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The affect-proactive performance link and its reciprocal process: a hedonic contingency theory perspective

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  • Kelly Z. Peng

    (Lanzhou University
    Hong Kong Shue Yan University
    Hong Kong Shue Yan University)

  • Huang Guohua Emily

    (Hong Kong Baptist University)

Abstract

Employees’ proactive performance is future-oriented and contributes to organizational effectiveness and sustainability. The proactivity literature shows that positive affect and negative affect may have differential effects to motivate various proactive behaviors at work. However, direct empirical evidence of the impact of affect on proactive performance is limited. It is also important to investigate whether the motivational effect of positive and negative affect on proactive performance can be sustained over time. Responding to these knowledge gaps, we apply the Hedonic Contingency Theory (HCT), and hypothesize a positive reciprocal relationship between positive affect and proactive performance over time, while such effect does not exist for negative affect. Results from two independent studies – a cross-sectional and a longitudinal one – provide support for hypotheses drawn from HCT. Theoretical and practical implications are discussed.

Suggested Citation

  • Kelly Z. Peng & Huang Guohua Emily, 2024. "The affect-proactive performance link and its reciprocal process: a hedonic contingency theory perspective," Asia Pacific Journal of Management, Springer, vol. 41(1), pages 171-191, March.
    • Handle: RePEc:kap:asiapa:v:41:y:2024:i:1:d:10.1007_s10490-022-09816-x
    DOI: 10.1007/s10490-022-09816-x
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    References listed on IDEAS

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    1. Aki Tomizawa & Li Zhao & Geneviève Bassellier & David Ahlstrom, 2020. "Economic growth, innovation, institutions, and the Great Enrichment," Asia Pacific Journal of Management, Springer, vol. 37(1), pages 7-31, March.
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