Abstract

This research examines how the direction and intensity of employee’s positive and negative affect at work combine within different profiles, and the relations between these profiles and theoretically-relevant predictors (psychological need satisfaction and supervisor autonomy support) and outcomes (work-family conflict, absenteeism, and turnover intentions). A total sample of 491 firefighters completed our measures initially, and 139 of those completed the same measures again four months later, allowing us to examine the stability of these affect profiles over time. Latent profile analyses and latent transition analyses revealed five identical profiles across the two measurements occasions: (1) Low Negative Affect Facilitators; (2) Moderately Low Positive Affect Incapacitators; (3) High Positive Affect Facilitators; (4) Very Low Positive Affect Incapacitators; and (5) Normative. Membership into Profiles 3, 4, and 5 was very stable over time. In contrast, Profiles 1 and 2 were associated with a highly unstable membership over time. The highest levels of work-family conflict, absenteeism, and turnover intentions were associated with the Very Low Positive Affect Incapacitators. In contrast, the lowest levels of turnover intentions were associated with the Low Negative Affect Facilitators and High Positive Affect Facilitators.

摘要

这项研究调查了员工在工作中的正面和负面影响的方向和强度如何在不同的配置文件中结合起来，以及这些配置文件与理论上相关的预测因素（心理需要满意度和上司自治支持）和成果（工作家庭冲突，旷工）之间的关系。 ，以及营业额意向）。最初共有491名消防员样本完成了我们的措施，四个月后又有139名消防员再次完成了同样的措施，这使我们能够检查这些影响曲线随时间的稳定性。潜在特征分析和潜在转变分析揭示了在两种测量情况下的五个相同特征：（1）低负面影响促进者；（2）中度积极影响力低下者；（3）高积极影响促进者；（4）极低的积极影响能力丧失者；（5）规范性的。随着时间的推移，个人档案3、4和5的成员资格非常稳定。相反，随着时间的推移，配置文件1和2与高度不稳定的成员身份相关联。最高的工作家庭冲突，旷工和离职意向与极低的积极影响能力丧失者有关。相反，最低的离职意图与低负面影响促进者和高正面影响促进者相关。