...

Much has been written about the liabilities of mind wandering in workplace. Given its prevalence, however, may carry underappreciated benefits—especially with respect to creativi...

Introduction The massive implementation of teleworking during the COVID-19 pandemic highlighted its advantages for employees and organizations. Afterwards, transitioning back to office, some companies are considering hybrid arrangements sustain positive effects on job performance. This study, performed pandemic, argues that effective telework depends not only organizational support but also employees' preferences telework. Objective purpose study was examine predictors employee preference....

ABSTRACT Recent research in organizational behavior has begun to focus on the role of daydreaming workplace, which refers spontaneous shift attention from external environment internally generated thoughts. Emergent suggests that evolving cognitive demands at work may serve as a precursor creativity. However, despite this incipient interest, whether, how, and why different forms lead discrete and, therefore, creative outcomes organizations remain their early stages. Drawing Situation‐Based...

Job satisfaction is a core variable in the study and practice of organizational psychology because its implications for desirable work outcomes. Knowledge antecedents abundant informative, but there are still psychological processes underlying job that have not received complete attention. This case employee emotion regulation. In this study, we argue employees’ behaviors directed to manage their affective states participate level hypothesize affect-improving -worsening regulation increase...

Mind-wandering is a psychological process involving the emergence of spontaneous thoughts in daily life. Research has shown that mind-wandering influences diverse outcomes; however, less known about possible individual differences may drive mind-wandering. In this study, we argue personality traits, expressed neuroticism and openness to experience, lead individual's self-perception their activity, due meta-awareness processes. three-wave survey study with 273 college students, gathered data...

Abstract. Interpersonal emotion regulation (IER) refers to the actions of influencing other people’s feelings. We apply this construct context leadership determine whether leader IER may explain followers’ performance. Drawing on emotions-as-social-information theory, we argue that strategies improve or worsen feelings would be related affect and thereby their tested these proposals using a multisource field study involving 31 leaders 157 followers. Results from multilevel modeling supported...

Summary Recent research has shown that leader interpersonal emotion regulation is a relevant process for fostering desirable work outcomes. Expanding knowledge on this stream of research, here we argue to have complete view the influence regulation, motives underlying behavior, namely, egocentric or prosocial, should also be taken into account. We draw informational function and use multisource survey study with 99 group leaders their 1482 members examine effects motives. found evidence were...

Abstract Affective states have become a central topic of interest in research on organizational behavior. Recently, scholars been paying more attention to the proposals Circumplex Model (Russell, 1980) order gain finer grained understanding job-related affect. However, limited availability well-validated measures test this model work settings, particularly non English-speaking populations, is still major drawback. Using three samples and Spanish-speaking workers, article offers...

Affective presence is a novel, emotion-related personality trait, supported in experimental studies, concerning the extent to which person makes his or her interaction partners feel same way (Eisenkraft & Elfenbein, 2010). Applying this concept an applied teamwork context, we proposed that team-leader-affective would influence team members' communication of creative ideas. Multilevel modeling analysis data from survey study conducted with teams consultancy firm confirmed interacted...

Promotive voice is an essential behavior in today's organizations to facilitate improvements and make constructive changes the way that work conducted. Expanding previous research on individual drivers of organizations, drawing theory about emotion regulation, I propose speaking out with ideas at a function employee regulation positive affect. Accordingly, results weekly diary study, conducted professionals from diverse industries, showed employees using strategies improve their feelings...

Leader affective presence is the tendency of leaders to elicit feelings that are consistent among other individuals, and has been supported as a relevant personality trait for understanding teamwork. Drawing on model integrates emotion regulation, this study aimed expand research by proposing team members' perceptions leader interpersonal regulation process explains how related member behaviour. In model, teamness—the perception interdependence reflexivity required in team—is presented...

Job resources are essential for higher performance. Focusing on innovation, we examine how and whom the job resource of time control is related to implementation novel ideas in workplace. Drawing demands‐resources model affect‐as‐information theory, propose that positive affect explains association with innovation unfolds this psychological process depends extent which employees work under problem‐solving demands. Using a survey study, conducted 198 from diverse organisations, supported...

Abstract Whether and how affect is related to creativity a central inquiry in work organizational psychology. Research has demonstrated that, general, both positive negative feelings have the potential foster development of novel ideas workplace. Nevertheless, drawing on core theory, we argue that addition affective valence, arousal should also be taken account, using circumplex approach for complete finer‐grained this phenomenon. Therefore, revisit question by asking Do experiences...

Meeting lateness—that is, meetings starting past the pre-scheduled time—can be viewed as a disruption to temporal pacing of work. Previous research in United States indicates that late produce less optimal outcomes, but empirical insights concerning extent which experiences meeting lateness are similar or different across cultures remain sparse. While prior work suggests differences how individuals from experience time-related phenomena, globalization trends suggest increasing similarities...

The psychological work environment is composed of both stressful and motivational conditions at different levels analysis. However, most relevant theory research lack an integrative conceptualization appropriate instrumentation to account for this context structure. These limitations are particularly present in non-mainstream populations, such as the Spanish community researchers practitioners. In study, based on job demands–resources model, we updated which psychosocial factors integrated...