The relationship between emotions and job satisfaction is widely acknowledged via affective events theory (AET). Despite its widespread use, AET was not designed to address why specific emotions might differentially relate to job satisfaction. We utilize appraisal theory of emotion to refine AET and provide this nuanced theorizing. We meta-analytically test our ideas with 235 samples across 99 883 individuals and 22 600 intra-individual episodes. We test two approaches—specific emotion experiences (16 discrete emotions) versus general emotion experiences (positive or negative emotions)—and present empirical evidence of their similarities and differences with job satisfaction. Our findings suggest that specific emotions with circumstance-agency appraisals (e.g., depression and happiness) have the strongest associations with job satisfaction compared to emotions with self- and other-agency appraisals and general emotion experiences. However, more variability is observed for negative emotions and job satisfaction compared to positive emotions. Further, we address and even challenge influential critiques of emotions and job satisfaction via a meta-analytic test of five moderators—emotion intensity versus frequency, target of emotion, job satisfaction measure, level of analysis, and time referent for emotion and job satisfaction recall. In sum, we advance academic and practitioner understanding of the relationship between emotions and job satisfaction.

中文翻译：

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离散情绪在工作满意度中的作用：荟萃分析

情感事件理论（AET）广泛认可情绪与工作满意度之间的关系。尽管 AET 被广泛使用，但它的目的并不是要解决为什么特定情绪可能与工作满意度存在不同的关系。我们利用情绪评估理论来完善 AET 并提供这种细致入微的理论。我们使用 99,883 个人的 235 个样本和 22,600 个个体内的事件，对我们的想法进行了元分析测试。我们测试了两种方法——特定情绪体验（16 种离散情绪）与一般情绪体验（积极或消极情绪）——并提供了它们与工作满意度的异同的经验证据。我们的研究结果表明，与自我和其他机构评估的情绪以及一般情绪体验相比，环境机构评估的特定情绪（例如抑郁和幸福）与工作满意度的关联性最强。然而，与积极情绪相比，消极情绪和工作满意度的变异性更大。此外，我们通过对五个调节因素的元分析测试来解决甚至挑战对情绪和工作满意度有影响力的批评——情绪强度与频率、情绪目标、工作满意度测量、分析水平以及情绪和工作满意度回忆的时间参考。总之，我们促进了学术界和实践者对情绪与工作满意度之间关系的理解。