An episodic process model of affective influences on performance.

By D. Beal, H. Weiss, Eduardo Barros, S. Macdermid. Journal of Applied Psychology, 2005

993 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/193ff7147982d99379e8f26dec4ce8f19a077b03

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Citations in the corpus

Thriving at work: A meta‐analysis (2019, background): “Positive states, such as vitality, build physical, psychological, and social resources that are crucial for task performance (Beal, Weiss, Barros, & MacDermid, 2005; Fredrickson, 2001).”
7 Emotion in Organizations: A Review and Theoretical Integration (2007, background): “The classic stressor-stress-strain approach taken by the stress literature (eg, Beal, Weiss, Barros, & Macdermid, 2005 ) can be reconciled with the emotion process model by considering the stressor as a stimulus, stress as the feeling state, and strain as the physiological effect.”
Leader-Member Exchange (LMX) Ambivalence and Task Performance: The Cross-Domain Buffering Role of Social Support (2019, background): “Moreover, attempts to regulate negative affective experiences may serve to exacerbate the situation by further reducing the attentional resources available for task performance (e.g., Beal et al., 2005).”
A Meta-Analytic Investigation of the Relationship Between State Affect, Discrete Emotions, and Job Performance (2012, background): “Based on these ideas, we echo previous researchers’ statements (Beal et al., 2005; Gooty et al., 2009; Lucas et al., 2003) that experience sampling methods seem to be the most appropriate way to address the relationship between state affect and performance, as they allow for numerous measurement…”
Mandatory Fun: Consent, Gamification and the Impact of Games at Work (2014, background): “However, research has also posited (Weiss & Cropanzano, 1996; Beal et al., 2005) and begun to show that affective events influence both subjective assessments of (e.”
Take a break! Benefits of sleep and short breaks for daily work engagement (2017, methodology): “During the break, self-regulatory resources necessary to maintain one’s focus of attention on-task (Beal et al., 2005) are no longer taxed, and energetic resources can be restored by, for instance, napping, relaxing, getting fresh air, and consuming caffeine (Demerouti, Bakker, Sonnentag, & Fullagar”
Anticipated emotion in consumers' intentions to select eco-friendly restaurants: Augmenting the theory of planned behavior (2013, background): “, 2009), where regret is not a characterisic of people but an experiential state (Beal et al., 2005) and is ore characteristic of delayed-cost dilemmas’ long-term negative onsequences (Giner-Sorolla, 2001).”
Share, like, twitter, and connect: Ecological momentary assessment to examine the relationship between non-work social media use at work and work engagement (2018, methodology): “We are closely aligned with the conception of Beal et al. (2005) of a working day with an underlying episodic structure.”
The Mediating Role of Emotional Exhaustion in the Relationship of Mindfulness with Turnover Intentions and Job Performance (2016, background): “Beal et al. (2005) argue that affective processes, such as rumination, arousal, or emotional exhaustion take attentional resources away from the task at hand, thus negatively influencing performance.”
Work engagement and financial returns: A diary study on the role of job and personal resources (2009, background): “Theoretical model Performance episodes are explained by employees’ affective states that are subject to the constantly changing work environment (Beal et al., 2005).”