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A P Brief

Publications and source records attributed to A P Brief.

9 recordsLinked to original sources
PubMed1992

Feeling good-doing good: a conceptual analysis of the mood at work-organizational spontaneity relationship.

Five forms of organizational spontaneity are described (helping co-workers, protecting the organization, making constructive suggestions, developing oneself, and spreading goodwill). Organizational spontaneity is compared with the seemingly analogous constructs of organizational citizenship behavior and prosocial organizational behavior. Based on a selective review of the literature, a multilevel model of spontaneity is presented. Positive mood at work is a pivotal construct in the model and posited as the direct precursor of organizational spontaneity. Primary work-group characteristics, the affective tone of the primary work group, affective disposition, life event history, and contextual characteristics are proposed to have direct or indirect effects, or both, on positive mood at work. Motivational bases of organizational spontaneity also are described. The model and its implications are discussed.

Affect↗
PubMed1992

The workplace and problem drinking as seen by two novices.

Based on a selective review of the occupational alcoholism literature, a number of difficulties with the research regarding the effects of the workplace on problem drinking were identified. The identification of these difficulties led to an alternative model being proposed. The alternative emphasizes interactions between predispositional factors and the workplace and does not advocate continuing to search for main effects of the workplace on problem drinking. The paper closes with 10 recommendations for future research.

Alcohol Drinking↗
PubMed1990

Negative affectivity and the reporting of stressful life events.

Maddi, Bartone, and Puccetti (1987) and Schroeder and Costa (1984) reported inconsistent findings regarding the impact of negative affectivity (NA; i.e., neuroticism) contaminated life event items on observed life event-illness relationships. Here, unlike the previous studied, such contaminated items were nonjudgmentally identified. Among a sample of managers and professionals, it was found that NA-contaminated items correlated significantly with three measures of well-being (depression, life satisfaction, and physical symptoms) and that uncontaminated items were unassociated with the well-being indicators. Moreover, in two of three cases, the correlations between contaminated items and the well-being measures were significantly different from the correlations between uncontaminated items and the well-being indicators. Therefore, we concluded that prior life event-well-being findings are inflated considerably by the use of NA-contaminated events. Suggestions for future life events research that incorporate the NA construct are detailed.

Adult↗
PubMed1989

Measuring affect at work: confirmatory analyses of competing mood structures with conceptual linkage to cortical regulatory systems.

Twenty so-called clear markers of positive and negative mood (Watson & Tellegen, 1985) were applied in the current study to measure affect at work. Confirmatory factor analyses of a bipolar Two-Factor (i.e., positive and negative affect) Model and a competing multifactor model were conducted with three samples: managerial and professional workers in an insurance firm, retail sales personnel, and a heterogeneous group of students who were employed. The first-order Two-Factor Model (i.e., descriptively bipolar positive and negative affect factors) hypothesized to underlie the 20 affect items did not provide a strong fit to the data in the three samples. A first-order Four-Factor Model with descriptively unipolar factors labeled as Positive Arousal (Enthusiasm), Negative Activation (Nervousness), Low Arousal (Fatigue), and Low Activation (Relaxation) provided a better fit across the samples. These results support the measurement of positive and negative mood as descriptively unipolar factors. The measurement implications of these results as well as conceptual linkages between the four mood factors and the two major cortical regulatory systems, left-lateralized dopaminergic activation and right-lateralized noradrenergic arousal, are discussed.

Adult↗
PubMed1979

Developing a usable performance appraisal system.

A sound, effective performance appraisal system is an important management tool for the nursing administrator. The author describes an approach to developing a performance appraisal system that yields reliable information about performance and is trusted and accepted by both appraisers and appraisees.

Employee Performance Appraisal↗