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ABSTRACT
Capturing data from employee–supervisor dyads (N = 321) from eight organizations in Pakistan, including human service organizations, an electronics assembly plant, a packaging material manufacturing company, and a small food processing plant, we used moderated regression analysis to examine whether the relationships between trait affect (positive affectivity [PA] and negative affectivity [NA]) and two key work outcome variables (job performance and turnover) are contingent upon the level of job satisfaction. We applied the Trait Activation Theory to explain the moderating effect of job satisfaction on the relationship between affect and performance and between affect and turnover. Overall, the data supported our hypotheses. Positive and negative affectivity influenced performance and the intention to quit, and job satisfaction moderated these relationships. We discuss in detail the results of these findings and their implications for research and practice.
Notes
1. Although the literature treats PA and NA as distinct constructs (Crawford, & Henry, 2004; Tuccitto et al., 2010), the high correlation between both constructs led us to conduct separate analyses including only PA or NA. However, these separate analyses did not produce findings different from the combined analyses reported in this article.