Ricerc@Sapienza

La prestazione lavorativa

Emotion dynamics, how people’s emotions fluctuate across time, represent a key source of
information about people’s psychological functioning and well-being. Investigating emotion
dynamics in the workplace is particularly relevant, as affective experiences are intimately
connected to organizational behavior and effectiveness. In this study, we examined the moderating
role of emotional inertia in the dynamic association between both positive and negative emotions

Purpose. Psychological Capital (PsyCap), consisting of hope, efficacy, resilience, and optimism, is a positive state associated with attitudes, behaviors and performance. The purpose of this paper is to investigate a dynamic mediational model posing work engagement as the mediator of the longitudinal relation between PsyCap and job performance.

By drawing on effort-recovery theory, we conducted two studies to explore the short-term process through which workaholism may affect health and to assess the implications of such a process for job performance. In Study 1 we hypothesised that workaholic tendencies would affect daily workload and that daily workload would mediate the relationship between workaholic tendencies and daily emotional exhaustion. Data were provided by 102 workers consisting mostly of entrepreneurs, managers and selfemployed individuals, who were followed for ten consecutive working days.

Despite the clear theoretical link between promotions and job performance, the few studies that have
tested this relationship have instead found that the role of job performance level in determining
promotions is much less than might be expected. In 4 studies, we propose and test a different way of
thinking about the performance-promotion relationship. Prospect theory, spiraling theory, and sponsored
and contest mobility were used to support the notion that change in performance is at least as important

This investigation intends to uncover the mechanisms linking self-efficacy to job performance by analyzing the mediating role of job crafting. A two-wave study on 465 white-collar workers was conducted, matching participants’ self-report data (i.e., self-efficacy and job crafting) with supervisory performance ratings. The structural equation model showed a positive reciprocal relationship between self-efficacy and crafting behaviors. In turn, job crafting predicted performance positively over time.

Job satisfaction and job performance represent two of the most important and
popular constructs investigated in organisational psychology. Issues relating to
the nature and significance of their relationship has fascinated organisational
researchers since the beginning of this discipline. In the present study, we
aimed to clarify the direction of plausible influences between these two constructs
by using a dynamic latent difference score model (McArdle, 2009) and
a large sample of employees who were followed for five years (N51,004). The