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Time-based differences in the effects of positive and negative affectivity on perceived supervisor support and organizational commitment among newcomers

Author

Listed:
  • Christian Vandenberghe

    (HEC Montréal - HEC Montréal)

  • Alexandra Panaccio
  • Kathleen Bentein

    (UQAM - Université du Québec à Montréal = University of Québec in Montréal)

  • Patrice Roussel

    (TSM - Toulouse School of Management Research - UT Capitole - Université Toulouse Capitole - UT - Université de Toulouse - CNRS - Centre National de la Recherche Scientifique - TSM - Toulouse School of Management - UT Capitole - Université Toulouse Capitole - UT - Université de Toulouse)

  • Ahmed Khalil Ben Ayed
  • Karim Mignonac

    (TSM - Toulouse School of Management Research - UT Capitole - Université Toulouse Capitole - UT - Université de Toulouse - CNRS - Centre National de la Recherche Scientifique - TSM - Toulouse School of Management - UT Capitole - Université Toulouse Capitole - UT - Université de Toulouse)

Abstract

Building on the broaden-and-build theory and research on the negativity bias, this study examines how trait affectivity, as a stable predisposition predicting the pattern of emotional responding, shapes newcomers' perceptions of supervisor support and experience of organizational commitment. Using latent growth modeling and data collected at four points in time from newcomers (N = 158), we found the initial level of perceived supervisor support to mediate a negative relationship between negative affectivity and the level of commitment. Moreover, although newcomers experienced a general decrease in perceived supervisor support and a related decrease in commitment, those with high positive affectivity experienced a weaker decrease in perceived supervisor support, which led to a weaker decrease in commitment. Incidentally, positive affectivity was also positively related to the initial level of commitment. Two post hoc studies indicated that positive and negative affectivity exerted their effects controlling for state affect and replicated the relationship between change in perceived support and commitment. We discuss how these findings inform our understanding of trait affectivity's influence on newcomers' work attitudes

Suggested Citation

  • Christian Vandenberghe & Alexandra Panaccio & Kathleen Bentein & Patrice Roussel & Ahmed Khalil Ben Ayed & Karim Mignonac, 2019. "Time-based differences in the effects of positive and negative affectivity on perceived supervisor support and organizational commitment among newcomers," Post-Print hal-02281575, HAL.
    • Handle: RePEc:hal:journl:hal-02281575
    DOI: 10.1002/job.2324
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    Cited by:

    1. Donghui Zhao & Feng Tian & Xinbo Sun & Dapeng Zhang, 2021. "The Effects of Entrepreneurship on the Enterprises’ Sustainable Innovation Capability in the Digital Era: The Role of Organizational Commitment, Person–Organization Value Fit, and Perceived Organizati," Sustainability, MDPI, vol. 13(11), pages 1-18, May.
    2. Shike Li & Kriti Jain & Konstantina Tzini, 2022. "When Supervisor Support Backfires: The Link Between Perceived Supervisor Support and Unethical Pro-supervisor Behavior," Journal of Business Ethics, Springer, vol. 179(1), pages 133-151, August.

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