The scale of Work-Related Affective Feelings (WORAF)

Impact of internal identity asymmetry on employee's behaviors and feelings: A mediating role of psychological distress

Individuals may experience internal identity asymmetry when they feel misidentified and believe their colleagues do not recognize their work-related identities. This research examines the impact of internal identity asymmetry on their behavior and emotional outcomes at the workplace in Pakistan. Data was collected through a survey and received responses from 393 participants at different levels of management in various sectors of Pakistan. A partial least square-based structural equation modeling technique has been used to validate the proposed research model and develop hypotheses. The findings indicate that psychological distress has a positive indirect effect on both outcomes, such as individual work performance and well-being during personal and professional base asymmetries time. The result indicates that employees face psychological distress while experiencing internal identity asymmetries, which may decrease the performance and well-being of the employees. Findings highlight the importance of coping strategies in improving the performance and well-being of employees. Managers can be supportive in maintaining a positive workplace environment where individuals can have a more accurate self-perception and a better understanding of their colleagues' perspectives. This, in turn, enables them to adopt appropriate coping strategies to enhance both performance and well-being.

Does Sex in Managerial Positions Really Matter? Differences in Work-Related Feelings and Behaviors

PURPOSE

The aim of the current study was to test hypotheses regarding differences in work-related feelings (ie, dejection, anxiety, anger, and happiness) and behaviors (aggressive, avoidance-passive, and proactive) between males and females, managers and non-managers, and male and female managers.

METHODS

This survey-based study included a total of 3019 respondents, consisting of 502 managers and 2517 employees working in non-managerial positions. Data were collected using two questionnaires developed by the authors: the scale of work-related affective feelings (WORAF) and the scale of work-related behaviors (WORAB).

RESULTS

The results revealed significant differences between managers and non-managers, with managers being happier in their jobs and exhibiting more proactive behaviors. However, there were no differences in work-related feelings or work-related behaviors between males and females in the total sample of respondents or in the group of employees holding managerial positions.

CONCLUSION

In terms of work-related feelings and behaviors, there are no sex differences among working people. However, some differences between managers and non-managers were observed.

A Cross-Sectional Study of the Relationships between Work-Related Affective Feelings Expressed by Workers in Turkey

Understanding employees’ feelings at work plays a significant role in developing practical and effective organizational and human resource management policies and practices. Furthermore, work-related emotions may have a considerable effect on workers’ health and wellbeing and affect work effectiveness and work performance. The objectives of the current study were to investigate the relationships among four work-related (WOR) affective feelings (WORAF) and to validate the WORAF questionnaire in a Turkish sample. A survey was performed including four constructs: (1) WOR feelings of happiness, (2) WOR feelings of anxiety, (3) WOR feelings of anger, and (4) WOR feelings of dejection. A total of 322 workers from various companies in Turkey completed a paper-based survey. A research model was developed, and its main components were estimated with partial least squares structural equation modeling (PLS-SEM). The results revealed that dejection and anger at work play a critical role in experienced anxiety in occupational settings. Similarly, dejection, anger, and anxiety at work play a crucial role in perceived happiness at work.