Nature of studyPositive organizational behavior studies shows that positive states (e.g., positive emotions) and state-like constructs (e.g., specific selfefficacy) have relationship with and impact on organizational behaviors and outcomes (Stajkovic & Luthans, 1998). Positive affect is state of pleasurable engagement and reflects extent to which person feels enthusiastic, active, and alerts (Watson, Clark, & Tellegen, 1998). Positive affect (PA) can be measured as state or trait, with state PA capturing how one feels at given points in time, whereas trait represents stable individual differences in level of affect generally experienced (George & Brief, 1992; Watson & Pennbaker, 1989).These states tend to be more spontaneous and thus are often induced by situational factors. On other hand, although positive traits and trait-like characteristics may be predictive of more transient positive states, contribution of traits to organizational behaviors and performance and attitudinal outcomes generally tends to be more indirect in nature and interactive with more direct impact of positive states and state-like characteristics (Cropanzano, James, & Konovsky, 1993; George, 1991; įlies, Scott, & Judge, 2006; Wright, 2005; Wright, Cropanzano, & Meyer, 2004).Positive affect is associated with seeing opportunity in an issue as well as lower levels of risk taking (Mittal & Ross, 1998). People in positive state process information more heuristically, whereas people in negative state approach information more systematically.Positive affect has been shown to be effective in medical contexts, improving decision making among medical students and creative problem solving and diagnostic reasoning process among practicing physicians (Estards, Isen, & Young, 1994-1997; Isen, Rosenweing, & Young, 1991). Theories ofpositive and negative affect emphasize extent to which individuals engage in strategies to deal; with stress and success of those strategies depends largely upon characteristics of individual. Negative affectivity (NA) is possibly individual difference variable that has most potential to influence self-report measures of occupational stressors and subsequent perceptions of strain (Brief, Burke, George; Robinson, W Schaubroeck, Ganster, & Fox, 1992). Watson and Clark (1984) conclude that individuals high in negative affect are more likely to experience distress and dissatisfaction.High positive affectivity reflects enthusiasm; high energy, concentration, and determination (McIntyre, Watson, Clark, & Cross, 1991). Individuals with high in positive affectivity view world in more positive light and report leading full and interesting lives (Watson & Pennebaker, 1989). Positive affect may buffer individual from potentially detrimental effects of stress. One might expect positive affect to be negatively correlated with both stress and strain. Research showing that higher levels of positive affect enhance creative problem solving (Isen, Daubman, & Nowicki, 1987) and that positive affect is associated with positive problem solving approaches (Elliott, Sherwin, Harkins, & Marmaroush, 1995). One study by Cropanzano, James, and Konovsky (1993) reported that negative affect and positive affect both related to work attitudes. Their study was to find out effects of both positive affect and negative affect on organizational commitment, turnover, job satisfaction, and performance. Clark and Watson (1999) described both positive and negative affect as pervasive cognitive states that influence responses to wide range of situations.Beehr and Newman (1978) define occupational stress as a condition arising from interaction of people and their jobs characterized by changes within people that force then to deviate from their normal functioning. The Information Technology Association of America has defined information technology (IT) as the study, design, development, application, implementation, support or management of computer based information systems . …