A test of basic assumptions of Affective Events Theory (AET) in call centre work

By Jürgen Wegge, Rolf van Dick, G. Fisher, M. West, J. Dawson. 2006

320 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/63ceb37d67bf8dd9e5eec688f11d11b2a66e1c5b

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Current Emotion Research in Organizational Behavior (2011, background): “Notes 1 Interestingly, and despite a common misperception, the term “hassles and uplifts” does not appear anywhere in the original article by Weiss and Cropanzano (1996). 2 Some authors of some of Stream 3 measures (e.”
The Wheel Model of humor: Humor events and affect in organizations (2012, background): “In their description of AET, Weiss and Cropanzano (1996) suggest that even minor affective events can be significant because events tend to unfold into a series of related events (Frijda, 1993).”
Employee commitment and well-being: A critical review, theoretical framework and research agenda (2010, background): “Wegge et al. (2006) failed to find significant relations between CC and negative emotions or health complaints, and Somers (2009) found non-significant relations between CC and job stress and carry-over stress (i.e., work-related stress that persists outside the workplace).”
The Impact of Career Mentoring and Psychosocial Mentoring on Affective Organizational Commitment, Job Involvement, and Turnover Intention (2013, result): “Our research extends the theory to include mentoring events in the workplace, and our application is consistent with other recent empirical work (e.g., Choi et al., 2011; Rosen et al., 2009; Wegge et al., 2006).”
The effect of team affective tone on team performance: the roles of team identification and team cooperation (2017, background): “Along these lines, Weiss and Cropanzano 19 (1996) presented affective events theory for studying emotions, moods and affect-based 1 behavior at work, such as OCBs and problem-solving behavior (e.g., Wegge et al., 2006).”
Mandatory Fun: Consent, Gamification and the Impact of Games at Work (2014, background): “The bulk of research on AET has studied the relationship between affective events and attitudes such as job satisfaction (Weiss, Nicholas, & Daus, 1999; Fisher, 2002; Fuller et al., 2003; Mignonac & Herrbach, 2004; Wegge et al., 2006) and organizational commitment (Fisher, 2002; Mignonac & Herrbach,”
Work motivation, organisational identification, and well-being in call centre work (2006, background): “As emotional labour can be as an important factor in call centre work that is systematically linked with the well-being of agents (e.g., Wegge et al., 2006; Zapf et al., 2003), future studies should also seek to address the interplay of organizational identification, task design, and emotional…”