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Do prospective workday appraisals influence end-of-workday affect and self-monitored performance?
Matthew J Grawitch1, Stephanie E Granda, Larissa K Barber
1School for Professional Studies, St. Louis University, St. Louis, MO 63103, USA. grawitch@slu.edu
Journal of Occupational Health Psychology
|October 8, 2008
Summary
Workday appraisals influence self-regulation and performance. Positive appraisals of resources and tasks predict better outcomes, including higher positive affect and lower negative affect.
Area of Science:
- Psychology
- Organizational Behavior
- Workplace Psychology
Background:
- Self-regulation is a key factor in managing work demands.
- Understanding how individuals appraise their work environment is crucial for well-being and performance.
Purpose of the Study:
- To model the influence of workday appraisals (resource, task, response) on self-regulation and outcomes.
- To examine the predictive relationships between different appraisal types and affect/performance.
Main Methods:
- A quantitative study involving 170 university faculty, graduate students, and staff.
- Participants completed workday appraisal ratings at the start and affect/performance assessments at the end of the day.
Main Results:
- Resource appraisals (control, skills) predicted task appraisals (difficulty, threat, ambiguity).
- Task appraisals predicted response appraisals (support, effort) and self-monitored performance.
- Effort and performance positively related to positive affect; support and performance negatively related to negative affect; threat positively related to negative affect.
Conclusions:
- Workday appraisals significantly impact self-regulation, performance, and emotional outcomes.
- Interventions focusing on resource and task appraisals may enhance employee well-being and productivity.
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