The Glass Is Half Full: The Positive Effects of Organizational Identification for Employees Higher in Negative Affectivity
Article first published online: 12 JUL 2011
© 2011 Wiley Periodicals, Inc.
Journal of Applied Social Psychology
Volume 41, Issue 7, pages 1793–1817, July 2011
How to Cite
STONER, J. and GALLAGHER, V. C. (2011), The Glass Is Half Full: The Positive Effects of Organizational Identification for Employees Higher in Negative Affectivity. Journal of Applied Social Psychology, 41: 1793–1817. doi: 10.1111/j.1559-1816.2011.00773.x
- Issue published online: 12 JUL 2011
- Article first published online: 12 JUL 2011
Organizational identification has traditionally been associated with positive organizational outcomes, whereas negative affectivity (NA) has most often been associated with negative individual outcomes. We hypothesize that organizational identification will positively influence self-reported performance for individuals high in NA. Conversely, individuals low in NA will not experience feelings of enhanced performance as organizational identification increases. The findings from 2 samples provided support for the research hypothesis; specifically, the personality factor of NA moderated the organizational-identification/self-reported performance relationship. We discuss our findings in light of important implications for the positive psychology movement and practicing managers.