Affective Event Theory (AET)

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 The theory demonstrated that employees react emotionally to things that happen to them at work and that this reaction influences their job performance and satisfaction
 The affective events theory begins by recognizing that emotions are a response to an event in the work environment. The work environment includes everything surrounding the job—the variety of tasks and degree of autonomy, job demands, and requirements for expressing emotional labor. This environment creates work events that can be hassles, uplifts, or both. Examples of hassles are colleagues who refuse to carry their share of work, conflicting directions by different managers, and excessive time pressures. Examples of uplifting events include meeting a goal, getting support from a colleague, and receiving recognition for an accomplishment.
 These work events trigger positive or negative emotional reactions. But employees’ personalities and moods predisposes them to respond with greater or lesser intensity to the event. For instance, people who score low on emotional stability are more likely to react strongly to negative events. And their mood introduces the reality that their general affect cycle creates fluctuations. So a person’s emotional response to a given event can change depending on mood. Finally, emotions influence a number of performance and satisfaction variables such as organizational citizenship behavior, organizational commitment, level of effort, intentions to quit, and workplace deviance.

by Jakaria Dasan
School of Business and Economics
Universiti Malaysia Sabah

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