Affective states in job characteristics theory
研究调查了五种工作特征与员工自我报告情绪之间的关系，发现工作特征能解释激活愉悦情绪和激活不愉悦情绪的部分方差，且成长需求强度起调节作用。
The potential consequences of aective experience at work prompt an examination of whether job characteristics are related to aect. Using two measurement models, we examined associations between perceptions of ve job characteristics and self-reported mood. One model was based on traditional measures of `positive' and `negative' aect. The second model utilized a more dierentiated measurement scheme consisting of four unipolar mood scores. Using both approaches achieves both broad and specic assessments of the links between aective 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 aect and an average of 11 per cent of the variance in activated unpleasant aect. Task signicance and task autonomy were positively associated with activated pleasant aect. Skill variety was positively related, and task identity and task feedback were negatively correlated with activated unpleasant aect. 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 aect. Using a four-factor model of aect (enthusiasm, fatigue, nervousness, and relaxation), we discuss preliminary implications for the design of work.