تاثير حالات خلقي لحظه اي بر رضايت شغلي لحظه اي و تاخيري

The Effect of Moment Mood States on Delayed and Moment Job Satisfaction

Introduction According to Kuhn, substitution of one paradigm to another is the main development in science. Our focus in the current research was to focus on affective theory of industrial organizational psychology in job satisfaction domain namely affective events theory (AET). AET compensates neglect of affect and de-emphasizes an affect component of job satisfaction. This theory emphasizes affect on an equal footing with cognitive evaluations, hypothesizes different antecedents for cognitive evaluations versus affect, and hypothesizes different sets of behaviors as consequences of individual differences in affect as contrasted with cognitive evaluations. AET hypothesizes links between job affect and spontaneous, short term behaviors. Affect is defined conceptually as individualsʹ emotional reactions to their jobs and to the events that happen on their jobs. The feelings to the job are modified by events that occur on the job during the day. In the current research the events in the job were designed experimentally. It is hypothesized that job events have influence on job satisfaction at the moment, namely moment job satisfaction and also on overall evaluation of job satisfaction which is called delayed job satisfaction. Moment affect consists of two measures of affect, namely Positive Affect (PA) and Negative Affect (NA) in the conceptual model of the current research. These components of affect emerge at the moment of the event are very important. While Positive Affect (PA) and Negative Affect (NA) can be considered as traits so that positive affect (PA) characterizes individuals predisposed to experience jovality, self-assurance, and attentiveness; Negative affect (NA) characterizes individuals predisposed to experience fear, sadness, quit and hostility. In the current research we emphasize on PA and NA as both states and traits. The former concept of PA and NA operationalized via experience sampling method (ESM) by measuring several times a day immediately after the event. Research Questions Researchers formulated four hypothysis to respond to corresponding research questions as follows: First hypothesis There is a relation between posinve affect and negative affect (trait affect) and moment job satisfaction. Second Hypothesis The moment affect states (Positive and Negative) moderate the relation between affect trait (Positive and Negative) and moment job satisfaction. Third hypothesis Intra-individual moment affect (as a dynamic and state affect) predicts at the moment job satisfaction (MJS) so that a)positive mood affect directly influences MJS and b) the relation between negative mood affect (State) and JMS is negative. Fourth Hypothesis After some time the influence of intra-individual moment mood on job satisfaction is weakened. Method Participants Participants were 82 persons from middle managers and high technician engineers of one big organization in Tehran. Because of several distribution of instruments a day, researchers encountered a 28 percent of mortality in the sample, so at the end of research the sample was 59 persons. Instruments The first instrument was Positive Affect and Negative Affect Scale (PANAS) that has desirable reliability and validity (Tellegan. Watson and Clark, 1999). This instrument contains 40 items (20 items for positive and 20 items for negative affect). Each item was considered four times namely, past, present. future and overall affection. The instrument was administered on coworker or spouse of responder to assess PA- NA Trait. Tellegen et al (1999) suggested that mood or emotion maybe scored as independent PA and NA traits via rotation of axes within the traditional mood circumplex. Researchers used the same instrument for the PA-NA states, but with different instructions. Participants themselves indicated their affection at the moment of responding while for the trait significant other responded to instruments. The second instrument was Brayfield and Rotheʹs index of job satisfaction (1951). This instrument assessed overall job satisfaction (not component job satisfaction such as JDS). The instruments have 18 items with five choices. in the one pole completely agree and in another pole completely disagree. Moment job satisfaction and delay job satisfaction was measured with the same instrument but different instructions. Participants responded their satisfaction at the moment for the former that administered immediately after the event. While the latter was measured by passing hours after the event. The procedure of administration required attendance of researchers to give assistance three of four times a day to the participants to take the instruments. Statistical Methods For the first hypothesis the Pearson correlation coefficient and for the second hypothesis the OLS regression analysis were used. To analyze interindividual and intra-individual effects on job satisfaction, the hierachical linear regression model was used (Byrk and Raudenbush (1992). Results The first hypothesis was partially confirmed. Findings indicate that there is a significant positive relation between trait positive affect and moment job satisfaction (P