Organizational behavior: affect in the workplace.

By Arthur P. Brief, H. Weiss. Annual Review of Psychology, 2002

1,882 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/bd7b97dc89fe9a9f218bc85a3dba45a6d08e0802

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Citations in the corpus

Hedonic tone and activation level in the mood-creativity link: toward a dual pathway to creativity model. (2008, background): “In their Annual Review of Psychology article, Brief and Weiss (2002, p. 297) stated,”
Shorter can Also be Better: The Abridged Job in General Scale (2004, methodology): “We randomly divided the sample into two nonoverlapping subsamples, one with n = 675 and one with n = 722 (see Bollen, 1989; note that some cases were lost due to missing data).”
The influence of intra‐team conflict on work teams' affective climate: A longitudinal study (2008, background): “Finally, Burke and Dunlap (2002) derived, and justified, a practical upper-limit criterion of c/6 (where c is the number of response categories in the response scale) for interpreting AD values.”
Affect and Creativity at Work (2005, background): “Not only have theoretical reviews pointed to a prominent role for affect in a range of organizational processes (Fineman, 1993; Brief and Weiss, 2002; Barsade, Brief, and Spataro, 2003), but recent empirical research has also begun to validate affective influences on a number of work outcomes,…”
Emotional and Behavioral Responses to Workplace Incivility and the Impact of Hierarchical Status (2012, background): “…1972; Kemper, 1981, 1991; Plutchik, 1980); (b) have been identified as reactions to workplace incivility (e.g., Miner-Rubino & Cortina, 2004; Pearson, Andersson, & Porath, 2000); and (c) have been theorized to have important implications for organizations (e.g., Brief & Weiss, 2002; Pinder, 1997).”
Feeling good and performing well? Psychological engagement and positive behaviors at work (2010, background): “In contrast, emotions are the feelings of an employee towards a specific event or issue (Brief & Weiss, 2002).”
The contagious leader: impact of the leader's mood on the mood of group members, group affective tone, and group processes. (2005, background): “Leaders frequently experience moods, but the consequences of leaders’ moods on their subordinates are unclear (Brief & Weiss, 2002; Lewis, 2000).”
Why Does Affect Matter in Organizations (2007, background): “…a cognitive component—how employees think or feel about work, whether they like it or not, which is different from the experience of affect at work (Brief & Weiss, 2002; George, 1989), which is how an employee actually feels while on the job and their emotional approach to life and work. also had…”
Surface- and deep-level dissimilarity effects on social integration and individual effectiveness related outcomes in work groups: a meta-analytic integration (2012, background): “Satisfaction refers to a cognitive and/or affective evaluation of one’s work as more or less positive or negative (Brief & Weiss, 2002).”
Unlocking the mask: a look at the process by which authentic leaders impact follower attitudes and behaviors (2004, background): “Recently, several researchers (e.g., Ashkanasy & Tse, 2000, Brief & Weiss, 2002 and Kanfer & Klimoski, 2002) have pointed out the importance of emotions in the leadership process.”