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Exam preparation part 1
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Aantekeningen van het college ter voorbereiding op het eerste deeltentamen, over de eerste vier thema's binnen de minor.
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Week 5: Positive Organizational Psychology – exam preparationTheme 1: Emotions at Work
Learning goals
1. What are emotions/mood/affect/temperament?
2. What are the advantages of positive emotions?
3. What is the relatinship between positive emotions and (job) performance? -->
Broaden-and-Build
4. How are positive emotions transferred to others?
5. How do leaders' emotions affect followers? --> Emotional contagion model
Example exam questions
1. Temperament has a biological basis, affect not.
2. True, see Lyubomrisky et al., or Xanthopoulou
3. No, should be positive affective tone
4. Yes, meta analyses
Example open exam questions
1. Give an example of a positive gain spiral at work, starting with positive affect.
Someone who shows gratitude build lots of social resources and when they have adversity, the social
resources can be of help to overcome those diversities. So you will be more grateful because of the
friends you have.
1. Give an example of a variable that can be expected to moderate the relationships
between group members' emotions and the emotions felt by one group member (thus
causing the effect to be stronger or weaker). Explain how this works.
Attention; when a leader has more contagion effect because people look up to them, so it has a
bigger effect when
What are emotions/mood/affect/temperament?
Emotions: intense, short-term reactions to specific stimuli, specific facial expressions, that last a few
seconds/minutes
Mood: episode of feelings, no specific stimulus, last a few hours/days
Affect: Entire domain of individual differences that modulate a person's reactions to emotional
events, consistent over time, include certain personality traits and temperament, but can also be
learned in early childhood.
Temperament: Individual differences under genetic control, clear biological basis, its outcomes
include adult personality.
Advantages of positive emotions
Broaden-and-Build Theory: Experiences of positive emotions broaden people’s
momentary thought-action repertoires, which in turn serves to build their enduring
personal resources.
Undoing effect: Positive emotions helps undo physiological responses after a negative
or stressful event.
Sustainable workforce: People who experience positive emotions more often live
longer and stay healthier.
, Relationship positive emotions and job performance
Positive emotions explains 10-25% of variance in job performance.
Positive relationships with:
o Performance ratings, Pay, Job interviews, Social relationships, and Health
o Because:
Greater likelihood of working actively toward new goals
(approach)
In possession of past skills and resources they have built
(Broaden and build)
More resilient (less absenteeism, turnover, burnout)
How are positive emotions transferred to others
Emotional contagion: “Process in which a person or group influences the emotions or behaviors of
another person through the conscious or unconscious induction of emotion states and behavioral
attitudes”.
Automatic process (mimicking)
Active cognitive process (tuning in, empathy)
Specificities of emotional transfer
Moderators (Results Barsade, 2002):
Emotional valence --> no effect
Intensity of emotions --> no effect
Barsade thought emotional valence and the intensity of emotions would moderate, but they didn't.
Outcomes:
Contagion influences cooperativeness, conflict, and perceptions of task performance
(Sy et al, 2005)
o Positive emotions leader --> better coordination
o Negative emotions leader --> more effort
No effects on strategy
Theme 2: Positive Job Design
Learning goals
1. What are current leading job design models and what do they predict?
2. How can well-being at work be conceptualized?
3. What are work engagement –burnoutworkaholism and how are they related?
4. What are psychological resources?
5. What is the role of psychological resources at work?
Example exam questions
1. False, it should be low compulsive work drive and high enjoyment
2. Effort-reward balance theory is mostly about people putting a lot of effort in their
work. When your rewards are not sufficient for you, there is an imbalance. In the
question, the employees don't put a lot of effort in their work so the statement is false.
3. True, becuase one question is unidimensional. Global v.s. domain specific and
unidimensional v.s. multidimensional.
4. True
For the exam, know which emotional/psychological states are more malleable (veranderbaar)
Example open exam questions
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