An experience sampling investigation of workplace interactions, affective states, and employee well-being.
By Nikolaos Dimotakis, Brent A. Scott, Joel Koopman. 2011
200 citations recorded by the source corpus.
View Paper: https://www.semanticscholar.org/paper/a974c2cfa61c36638ed1876fad049407ad5bd70d
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
- Sandra Ohly
- Bennett J. Tepper
- Carmen Binnewies
- Jessica R. Methot
- Fadel K. Matta
- Verena C. Hahn
- Joel Koopman
- Antje Schmitt
Citations in the corpus
- The role of partners for employees' recovery during the weekend (2012, background): “We also do not expect mastery experiences to be a mediator because mastery experiences are most likely positive experiences which should only be related to positive affective states, but not to negative affective states according to the valence-symmetry argument (cf. Dimotakis et al., 2011).”
- The Space Between Us: A Social-Functional Emotions View of Ambivalent and Indifferent Workplace Relationships (2017, background): “…a relationship sentiment can remain relatively stable (e.g., I like my colleague) but display significant variation in the valence of interpersonal interactions during the day (e.g., My colleague criticized my idea in our morning meeting, and I felt resentful toward her; Dimotakis et al., 2011).”
- Examining Follower Responses to Transformational Leadership from a Dynamic, Person–Environment Fit Perspective (2017, background): “…leadership as the absence of a generally rewarding experience (that has implications for positive affect) rather than as an aversive experience with leaders (e.g., abusive supervision; Tepper, Simon, & Park, 2017), we anticipate no such effects for negative affect (Dimotakis et al., 2011).”
- What Makes Us Enthusiastic, Angry, Feeling at Rest or Worried? Development and Validation of an Affective Work Events Taxonomy Using Concept Mapping Methodology (2015, background): “Positive affective work events were less often the subject of categorization, but a similar argument applies here as well: A co-worker praising an individual’s work would either be coded as a positive interaction with co-worker (Dimotakis et al. 2011), as a pride-eliciting event, specifically perfor”