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Moods and emotions at work have known to influence job performance by feeding into attitudes, behaviours and cognitions. In fact, there are two components of the five-factor model of personality: the negative affectivity for individuals high in the former prone to experience negative moods, and the positive affectivity for those high in the latter prone to describe themselves as positive individuals.
So the personality is determinant of workplace moods and attributes of the workplace (such as: stressful work or life conditions, leadership, work group characteristics, and organizational rewards/punishments) might also interact with personality to affect feelings. As a matter of fact, positive affect can influence a variety of performance-relevant outcomes including creativity, helping behaviours, decision quality, problem solving, interpersonal performance, negotiations… so does negative affect by increasing stress, anxiety, phobias, depression, burnout, workaholism, etc. In addition, studies showed that positive and negative moods at work both presented subsequent absenteeism, although positive mood was more influential interacting with satisfaction and value fulfilment, contrary to negative mood that predicted subsequent turnover.
Therefore, affective dispositions influence to which extent people are satisfied with their job so it is important to examine affective experiences, to avoid withdrawal behaviours.
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