Do prospective workday appraisals influence end-of-workday affect and self-monitored performance?
The current study uses self-regulation as the basis for a model that examines the influence of three types of workday appraisals (resource, task, and response). At the beginning of their workday, a total of 170 faculty, graduate students, and staff of a university completed appraisal ratings of their anticipated workday tasks, resources, and responses. At the end of the workday, they completed assessments of positive and negative affect and self-monitored performance. Results suggested that resource appraisals of control and skills were predictive of task appraisals of difficulty, threat, and ambiguity. Task appraisals were then predictive of both response appraisals, in terms of anticipated support and effort, and self-monitored performance at the end of the day. Anticipated effort and self-monitored performance were both positively related to positive affect at the end of the day. Anticipated support and self-monitored performance were both negatively related to negative affect at the end of the day, while threat task appraisals were positively related to negative affect. Implications of the results for workplace interventions are discussed.
School for Professional Studies, St. Louis University, St. Louis, MO 63103, USA. grawitch@slu.edu
Matthew J
MJ
Grawitch
Stephanie E
SE
Granda
Larissa K
LK
Barber
D000328:Adult; D000339:Affect; D004650:Employee Performance Appraisal; D005178:Faculty; D005260:Female; D006801:Humans; D007389:Internal-External Control; D007587:Job Description; D007588:Job Satisfaction; D008297:Male; D008875:Middle Aged; D008923:Missouri; D009042:Motivation; D010549:Personal Satisfaction; D012649:Self Concept; D013334:Students / Q000523:psychology*; D014495:Universities; D016526:Workload / Q000523:psychology*; D055815:Young Adult