In the workplace, people seek positive emotional experiences as well as instrumental resources while doing their work. Yet we know little about how affective micro-dynamics drive the evolution of organizational networks, influence network trajectories, and determine macro outcomes such as collective affect and overall network structure. Given the lack of theory on affective micro-dynamics and network evolution, we propose a model that includes both affective and instrumental micro-mechanisms and use simulation methods to explore evolutionary dynamics and develop new theory. The core of our model is the empirically observed tendency for people to forego the acquisition of instrumental resources to avoid a decrease in positive emotion when choosing interaction partners. We conduct “experiments” with the simulation, considering the effects of the tradeoff, dispositional affect, resource inequality, and ingroup favoritism. The results show that dispositional affect and the tradeoff have considerable effects on network trajectories, collective affect, and resource transfer. We provide new theoretical propositions about affect in organizations.

在工作场所，人们在工作时会寻求积极的情感体验以及工具性资源。然而，我们对情感微观动力学如何驱动组织网络的发展，影响网络轨迹以及确定宏观结果（如集体情感和整体网络结构）知之甚少。鉴于缺乏关于情感微观动力学和网络进化的理论，我们提出了一个包含情感微观微观机制和工具微观机制的模型，并使用仿真方法探索进化动力学并发展新理论。我们模型的核心是根据经验观察到的趋势，人们倾向于选择工具性资源，以避免在选择互动伙伴时减少积极情绪。我们通过模拟进行“实验”，考虑权衡的影响，倾向性影响，资源不平等和群体偏爱。结果表明，倾向性影响和权衡对网络轨迹，集体影响和资源转移具有相当大的影响。我们提供有关组织情感的新理论命题。