The affective underpinnings of job perceptions and attitudes: a meta-analytic review and integration.

By Carl J. Thoresen, Seth A. Kaplan, Adam Barsky, Christopher R. Warren, Kelly de Chermont. Psychological bulletin, 2003

979 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/7cc367b50edac9e59ef0180c95d1574bb1d264a9

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Perceptions of organizational politics and hotel employee outcomes: The mediating role of work engagement (2013, background): “Finally, turnover intentions refer to employees’ willingness to leave an organization (Thoresen et al., 2003).”
Performance and turnover intentions: a social exchange perspective (2013, background): “That is, the difficulty of distinguishing between factors related to the previous employment situation and those arising from the new employment opportunity makes actual turnover extremely challenging to study (Thoresen et al., 2003).”
A Meta-Analytic Structural Model of Dispositonal Affectivity and Emotional Labor (2013, result): “Similarly, because McCrae and Costa (1991) propose that Extraversion represents the dispositional tendency to experience positive affective states, we included measures of dispositional Extraversion as indicators of trait positive affect, consistent with prior research (Organ & Ryan, 1995; Thoresen ”
HOW DIFFERENT TEAM DOWNSIZING APPROACHES INFLUENCE TEAM-LEVEL ADAPTATION AND PERFORMANCE (2008, background): “Job burnout is largely affective in nature, and recent meta-analyses have connected it to the affective states of individuals ( Thoresen, Kaplan, Barsky, Warren, & de Chermont, 2003 ).”
Definitional and Conceptual Muddling: Identifying the Positionality of Employee Engagement and Defining the Construct (2017, background): “The extent of the amount of explained variance between personality traits and engagement is, however, highly debatable and shows insufficient empirical evidence for theoretical justification (Thoresen et al., 2003).”
Abusive Supervision and Employee Emotional Exhaustion (2009, neutral): “Abusive supervision also increases employee resistance, negative affect, emotional exhaustion, and family–work conflict (Duffy, Ganster, & Pagon, 2002; Tepper, 2000; Tepper, Duffy, Henle, & Lambert, 2006; Tepper, Duffy, Hoobler, & Ensley, 2004; Tepper, Duffy, & Shaw, 2001; Tepper, Henle, Lambert, &”
Self-efficacy intervention, job attitudes, and turnover: A field experiment with employees in role transition (2008, background): “Due to the interrelatedness of these constructs they are often referred to collectively as job attitudes or employee adjustment (e.g. Thoresen et al., 2003).”
A preliminary field test of an employee work passion model (2011, background): “, organizational commitment, job satisfaction, and intent to leave) (Thoresen et al., 2003).”
5 Turnover and Retention Research: A Glance at the Past, a Closer Review of the Present, and a Venture into the Future (2008, background): “Articles by Pelled and Xin ( 1999 ) and Thoresen, Kaplan and Barsky ( 2003 ) suggest that negative affectivity (measured as a state or as a trait) is likely to result in higher intentions to leave and actual turnover.”