The Journal of psychology
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The Journal of psychology · Jul 1999
The impact of emotional dissonance on organizational commitment and intention to turnover.
In the workplace, emotional dissonance is the conflict between experienced emotions and emotions expressed to conform to display rules. This study is an empirical examination of the impact of emotional dissonance on organizational criteria and its moderation by self-monitoring and social support. Emotional dissonance was theorized to stimulate turnover intentions, either solely through job dissatisfaction or through both job dissatisfaction and reduced organizational commitment. ⋯ Self-monitoring and social support exerted moderator effects, albeit in opposing directions. Emotional dissonance aroused feelings of job dissatisfaction and reduced organizational commitment among high self-monitors. In contrast, social support lessened the negative impact of emotional dissonance on organizational commitment.
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The Journal of psychology · Jan 1999
Negative affectivity: moderator or confound in emotional dissonance-outcome relationships?
This study was an examination of the impact of negative affectivity on relationships between emotional dissonance, job satisfaction, and emotional exhaustion. Negative affectivity is the predisposition to view life in negative terms. Emotional dissonance originates from the conflict between expressed and experienced emotions. ⋯ A moderator effect exists when high negative affectivity individuals experience greater job dissatisfaction and emotional exhaustion. Alternatively, negative affectivity may exert a confounding effect through its relationship to both emotional dissonance and its outcomes. Empirical tests showed that negative affectivity moderated the emotional dissonance-job satisfaction relationship and confounded the emotional dissonance-emotional exhaustion relationship.
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The Journal of psychology · May 1998
The influence of job satisfaction, organizational commitment, and fairness perceptions on organizational citizenship behavior.
Previous research has indicated that job satisfaction, perceptions of procedural justice, and organizational commitment are all significant correlates of organizational citizenship behavior (OCB). Those variables were studied collectively to determine their relative effects on OCB. Hierarchical regression analyses indicated that when all three of the variables were considered concurrently, only organizational commitment accounted for a unique amount of variance in OCB.
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The Journal of psychology · Jul 1992
Gender, academic achievement, and preferences for cooperative, competitive, and individualistic learning among African-American adolescents.
In this study, we investigated the relationships among gender, academic achievement, and student preferences for cooperative, competitive, and individualistic learning in a sample of 136 African-American adolescents enrolled in sixth and seventh grades in a school in Georgia. We used the Learning Preference Scale for Students (LPSS; Barnes, Owens, & Straton, 1978) to measure cooperative, competitive, and individualistic preferences. Three two-way ANOVAs (Gender x Academic Achievement) were conducted, in which the three learning preferences were the dependent variables. ⋯ Academic achievement did not correlate significantly with any of the three learning preferences. A two-way interaction between gender and academic achievement was observed for competitive learning preferences. Girls' preferences for competition increased as academic achievement increased; boys' preferences for competition decreased as academic achievement increased.
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In this study, 24 professional writers completed a short pencil-and-paper questionnaire on which they indicated how they felt before, at a pause, and after specific writing episodes. The intensity with which they experienced 20 emotions was assessed, as was the frequency with which these emotions were experienced when writing in general. Results indicated that the professionals experienced positive emotions significantly more often when writing in general than they experienced either negative-active or negative-passive emotions. ⋯ During the actual writing process, positive emotions tended to intensify, whereas negative-passive and negative-active emotions resisted change. Sponsorship of writing had little impact on the quality of emotions experienced during the process. The professional poets, however, experienced negative-active emotions significantly more often when writing in general than did the prose writers.