Reinforcement Sensitivity Theory, approach-affect and avoidance-affect.

This paper brings together Reinforcement Sensitivity Theory and other perspectives on wellbeing to test predictions about dimensions of affect which are linked to approach motivation or avoidance motivation. Valence and activation are jointly conceptualised as either approach-affect or avoidance-affect through the diagonal axes of an affective circumplex. Across four studies in three different countries, predictions about Reinforcement Sensitivity Theory's Behavioural Activation System, Behavioural Inhibition System and Fight-Flight-Freeze System are found to be supported. Correlations with external variables are shown to depend on a wellbeing measure's emphasis on approach or avoidance, such that affect and external features which both emphasise motivation to approach or to avoid yield substantially larger intercorrelations than do non-concordant pairs. In addition, joining valence with activation is shown to yield correlational benefits as predicted. Implications of our perspective and operationalisation are reviewed, and specific research recommendations are made.

Job crafting revisited: Implications of an extended framework for active changes at work.

Employees often self-initiate changes to their jobs, a process referred to as job crafting, yet we know little about why and how they initiate such changes. In this paper, we introduce and test an extended framework for job crafting, incorporating individuals' needs and regulatory focus. Our theoretical model posits that individual needs provide employees with the motivation to engage in distinct job-crafting strategies-task, relationship, skill, and cognitive crafting-and that work-related regulatory focus will be associated with promotion- or prevention-oriented forms of these strategies. Across three independent studies and using distinct research designs (Study 1: N = 421 employees; Study 2: N = 144, using experience sampling data; Study 3: N = 388, using a lagged study design), our findings suggest that distinct job-crafting strategies, and their promotion- and prevention-oriented forms, can be meaningfully distinguished and that individual needs (for autonomy, competence, and relatedness) at work differentially shape job-crafting strategies. We also find that promotion- and prevention-oriented forms of job-crafting vary in their relationship with innovative work performance, and we find partial support for work-related regulatory focus strengthening the indirect effect of individual needs on innovative work performance via corresponding forms of job crafting. Our findings suggest that both individual needs and work-related regulatory focus are related to why and how employees will choose to craft their jobs, as well as to the consequences job crafting will have in organizations. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Fuel of the self-starter: how mood relates to proactive goal regulation.

The authors consider how multiple dimensions of affect relate to individual proactivity. They conceptualized proactivity within a goal-regulatory framework that encompasses 4 elements: envisioning, planning, enacting, and reflecting. In a study of call center agents (N = 225), evidence supported the distinctiveness of the 4 elements of proactive goal regulation. Findings further indicated that high-activated positive mood was positively associated with all elements of proactive goal regulation, and low-activated negative mood was positively associated with envisioning proactivity. These findings were further supported in a longitudinal investigation of career-related proactivity amongst medical students (N = 250). The role of affective experience in proactivity is more nuanced than previously assumed.