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Area of Science:

  • Organizational Psychology
  • Occupational Health Psychology

Background:

  • Employee affect significantly influences workplace behaviors and outcomes.
  • Understanding the interplay of positive and negative affect is crucial for employee well-being.

Purpose of the Study:

  • To identify distinct profiles of employee affect (positive and negative) at work.
  • To examine the stability of these affect profiles over time.
  • To investigate the relationship between affect profiles and predictors (psychological need satisfaction, supervisor autonomy support) and outcomes (work-family conflict, absenteeism, turnover intentions).

Main Methods:

  • Latent profile analysis (LPA) and latent transition analysis (LTA) were employed.
  • A sample of 491 firefighters completed initial measures, with 139 completing follow-up measures after four months.
  • Measures included psychological need satisfaction, supervisor autonomy support, work-family conflict, absenteeism, and turnover intentions.

Main Results:

  • Five stable affect profiles were identified: Low Negative Affect Facilitators, Moderately Low Positive Affect Incapacitators, High Positive Affect Facilitators, Very Low Positive Affect Incapacitators, and Normative.
  • Profiles 3, 4, and 5 demonstrated high temporal stability, while Profiles 1 and 2 showed instability.
  • The 'Very Low Positive Affect Incapacitators' profile was linked to the highest work-family conflict, absenteeism, and turnover intentions.
  • Conversely, 'Low Negative Affect Facilitators' and 'High Positive Affect Facilitators' profiles were associated with the lowest turnover intentions.

Conclusions:

  • Employee affect at work can be categorized into distinct, temporally stable profiles.
  • Specific affect profiles are strongly associated with adverse work-related outcomes, particularly 'Very Low Positive Affect Incapacitators'.
  • Positive and low negative affect profiles appear protective against turnover intentions, highlighting potential intervention targets.