Four-quadrant investigation of job-related affects and behaviours

By P. Warr, Uta K. Bindl, Sharon K. Parker, I. Inceoglu. 2014

210 citations recorded by the source corpus.

Subfields: Applied Psychology, Experimental and Cognitive Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/7f4864af9ef8b9c281fb7ad9d886696b0bf919b0

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In Applied Psychology

In Experimental and Cognitive Psychology

In Organizational Behavior and Human Resource Management

Citations in the corpus

Are You Happy While You Work (2017, background): “Relaxation, which in the psychology literature is the opposite of anxiety, can be found in the low-activation but high pleasure quadrant, while (un) happiness is the (left-) right-hand extreme on the horizontal pleasure axis (Warr et al., 2013).”
The role of weekly high‐activated positive mood, context, and personality in innovative work behavior: A multilevel and interactional model (2014, methodology): “This was measured using 12 items of the job-related affect indicator developed by Warr (1990; Warr et al., 2013), which provides information about four moods described by the circumplex model labeled as high-activated positive mood, low-activated positive mood, high-activated negative mood, and…”
The effect of positive work reflection during leisure time on affective well-being: Results from three diary studies (2016, result): “…literature has ignored an in-depth investigation of the role of arousal while studying positive affective experiences although recent findings suggest that antecedents and outcomes of lowactivation versus high-activation affects might differ (e.g., Sonnentag & Grant, 2012; Warr et al., 2014).”
Does employees’ subjective well-being affect workplace performance? (2017, background): “Indeed, it is conceivable that, because the anxiety–contentment scale captures both the pleasure and activation dimensions of SWB – whilst job satisfaction is sometimes argued to range primarily along the pleasure dimension (Warr et al., 2013) – the former may be a better predictor of productivity-r”
The relationship between perceived training and development and employee retention: the mediating role of work attitudes (2018, methodology): “Researchers have increasingly used this model to categorize affect based responses (Bakker, Albrecht and Leiter, 2011; Schaufeli, 2013; Warr et al, 2014), and argue that although work attitudes are related to one another, they are distinct enough to represent specific forms of attitude that can be…”