Positive emotion has been one of the hot research issues since the rise of Positive Psychology and great progress has been obtained, especially in Psychology and Cognitive Neuroscience research. However, insufficient studies of positive emotions were conducted in Organizational Behavior field. How do positive emotions affect employees’ attitudes and behaviors? What is the action mechanism? These issues together with the effects of positive emotional intervention remain controversial. Aimed at above problems, three further studies on company employees were done in this thesis, through literature analysis, questionnaire survey and experimental design. With theories of Positive Psychology and Positive Organizational Behavior as the theoretical basis, the thesis first explored the interaction between positive emotions and Psychological Capital (hereafter referred as PsyCap); Then investigated the effect of positive moods on work attitudes and behaviors of enterprise workers; And last examined the role of positive emotions in promoting the employees’ attitudes and behaviors by intervening. The main conclusions are as follows: First, in terms of conception discrimination, this thesis showed that positive emotions, PsyCap and job satisfaction were different concepts, because the independence tests by confirmatory factor analysis fulfilled the statistical requirements. Second, the thesis found a significant main effect of positive emotions on workers’ attitudes and behaviors: a, positive emotions could predict job satisfaction significantly; b, meanwhile, it was also a negative predictor for emotional exhaustion, perceived stress and work stress reaction. Third, this thesis proposed the broaden-and-build theory of positive emotions in the workplace conditions and examined PsyCap’s possible mediating effect between workers’ positive emotions and their job attitudes and behaviors. The results showed that PsyCap mediated the relationship between positive emotions and emotional exhaustion as well as the one between positive emotions and work-related stress action. However, only part research evidence in this thesis showed that PsyCap served as a significant mediator between positive emotions and job satisfaction. Fourth, this thesis investigated the effects of emotional interference on employees’ job attitudes and behaviors through a comparative study of intervention and non-intervention group. The results indicated that the intervention method of recording happy events could effectively: a, raise positive mood of the staff; b, reduce negative emotion; c, and improve their mental health. And the increase of employees’ positive emotions could forecast the increase of PsyCap. The above findings suggested that positive emotion was an effective predictor for employees’ attitudes and behaviors. It could not only act on the attitudes and behaviors directly, but also through the mediator of PsyCap. This thesis had also proposed and examined the broaden-and-build theory model of positive emotions in the workplace conditions. And finally, as the intervention effectiveness had shown, we could never ignore the role of positive emotions in future practice of employees’ stress management counseling and mental health promotion.
修改评论