Cognitive-affective Personality System Research Articles

The influence of social exclusion on prosocial behavior of college students: the role of relational need threat and regulatory focus.

The present study investigated the impact of social exclusion on prosocial behavior, examining the roles of relational need threat and regulatory focus. Utilizing a questionnaire study with 483 participants (Study 1) and an experimental study with 100 participants (Study 2), we found that (1) social exclusion negatively predicted prosocial behavior; (2) relational need threat fully mediated the relationship between social exclusion and prosocial behavior; and (3) regulatory focus, categorized as either promotion or prevention, moderated this relationship in opposite directions. In conclusion, our findings reveal that social exclusion does indeed trigger prosocial behavior. Meanwhile, relational need threat and regulatory focus have a co-action impact on this process. These findings have been carefully discussed within the frameworks of the temporal need-threat model and the cognitive-affective personality system theory.

Supervisor bottom-line mentality and employee workplace well-being: a multiple mediation model

PurposeThis study is intended to investigate the relationship between supervisor bottom-line mentality (BLM) and employee workplace well-being. In addition, this study discusses the mediating roles of perception of organizational politics and job anxiety in this relationship.Design/methodology/approachData were gathered from a two-wave survey of 301 full-time employees in southern China. The PROCESS macro in SPSS was applied to test the hypotheses.FindingsResults showed that supervisor BLM was negatively related to employee workplace well-being. Moreover, perceptions of organizational politics and job anxiety played multiple mediating roles in the relationship between supervisor BLM and employee workplace well-being.Originality/valueDrawing on the conservation of resource (COR) theory and cognitive-affective personality system (CAPS) theory, this study proposes a multiple mediation model to advance our understanding of how supervisor BLM affects employee workplace well-being.

The effect of supervisor developmental feedback on employee silence behaviour: perspective of cognitive-affective personality system

Purpose This study aims to examine the effect of supervisor developmental feedback on employee silence behaviour by developing a moderated mediation model. The model focuses on the mediating role of role breadth self-efficacy and high activated positive affect underpinning the relationship between supervisor developmental feedback and employee silence behaviour, and the moderating role of interdependent self-construal. Design/methodology/approach The two-wave survey was conducted among 265 employees. Structural equation modelling was conducted to test the mediation and moderation mediation hypotheses. Findings Results indicated that high activated positive affect mediated the negative relationship between supervisor developmental feedback and employee silence behaviour. The authors also found that interdependent self-construal moderated the relationship between supervisor developmental feedback and role breadth self-efficacy, as well as the indirect effect of supervisor developmental feedback on employee silence behaviour via role breadth self-efficacy. Originality/value This empirical study provides preliminary evidence of the mediating role of breadth self-efficacy and high activated positive affect in the negative relationship between supervisor developmental feedback and employee silence behaviour. The moderated mediation results further show that the mediation of role breadth self-efficacy between supervisor developmental feedback is contingent on individual interdependent self-construal, such that the mediation effect is significant among individuals with high interdependent self-construal, but the mediation effect of high activated positive effect is independent of individual interdependent self-construal. The findings further extend boundary conditions (interdependent self-construal) that may constrain the effect of supervisor developmental feedback on role breadth self-efficacy and high activated positive affect. The research makes considerable contributions to the cognitive-affective personality system theory by specifying the cognitive and affective mechanisms between supervisor developmental feedback and employee silence behaviour, as well as the boundary conditions.

From Stress to Screen: Understanding Cyberloafing through Cognitive and Affective Pathways.

This investigation delves into the pervasive yet insufficiently examined phenomenon of "cyberloafing", characterized by employees engaging in non-work-related internet activities during office hours. Despite its frequent occurrence in contemporary work environments, the fundamental mechanisms underpinning cyberloafing remain largely uncharted. This study uses the conservation of resources theory and the cognitive-affective personality system framework to demystify the relationship between role stress and cyberloafing. We developed a dual-path model to assess the mediating roles of perceived insider status and emotional exhaustion. Employing SPSS and Smart PLS for data analysis, our research sampled 210 corporate employees. The findings reveal that role stress predicts perceived insider status and emotional exhaustion significantly. Notably, while perceived insider status negatively correlates with cyberloafing, emotional exhaustion shows a positive correlation. These factors mediate the relationship between role stress and cyberloafing, underscoring a multifaceted dynamic. Our results provide new theoretical insights into the mechanisms of employee counterproductive behavior, specifically in the context of cyberloafing, and broaden our understanding of its determinants. This study illuminates theoretical nuances and offers practical implications for managerial strategies and future scholarly inquiries into organizational behavior.

Are People More Horrible Than Ghosts? Workplace Haters and Employee Creativity

Based on the cognitive-affective personality system theory and social network theory, this study examines how three common workplace haters influence employee well-being and creativity. It also explores the negative moderating effects of personal social capital and organizational pride. The study utilized 496 valid supervisor-employee dyads (comprising 286 direct supervisors and 496 employees) from 13 companies in Taiwan. The findings revealed that: (1) Workplace haters negatively affect employee well-being; (2) Employee well-being positively affects employee creativity; (3) Employee well-being mediates the relationship between workplace haters and employee creativity; (4) Personal social capital moderates the relationship between workplace haters and employee well-being; and (5) Organizational pride moderates the relationship between employee well-being and employee creativity. Implications for behavioral researchers and human resource managers are discussed.

Appetite for distraction? A systematic literature review on customer smartphone distraction

In today’s society, the ubiquitous presence of personal smartphones has led to the phenomenon of, what we call, customer smartphone distraction (CSD). This paper introduces the concept of CSD, which occurs when an internet-connected smartphone competes for a customer’s attention during a consumption goal-oriented task or behavior. Based on a three-stage research process involving a systematic literature review and an expert opinion survey with a multi-disciplinary lens to better understand this phenomenon, we develop a conceptual framework underpinned by Cognitive – Affective Personality System (CAPS) Theory that incorporates the antecedents, contingency variables, and consequences of CSD. Our findings suggest that CSD is a complex phenomenon influenced by both environmental stimuli, such as audio and visual notifications, and internal psychological states, such as boredom and anxiety, which are interdependent factors that contribute to CSD. Interestingly, the absence of environmental stimuli alone may not reduce CSD. To deal with this issue, customers need to take responsibility for their consumption behavior, while businesses, society and policy makers can assist customers through better education and design of mobile device experiences. Overall, we highlight the need for a deeper understanding of CSD and its impact on customer behavior and well-being, and outline implications to assist researchers, practitioners, policy makers and society broadly to deal with CSD.

Helping others but Hurting Yourself? The underlying mechanism linking helping behavior to task performance

Helping behavior positively influences organizational effectiveness, which is why the importance of this behavior is highlighted in Chinese enterprises, and employees are encouraged to engage in it. However, from an actor-centric perspective, helping behavior is not always beneficial. In this paper, cognitive-affective personality system theory is applied to link helping behavior to task performance, thus enhancing the understanding of the effects of helping behavior. By adopting a two-wave questionnaire survey, data from 202 leader-subordinate dyads were gathered. Then, the BruceR (V0.7.2) package of Rstudio (V4.1.1) was used to generate a multi-mediated moderation model and test the hypotheses. The following results were obtained: 1) Helping behavior was negatively associated with task performance. 2) Cognitive irritation and emotional exhaustion serially mediated the influences of helping behavior on task performance. 3) Team-level communal goal striving moderated the indirect influence of helping behavior on task performance; the indirect influence was only significant when the levels of team communal goal striving were low. From an actor-centric perspective, this paper presents evidence for the connection between helping behavior and task performance. Numerous implications for management approaches are presented to maximize the management of helping behavior.

The Impact of Family Supportive Supervisor Behavior on Employees’ Proactive Behavior: A Cognitive and Affective Integration Perspective

With the increasing complexity of the external organizational environment, employees’ proactive behavior has become a critical factor for organizational success. However, there is limited research exploring the mechanisms behind employees’ proactive behavior from the perspective of family supportive supervisor behavior, which satisfies employees’ work–family balance. Based on the Cognitive–Affective Personality System theory and in the context of escalating work–family conflict and the Chinese cultural context, which emphasizes reciprocity, this study collected survey data from 535 employees in two stages. The study aimed to investigate the relationship between family supportive supervisor behavior and employees’ proactive behavior. The results show that family supportive supervisor behavior has a positive impact on employees’ proactive behavior; perceived insider status and affective commitment partially mediate the impact of family supportive supervisor behavior on employees’ proactive behavior; and perceived insider status and affective commitment play chain-mediating roles in the influence of family supportive supervisor behavior on employees’ proactive behavior. This study innovatively reveals the “black box” of the relationship between family supportive supervisor behavior and employees’ proactive behavior from the internal perspective of individual cognition–emotion. This expands the research on the consequences of family supportive supervisor behavior in the work field and provides inspiration for enterprises on how to motivate employees’ proactive behavior.

Same gratitude, different pro-environmental behaviors? Effect of the dual-path influence mechanism of gratitude on pro-environmental behavior

The existing literature notes the effects of gratitude on pro-environmental behavior. However, most studies have examined the impact of gratitude on a single pro-environmental behavior, with a lack of research investigating the divergent pathways of gratitude's effects on various pro-environmental behaviors. Based on the appraisal tendency framework and cognitive-affective personality system theory, this research constructs a dual path influence mechanism of gratitude on pro-environmental behavior. Furthermore, it examines the moderating role of social class and the mediating role of ambiguity tolerance and environmental efficacy. First, in line with previous research, pro-environmental behavior is divided into private pro-environmental behavior and public pro-environmental behavior. Second, a longitudinal survey and three experiments are implemented to test the hypothesis model. The results show that gratitude promotes both private and public pro-environmental behavior. Moreover, individuals in low social class demonstrate a stronger preference towards private pro-environmental behavior, whereas those in high social class exhibit a stronger preference towards public pro-environmental behavior. In addition, ambiguity tolerance and environmental efficacy play mediating roles. This research provides valuable insights for social marketers and policymakers on leveraging gratitude to stimulate differentiated pro-environmental behaviors among diverse social classes.

Leadership styles and employee pro-environmental behavior in the tourism and hospitality industry: A cognitive-affective personality system perspective

Despite substantial attention given to employee pro-environmental behaviors (PEBs) in recent years, the role of leadership and the underlying mechanisms for employee PEBs remain unclear. By integrating regulatory focus theory, conservation of resources theory, and cognitive-affective personality system theory, we constructed a chain mediation pathway to reveal the effect of transformational and transactional leadership on employee PEBs via the distinct personality system of employees in the tourism and hospitality industry. Adopting a field investigation of 935 employees in Chinese hospitality corporations, we found that transformational leadership motivates subordinates to engage in PEBs by instilling a work promotion focus mindset, which later leads to a reduction in their emotional exhaustion. Transactional leadership, however, exerts a negative influence on PEBs by evoking subordinates’ work prevention focus, which increases employees’ emotional exhaustion. Theoretical and practical implications are discussed, along with the study’s limitations and future directions.

Why does leader aggressive humor lead to bystander workplace withdrawal behavior?-Based on the dual path perspective of cognition- affection.

Based on the Cognitive-Affective Personality System Theory, this study takes 443 employees of several Chinese enterprises and their direct superiors as the research objects, then a 1:1 paired survey is carried out at three different time points, and data is processed by Mplus 7.4 software. This study finds from a bystander perspective: leader aggressive humor plays a positive role in bystander affective rumination and bystander workplace anxiety. Both bystander affective rumination and bystander workplace anxiety play a mediation role between leader aggressive humor and bystander workplace withdrawal behavior. Besides, organization-based self-esteem alleviates the positive impact of leader aggressive humor on bystander affective rumination and bystander workplace anxiety, and then moderates the indirect impact of leader aggressive humor on bystander workplace withdrawal behavior through bystander affective rumination and bystander workplace anxiety, respectively. This study has practical guiding significance for promoting the organization to reduce the occurrence of aggressive humor, helping employees better integrate into the organization, and building a harmonious organizational environment.

Influence of entrepreneurial ambidextrous leadership on ambidextrous innovation: An integrated model construction of ‘cognitive/affective’ composite perspective in Chinese context

BACKGROUND: China’s 14th Five-Year Plan for National Economic and Social Development and the Long-Range Objectives Through the Year 2035 clearly points out that it is necessary to implement innovation driven strategy, promote enterprise technological innovation, and better play the important role of entrepreneurs in enterprise technological innovation. Therefore, it is of great significance to explore the impact of entrepreneurial leadership on enterprises’ technological innovation. OBJECTIVE: From the perspective of technological innovation stream, we divide ambidextrous innovation into mainstream innovation and new stream innovation. Integrating ambidexterity theory, innovation streams theory and cognitive affective personality system theory (CAPS), we explore the mediating mechanism of entrepreneurial ambidextrous leadership on ambidextrous innovation from cognitive path, affective path and cognitive-affective compound path. METHODS: Based on the data collected from 254 top managers in 12 provinces in China, we conducted descriptive statistical analysis, reliability and validity analysis, regression analysis and bootstrap mediating effect test on the sample data. RESULTS: Our empirical results revealed that: 1) entrepreneurial ambidextrous leadership positively related with the ambidextrous innovation; 2) organizational paradoxical cognition plays a partly mediating role between ambidextrous leadership and ambidextrous innovation; 3) organizational affective conflict plays a partly mediating role between ambidextrous leadership and ambidextrous innovation; 4) organizational paradoxical cognition negatively related with organizational affective conflict; 5) organizational paradoxical cognition and organizational affective conflict play a chain mediating role between entrepreneurial ambidextrous leadership and ambidextrous innovation. CONCLUSIONS: Combined with the cognitive affective personality system theory, our research explores the mediating mechanism of entrepreneurial ambidextrous leadership on ambidextrous innovation from cognitive path and affective path and “cognitive-affective” compound path, which not only have great theoretical contributions, but also have important significance in enterprise management practice.

Influence of social support on individual health knowledge adoption in online diabetes communities: the mediating role between cognition and emotion

PurposeTo address the problem of how to guide and promote health knowledge adoption, based on online diabetes communities, this study explores the impact mechanism of social support on users' individual health knowledge adoption to provide insights for online diabetes community management and personal health management.Design/methodology/approachIntegrating the theories of cognitive-affective personality system (CAPS) and social support, this study constructs a theoretical model, collects data through a questionnaire and uses a structural equation model to analyse 356 data.FindingsThe results show that: (1) Considering the online diabetes communities, it is reasonable to divide social support into emotional, information, network and respect support. (2) Social support affects individual health knowledge adoption through the intermediaries of knowledge argument quality, knowledge source credibility and positive emotions. (3) The order of the mediating effect of cognitive and emotional factors between social support and health knowledge adoption is knowledge argument quality > knowledge source credibility > positive emotions and rationality > sensibility. (4) Users pay more attention to the source credibility of professional health knowledge than that of experiential health knowledge.Originality/valueThis research expands the application scope of CAPS and opens the “black box” of the impact of social support on individual health knowledge adoption behaviour. Simultaneously, the dimensions of social support and the mediating effect between social support and the two types of health knowledge are discussed.

Integrating fair trade with circular economy: Personality traits, consumer engagement, and ethically-minded behavior

With the concept of circular economy gaining increasing momentum, its connection to consumer behavior, particularly focusing on fair trade, has been relatively unexplored. Building on cognitive-affective personality system theory, we examine the role of consumer personality traits as drivers of fair trade engagement and its subsequent impact on ethically-minded behavior concerning circular economy issues. Adopting a mixed-method approach, comprising a quantitative survey among 323 consumers in the UK and India and a qualitative study among 18 British consumers, we found that extraversion, agreeableness, and conscientiousness positively affect consumer fair trade engagement, whereas neuroticism has a negative effect, and openness has no significant impact. Consumer fair trade engagement was subsequently revealed to positively influence ethically-minded behavior related to circular economy. The association between consumer fair trade engagement and ethically-minded behavior was stronger in older, more educated, and high-income consumers, whereas gender had no moderating role.

Effects of customer incivility on turnover intention in China’s hotel employees: A chain mediating model

This study explores the relationship between customer incivility and hotel employees' turnover intention in China. The mediating effects of emotional exhaustion, job satisfaction and professional identity were also investigated. The proposed research framework was tested using data from 500 hotel employees who responded to an online questionnaire. The results show that customer incivility affects employees' turnover intention by affecting emotional exhaustion, job satisfaction and professional identity. Among the three mediating variables, the mediating effect of emotional fatigue is the most obvious. When hotel employees encounter customer incivility, it improves their emotional exhaustion, which will reduce job satisfaction, weaken professional identity, and finally lead to the enhancement of turnover intention. Based on conservation of resources theory and cognitive-affective personality system theory, this study proposes a conceptual model of experience development and testing, which enhances the understanding of the relationship between customer incivility and employees’ turnover intention and enriches the research on customer incivility.

The effect of negative workplace gossip on the targets’ behaviors: A meta-analysis based on the cognitive-affective personality system theory

The effect of negative workplace gossip on the targets’ behaviors: A meta-analysis based on the cognitive-affective personality system theory

Building skills in the context of digital transformation: How industry digital maturity drives proactive skill development

Digital transformation is changing the employee skills that organizations need to succeed. In this context, it is increasingly important for employees to proactively develop their skills. The emerging research on employee proactive skill development has largely ignored the possible role of employees’ perceptions of large-scale changes in organizations’ environments in their motivation to engage in such valuable behavior. We address this gap using cognitive-affective personality system theory to explain how macrolevel development affects employee behavior. Existing data on industry digital maturity were combined with survey data of 710 higher education graduates from various organizations and industries collected at two separate time points. The results support the hypothesized positive indirect effects of industry digital maturity on proactive skill development via employees’ interpretation of digitalization as controllable and as an opportunity for their organization. We discuss the implications for research and organizational practice.

Personality dynamics

Traditionally, personality psychology has been understood as the study of stability in people’s dispositions. However, a different strand of personality research has highlighted the importance of acknowledging and explaining the meaningful intraindividual variation in human thoughts, feelings, and behavior across different contexts and time. The goal of this paper is to review this strand, highlight current research, and outline key questions for future research. We summarize historical perspectives on the dynamic processes underlying the emergence of personality within and across individuals (e.g. the pioneering theorizing of Allport; the person-situation debate), recent theoretical and empirical advances in incorporating dynamic processes into the definition and assessment of personality (e.g., the study of personality states; dynamic approaches to personality including Cognitive Affective Personality System [CAPS], Whole Trait Theory, the Knowledge-and-Appraisal Personality Architecture [KAPA] framework, and Nonlinear Interaction of Person and Situation [NIPS]), and new directions in current research (e.g. idiographic approaches; understanding variability in narrative identity). We end with suggestions for future research.

How Does Organizational Compassion Motivate Employee Innovative Behavior: A Cross-Level Mediation Model.

This study aims to explore the mediating mechanisms between organizational compassion and employee innovative behavior by introducing perceived insider status and felt responsibility for constructive change (FRCC) as mediating variables. Drawing on cognitive-affective personality system theory, a cross-level mediation model was established. Data were collected via the online-based questionnaire from 420 employees of 12 enterprises in China. Multilevel path modeling was leveraged to examine hypotheses proposed in this study. The results indicate that FRCC mediates the relationship between organizational compassion and employee innovative behavior. Moreover, perceived insider status and FRCC serially mediate the relationship between organizational compassion and employee innovative behavior. This study has significant theoretical and practical implications as it is the first study to investigate the value of organizational compassion to employee innovative behavior at the workplace.

Sustaining motivation and academic delay of gratification: Analysis and applications

ABSTRACT To be academically successful, students need to delay gratification, sustain motivation, keep a high level of self-efficacy, and maintain an appropriate balance within their hot/cool cognitive-affective system. The cognitive-affective personality system includes 5 cognitive-affective mediating components (i.e., individuals’ way of encoding themselves and situations; expectancy for success and beliefs; affective responses, emotions, and feelings; goals and values; and competencies and self-regulatory plans), and it is the theoretical framework that guides this article. Consistent with the theme of this special issue and by focusing on college students, I present applications of motivational theory to educational practices for each of the 5 cognitive-affective mediating components with particular attention to a hot-cool system analysis of delaying gratification. The article describes specific motivational practices that could advance existing knowledge and enhance teaching, learning, and performance among college students. The article provides practical applications about how teachers could promote motivation when assigning long-term projects.