Affective states in job characteristics theory

The potential consequences of affective experience at work prompt an examination of whether job characteristics are related to affect. Using two measurement models, we examined associations between perceptions of five job characteristics and self-reported mood. One model was based on traditional measures of ‘positive’ and ‘negative’ affect. The second model utilized a more differentiated measurement scheme consisting of four unipolar mood scores. Using both approaches achieves both broad and specific assessments of the links between affective states and job characteristics. Regression analyses of the survey data from 370 managers in 26 organizations indicated that job characteristics explained an average of 19 per cent of the variance in activated pleasant affect and an average of 11 per cent of the variance in activated unpleasant affect. Task significance and task autonomy were positively associated with activated pleasant affect. Skill variety was positively related, and task identity and task feedback were negatively correlated with activated unpleasant affect. Finally, Growth Need Strength (GNS) moderated the relation between the Motivating Potential Score (MPS) from the combined job characteristics and both activated pleasant and activated unpleasant affect. Using a four-factor model of affect (enthusiasm, fatigue, nervousness, and relaxation), we discuss preliminary implications for the design of work. Copyright © 2000 John Wiley & Sons, Ltd.Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/35035/1/39_ftp.pd