Drawing on organizational support theory and principles of affect infusion, we tested the proposition that negative affectivity (NA) will moderate the positive effects of perceived organizational support (POS) on employee commitment and performance. Based on the premise that employees low in NA will be more likely to view high POS in a favorable light and act on this support, we hypothesized that the relationships between POS and these work outcomes will be stronger when NA is low (vs. high). Results yielded support for both hypothesized moderating effects, such that low NA accentuated the relationship between POS and both commitment and performance.

, , ,
Personality and Individual Differences
Sprott School of Business

Sears, G, Zhang, H., & Han, Y. (2016). Negative affectivity as a moderator of perceived organizational support. Personality and Individual Differences, 98, 257–260. doi:10.1016/j.paid.2016.04.026