Implicit affect in organizations

ABSTRACT The main aim of this research is to integrate the construct of implicit affectaffective processes activated or processed outside of conscious awareness that inuence ongoing thought, ehavior, and conscious emotional e!perienceinto the "eld of organizational ehavior# a case of AC$ %lo al &am ia 'td( This stud) will attempt to review what is *nown a out Implicit affect in the organization, focusing on how emplo)ees+ moods, emotions, and dispositional affect influence critical organizational outcomes such as ,o performance, decision ma*ing, creativit), turnover, prosocial ehavior, teamwor*, negotiation, and leadership( This research will highlight pervasive and consistent effects, showing the importance of affect in shaping a wide variet) of organizational ehaviors, the *nowledge of which is critical for researchers, managers, and emplo)ees(

I-TR./0CTI.AC$ %lo al &am ia 'imited is one of the world+s leading collateral management compan) and it provides a comprehensive range of ris* management solution across the entire commodit) value chain( This stud) will loo* at how affect permeates organizations# a case of AC$ %lo al &am ia 'imited( Implicit affect is present in the interdependent relationships held with osses, team mem ers, and su ordinates( Implicit affect is defined as the affective processes that are activated or processed outside of conscious awareness, and that influence ongoing thought, ehaviour, and conscious emotional e!perience 1Barsade, S(%(, Ramara,an, '(, 2 3esten, /(, 45567( Affect can e thought of as an um rella term encompassing a road range of feelings that individuals e!perience, including feeling states, which are in#the#moment, short# term affective e!periences, and feeling traits, which are more sta le tendencies to feel and act in certain wa)s 13atson 2 Clar*, 869:7( 3ithin feeling states there are two esta lished categories; emotions and moods( Emotions are elicited ) a particular target or cause, often include ph)siological reactions and action se<uences, and are relativel) intense and short#lived 1=ri,da, 869>? 'azarus, 86687( Affect is present in deadlines, in group pro,ects, in human resource processes li*e performance appraisals and selection interviews( Affective processes 1more commonl) *nown as emotions7 create and sustain wor* motivation( The) lur* ehind political ehavior? the) animate our decisions? the) are essential to leadership( Strong affective feelings are present at an) time we confront wor* issues that matter to us and our organizational performance( Problem Statement There is a swath of human functioning that organizational scholars have left virtuall) une!plored, a terrain that, as we argue here, has tremendous potential to help us understand how and wh) people feel, thin*, and ehave the wa) the) do in organizations( This untapped terrain consists of implicit affect, de"ned as affective processes activated or processed outside of conscious awareness that inuence ongoing thought, ehavior, and conscious emotional e!perience( Significance of The Study The core construct of this paper, implicit affect is defined( Su se<uentl) the e!isting literature a out Implicit affect in the wor*place is reviewed, showing that implicit affect is currentl) a gap in this research domain

and how filling this gap can contri ute to the e!isting od) of *nowledge( The underl)ing assumption of most prevailing theories in this "eld is that emplo)ees are completel) conscious of their emotions, attitudes and cognitions( 3hen as*ed <uestions such as @@how angr) do )ou feel right nowA,++ @@how satis"ed are )ou with )our ,o A,++ @@what are )our attitudes toward this person or groupA++ and @@how li*el) are )ou to leave )our organizationA,++ it is assumed that emplo)ees are conscious of what these emotions, attitudes and cognitions are and then act on them with related conse<uences( Through this theorizing we have indeed seen clear evidence that people can have valid, meaningful, and conscious awareness of these processes( A large od) of e!perimental evidence now documents that cognitive, motivational, and emotional processes can e impliciti(e(, the) can occur outside of people+s conscious awareness( Speci"c focus on this research is on implicit affect 1also called implicit emotion, or unconscious affective processes7( This Baper will tr) to ring evidence to show that people are inuenced ) affective processes outside of their conscious awareness, and that these processes can and do inuence the ehavior of emplo)ees within organizations(

Research Objectives To draw upon recent empirical research in ps)cholog) and neuroscience to ma*e the case for a three categor) framewor* of implicit affect; 187 implicit sources of affect 147 implicit e!periencing of affect and 1C7 implicit regulation of affect( To demonstrate how an implicit affect perspective might alter or e!tend theoretical perspectives a out a variet) of organizational phenomena( Literature Review %iven the evidence that oth cognition and motivation have implicit components, it should therefore come as no surprise that the same is true of emotion; affective processes can also e implicit( B) reviewing the current research a out affect and emotions, it ecomes clear that for the most part, the underl)ing assumption is made that individuals are entirel) conscious of their emotions, cognitions and attitudes( Indeed, clear evidence was found that people can have legitimate awareness thereof 1e(g( 'eue 2 'ange, 45887( -evertheless, conscious processes are merel) a su set of the processes that influence ehavior( This characterization is derived from the earl) wor* on implicit memor), learning and motivation, given that these domains were the first to invo*e an interest in what goes on e)ond the conscious processes( Thus, the definition of implicit affect is consistent with the definitions of that prior wor*( A large od) of e!perimental studies, oth recent and long#standing, provides evidence that cognitive and emotional processes can e implicit, meaning the) can ta*e place outside of what people consciousl) e!perience( =or e!ample, the fact that nothing more than mere e!posure can lead to more favora le attitudes a out something or someone without people eing aware of this effect 1&a,onc, 86>97 or that people can show signs of pre,udice while the) e!plicitl) rapport not to have an) 1-ose*, %reenwald, 2 Bana,i, 455D7( Barsade et al( 145567 distinguish three categories of implicit affect, that can structure what is alread) *nown a out the construct( It should e noted that these three categories are not alwa)s as precisel) distinguisha le in real life situations(

8( Implicit source of affect; people feel the emotion ut are not consciousl) aware of the source from which their conscious emotion was primed or its influence on their cognitions, motivation and ehaviours( 4( Implicit e!perience of affect; people are not consciousl) aware of feeling the emotion which has an influence on their cognitions, motivation and ehaviours( C( Implicit regulation of affect; people are not consciousl) aware of regulating their emotions 1to protect themselves from negative emotions or enhance positive emotions7, and implicit affect regulation has an influence on their cognitions, motivations, and ehaviours( Euirin et al( define implicit affect as the automatic activation of cognitive representations of affective e!periences 145567( This is an approach ased on a s)stems point of view, which states that the associative s)stem operates on the asis of automaticall) spreading activation of representations, whereas the reflective s)stem operates on the asis of conceptual propositions and classifications 1Fuhl, 45557( Accordingl), implicit measures of affect tap the activation of representations from the associative s)stem, whereas e!plicit 1self#report7 measures tap conceptual classifications from the reflective s)stem 1Euirin et al(, 45567( Gowever, implicit does not necessaril) impl) unconscious( As %awrons*i, 'e el and Beters 1455D7 argue, implicit processes do not necessaril) reflect unconscious representations ecause the corresponding representations ma) ecome successfull) translated into conceptual propositions, that are processed through reflective consciousness( In other words, someone can deli eratel) use certain rules in their thin*ing processes that are ased on unconsciousl) constructed concepts( Implicit Affect Categor) 8Implicit Source of Affect; @@Beople feel the emotion ut are not consciousl) aware of the source from which their conscious emotion was primed or its inuence on their cognitions, motivation and ehaviors(++ .ne od) of research on implicit affective process descri es situations in which the source of the affect remains outside of conscious awareness ut the person consciousl) e!periences the emotion( Starting from &a,onc+s 186>97 "nding that @@mere e!posure++ to a phenomenon was enough to lead to greater ,udgments of li*ing, man) studies have shown that eing e!posed to a stimulus that is not consciousl) perceived can lead to an affective preference for it( $vidence for conscious emotional responses eing elicited through stimuli that are outside of awareness also comes from the classical conditioning and su liminal priming literatures 1 .hman and Hine*a+s, 4558 review of automatic fear elicited through conditioned learning7( Conscious emotional e!perience can also e triggered ) unconscious e!posure to stimuli that is alread) affect laden( =or e!ample, rel)ing on the fact that humans have innate responses to facial displa)s, researchers have shown that su liminal e!posure to a smiling or frowning face can inuence people+s su se<uent evaluations and preferences 1Hurph), Honahan, 2 &a,onc, 866I? Hurph) 2 &a,onc, 866C7( As the studies reviewed in this section show, people can consciousl) e!perience an emotional response without eing consciousl) aware of either the source of that emotion or its inuence on their su se<uent cognitions and ehaviors 1e(g(, the) ma) *now the) feel angr) ut are unaware of where the anger came or that it is inuencing their su se<uent "nancial decision#ma*ing7(

Implicit Affect Categor) 4Implicit $!perience of Affect; @@Beople are not consciousl) aware of feeling the emotion which has an inuence on their cognitions, motivation and ehaviors(++ 3hereas the "rst t)pe of implicit affect involves the source of consciousl) felt emotion remaining implicit, another od) of research descri es the activation of emotional responses remaining out of conscious awareness( Although some emotions researchers have suggested that affect e!ists onl) if it is consciousl) e!perienced 1Barrett, Hes<uita, .chsner, 2 %ross, 455D7 what has ecome clear is that man) affective processes, ,ust li*e man) cognitive processes, are activated, assem led, and inuence conscious thought and ehavior without ever ecoming conscious themselves 1e(g( Ru)s 2 Stapel, 4559a, 4559 ? 3esten, 8669a? 3in*ielman 2 Berridge, 455:? 3in*ielman et al(, 455I7( =or e!ample, drawing on 'ang+s 186997 theor) of multiple s)stems of emotions, which include ph)siological, ehavioral and su ,ective s)stems, Fihlstrom and Cantor 145557 argue that a lac* of s)nchron) etween various s)stems can lead to affect eing e!perienced outside of awareness( Attitudes are relevant to our discussion as the) have oth cognitive and affective components( Indeed, %reenwald and Bana,i 1866I7 de"ne implicit attitudes as @@introspectivel) unidenti"ed traces of past e!perience that mediate favora le or unfavora le feeling, thought, or action toward social o ,ects++ 1emphasis added7( Research on implicit attitudes has focused on highl) affective ,udgments that are activated automaticall) and without conscious awareness 1%reenwald et al(, 45547( Implicit Affect Categor) CImplicit Regulation of Affect; @@Beople are not consciousl) aware of regulating their emotions 1to protect themselves from negative emotions or enhance positive emotions7, and the implicit affect regulation has an inuence on their cognitions, motivations and ehaviors(++ 3h) might people remain unaware of their emotionsA As we have seen thus far, an emotional response ma) e e!pressed in ph)siolog) ut not connected with su ,ective emotional e!perience( An emotional response ma) e at a state of activation strong enough to inuence automatic ehavior ut not strong enough to attain consciousness( In addition different components of emotion ma) e assem led unconsciousl), ,ust as different components of a thought ma) e unconsciousl) assem led 1e(g(, when a person has an @@aha++ e!perience that feels li*e it @@came out of the lue++ ut reected the convergence of multiple processes interacting outside awareness until the rain resolved a pro lem or discrepanc)7( Another reason an emotional response ma) e implicit, however, is <ualitativel) different from these e!amples and points to the third categor) of implicit affect, in which motivation pla)s a central role; people ma) e unaware of their emotional e!perience ecause the) are motivated to avoid unpleasant states or motivated to see* out pleasant ones( Just as individuals can e motivated to approach and avoid stimuli ecause the) produce positive or negative feelings 1Carver, 4558? %ra), 86657, the) can e motivated to approach feelings or thoughts ecause the) are pleasura le or unpleasant( =urthermore, ,ust as emotions are regulated consciousl), for instance, through using active coping strategies 1.liver 2 %ross, 455D7, emotions can also e regulated unconsciousl) 1Hauss, Bunge, 2 %ross, 455D? 3esten, 455D7( Implicit affect regulation can thus e de"ned as the unconscious procedures people use to ma!imize pleasant and minimize unpleasant feelings, emotions and moods 1see 3esten, 866:? 3esten 2 Blagov, 455D, for reviews of this literature7(

C(C( .rganizational Implications of the Implicit Regulation of Affect; 3e are not consciousl) aware of regulating our emotions 1to protect ourselves from negative emotions or enhance positive emotions7, and the implicit regulation influences our cognitions, motivations and ehaviors(++ The third categor) of implicit affect involves situations in which individuals are unaware of their feelings ecause the) are motivated to regulate them( As descri ed a ove, a rich od) of research supports the notion of implicit affect regulation and we see it as relevant to organizational ehavior as a whole, ut will focus here on three domains; leadership, decision ma*ing and organizational culture(

Implicit affect regulation can pose pro lems for a range of decision#ma*ing phenomena in organizations, even for individuals for whom narcissism is not a primar) personalit) trait( Hore roadl), decision#ma*ers ma) e unconsciousl) avoiding the e!perience of useful, ut negative emotions such as regret or guilt( Indeed, implicitl) regulating awa) these t)pes of emotions could lead to other decision#ma*ing pro lems, including pro lems with ethical decision ma*ing and corruption in organizations( $motions such as empath) and guilt are essential signals in moral self#regulation 1/etert, TrevinK o, 2 Sweitzer, 4559? Hoore, 45597( Therefore implicitl) regulating and reducing these emotions could e a precursor to moral disengagement and ma) result in unethical decision ma*ing( Implicit regulation of affect ma) well e a source of this unconscious ias, which can then lead to misuses of power( Creativity In this thesis I will e!amine whether the construct of implicit affect contri utes to our understanding of organizational ehavior ) e!amining its relation to creativit)( The reason for choosing creativit) as the outcome varia le is threefold(

=irst of all, creativit) is of su stantial importance in the modern wor*place( In our changing world, getting at ease is more than ever getting ehind( Creativit) is a *e) re<uirement for the growth and adaptation of organizations( As Ama ile states; LCreativit) can su stantiall) contri ute to organizational innovation, effectiveness, and survivalM 1866>7( A new and etter wa) to satisf) a particular need, ideall) in a wa) that no competitor has thought of efore, will attract consumers to )our compan)( Haintaining a position in a d)namic environment where needs are continuousl) changing cannot e realised without innovation and @out of the o!+ thin*ing( Thus, creativit) is a necessar) competence in the wor*place( Creativit) in wor*place settings can e defined as the development of a valua le and useful new product, service, idea, procedure, or process ) individuals wor*ing in a comple! social s)stem 13oodman, Saw)er, and %riffin, 866C7( Gence, to spea* of creativit) in wor* settings, usefulness and novelt) are necessar) aspects( The concept of innovative ehaviour is roader than creativit), including also the adaptation of new ideas from others and the practical implementation of ideas 1&hou, 455C7( Creativit) can e seen as a first, al eit necessar) step for su se<uent innovation, ut innovation re<uires creativit) not onl) as an initial input ut throughout the whole process 1Bledow, =rese, Anderson, $rez 2 =arr, 45567( 3hen investigating creativit), it was a recurrentl) found that different t)pes of creativit) measures )ielded different results, so researchers suggested that these measures captured distinctive t)pes of creativit) and could not e easil) ta*en together as one creativit) measurement( .ften, creativit) is differentiated in radical and incremental creativit) 1e(g( %eorge, 455D? Had,ar, 45887, in opposite to routine wor*( Had,ar et al( 145887 define radical or divergent creativit) as ideas that differ su stantiall) from an organization+s e!isting practices( The) are ground rea*ing and perhaps never thought of efore( Incremental or adaptive creativit) is then defined as those ideas that impl) few changes in framewor*s and offer onl) minor modifications to e!isting practices and products( These two t)pes of creativit) are e<uall) important to an organization, ecause oth are essential to cope with new pro lems or situations at hand( Scholars furthermore elieve that incremental and radical creativit) are orthogonal concepts( $vidence points out that high creativit) amongst all wor*ers, incremental or radical, will positivel) affect the organizational competitiveness and success 1e(g(, Had,ar et al(, 45547 ut creativit) also seems to e of critical importance to the success of individual wor*ers, who conse<uentl) are more satisfied 1e(g(, %eorge 2 &hou, 45587( 0nderstanding how to ignite and reinforce wor*place creativit) is without a dou t an important and interesting lead to improve the total effectiveness of an organization( Han) antecedents of creativit) are investigated, such as ,o characteristics 1e(g(, .ldman 2 Cummings, 866>7 and the social conte!t 1e(g(, Bunce 2 3est, 866I7( Scholars have also focused on personalit), motivational theories and

other intrinsic characteristics to e!plain the degree of creativit) in an individual 1e(g(, Teigland 2 3as*o, 45567( The profound scientific concern of the factors that contri ute to creativit) indicates the consensus a out its relevance to the field(

The second argument to ta*e creativit) into account, is that it has shown to e ver) strongl) influenced ) affect( In fact, moods and emotions are among the most widel) researched antecedents of creativit) 1Baas, H(, /e /reu, C(F(3(, 2 -i,stad, B(A(, 45597( It is important to e!plicitl) state what is meant ) affect, emotions and moods( To ac<uire this, we avail ourselves of the definitions given ) Barsade and %i son 1455D7( Affect is defined as Lan um rella term encompassing a road range of feelings that individuals e!perience, including feeling states such as moods and emotions 1pCD7M( The components are defined as well; L$motions are focused on a specific target or cause N generall) realized ) the perceiver of the emotion, relativel) intense and ver) short#lived( After initial intensit), it can sometimes transform into a moodM( Hoods on the other hand Lgenerall) ta*e form of a glo al positive or negative feeling, the) tend to e diffuse Nnot focused on a specific cause N and often not realized ) the perceiver of the mood( Implicit affect conse<uentl) focuses on the implicit component of the whole of feelings a person can e!perience( /espite the fact that emotions are especiall) important for creativit) and a lot of research has een conducted to understand this relationship, it has almost solel) focused on e!plicit affect so far( In the ne!t section, I will thoroughl) review the literature on the affect#creativit) relationship(

AFF CT A!" CR AT#$#T% #! T& 'OR(PLAC

Affect in the wor)*lace I will now focus on the stud) of affect as an important antecedent for creativit)( .rganizations are ver) affectivel) laden and as Ama ile et al( put it L'ittle is *nown a out how naturall) occurring affective e!periences in the flow of people+s dail) wor* lives might relate to their creative thin*ing on the ,o M 1455I7( The stud) of affect in the wor*place goes as far ac* as the 86C5s( Brief et al( 145547 review what is currentl) *nown a out affective e!periences in organizations and underline their importance( In the earl) stages of the research a out wor*place emotions, the) were onl) lin*ed to ,o satisfaction and dissatisfaction( Jo satisfaction was associated with ad,usted emotional tendencies and ,o dissatisfaction to malad,usted emotional tendencies 1=isher 2 Ganna, 86C8, Goppoc*, 86CI7( Gowever, not much distinction or ela oration was made a out moods, affect, emotions or the specific content of those terms, until organizational researches rediscovered emotions in the mid#8695s and 8665s( Hoods and emotions were then addressed separatel), partl) due to the growing interest in affect in ps)cholog) as a whole and conse<uentl) organizational researchers could avail themselves from improved theoretical framewor*s( The causes of these wor*place feelings that are predicted and found ) researchers are divers, e(g( personalit) or demographic characteristics such as marital state and income, sometimes attri utes of the wor*place or one+s ,o in particular( As for the outcomes, there is no dou t that moods and emotions e!perienced at wor* have influence on satisfaction 1e(g( Brief et al(, 4554 for an overview7( Gowever, emotions pla) a role in other phenomena too, although it ma) e less o vious( Creativit) is an e!ample( Affect and Creativity %eorge and &hou 145547 h)pothesized and found that negative moods were positivel) related to creative performance under certain conditions, whereas positive moods were negativel) related to creative performance in those same circumstances 1e(g( when participants would get rewards for creative ehaviour7(

There are several more illustrations of contradicting findings in literature( Faufmann and Oos urg 1866D7 for e!ample found that emplo)ees who had diverse ac*grounds in a negative affect group performed significantl) etter on a creative pro lem#solving tas* than participants in positive#affect, neutral#affect, or control conditions(

"ual Pathway of Creative Performance /e /reu et al( 145597 suggest a /ual Bathwa) of creative performance( Cognitive fle!i ilit) pla)s a central part( -ot onl) is this a measure of creative performance ut also a precursor of creative thin*ing( Cognitive fluenc) is defined as a more fle!i le, top#of#mind wa) of dealing with a pro lem at hand( =urthermore, one can follow a more deli erate path to creative thin*ing as well, using a more in#depth e!ploration of certain leads( The second pathwa) conse<uentl) goes through cognitive persistence( The /ual Bathwa) Hodel now argues that an) state that influences this cognitive fle!i ilit) or persistence, ma) lead to useful and novel ideas( As a result, moods enhance cognitive fle!i ilit), perseverance or oth and could do this in a different manner( $motions can e negative or positive N the hedonic tone N and can e activating or deactivating( It is *nown from earlier research, that people are motivated the most with medium levels of arousal 1Broad ent, 86D47 since the stressPperformance lin* has a curvilinear fashion( Gence, the level of activit) that characterizes an emotion, rather than it eing positive or negative, will e important( This is ecause the degree of activit) is lin*ed to the wor*ing memor) that scholars point out as a vital component in the relationship etween arousal and performance( Both for cognitive fle!i ilit) and persistence, wor*ing memor) is re<uired( As /e /reu et al( sa) 145597, whether activating mood states produce creative fluenc) and originalit) through enhanced cognitive fle!i ilit) or perseverance ma) depend on that mood state+s hedonic tone( Bositive affect increases cognitive fle!i ilit), whereas negative affect increases persistence( Gowever, hedonic tone onl) has this influence on activating moods, ecause this creates the needed arousal, ma*ing this characteristic more important than the hedonic tone of an emotion

Affect and Leadershi* 3e conclude with a critical ut comple!process within organizations, the process of leadership( It has ecome increasingl) apparent that emotions permeate the leadership process, oth in terms of the emotions leaders feel and e!press, and the emotions followers feel toward their leaders 1see %eorge, 45557( 'eaders must su stantiall) regulate their own emotions( =or e!ample, the) often must e!press a positive or up eat mood a out the future, while suppressing e!pressions of an!iet) or sadness that might de#motivate followers( The) must also manage the emotions of others, for e!ample, ) understanding and empathizing with emplo)ees+ emotions a out change so that change efforts will e accepted 1Gu), 45547( 3hile the notion of emotions as critical to the leadership process is not new 1see, for e!ample, Ashforth 2 Gumphre), 866I? 3asielews*i, 869I7, recent advances in emotions research and emotional intelligence in particular have spar*ed an increase in the stud) of leadership and emotion( +ethods for e,amining im*licit affect in organi-ational behavior There remains a dif"cult <uestion of how to measure implicit sources, e!perience, and regulation of affect in organizations, an area which has ta*en )ears of wor* to stud) in the la orator) let alone in "eld settings( 3ith respect to implicit sources of affect, two#step process are suggested( /etermining whether the implicit affective source indeed has led to a particular emotion, cognition or ehavior in the emplo)ee 1e(g( determining that a smiling versus frowning

customer led to more smiles and etter service on the part of the waiter7 is the "rst step( The second is to then determine if people are indeed unaware that this process is occurring 1is the waiter aware that the smiling customer is improving his mood, or that his improved mood has led to etter performanceA7( A more comple! method of assessing implicit sources of affect is the use of implicit procedures such as su liminal priming( Gowever, the u i<uit) of computers and access to the Internet ma*e su liminal priming studies more accessi le to "eld researchers( =or e!ample, emplo)ees could e as*ed to rate a h)pothetical manager, peer, or su ordinate descri ed rie), along with a su liminal image of their oss 1or a control image7, providing an implicit affective measure of feelings toward their oss( Similarl), the same techni<ue could e used to assess emplo)ees+ implicit feelings a out their organization, su liminall) presenting the compan)+s logo ,ust prior to presenting them with a neutral image( Their ratings of this neutral image could then provide an implicit measure of their attitudes toward their current organization(

+ethods for e,amining im*licit affect in organi-ational behavior +ethodology This stud) was conducted through surve) design ecause this stud) is e!planator) stud), the <ualitative data was collected through an @@e!tensive funnel de rie"ng,++ which involves as*ing research participants to answer increasingl) speci"c <uestions a out the stud) involving their perceptions of relationships etween tas*s performed( Euestionnaires a out emotions and creativit) were handed out to the AC$ %lo al emplo)ees( $ach tas*s had a short introduction of what was e!pected( Afterwards, the <uestionnaires were immediatel) collected and scored on various aspects( 3ith respect to implicit sources of affect, a two#wa) process surve) was done for AC$ %lo al &am ia emplo)ees( /etermining whether the implicit affective source indeed led to a particular emotion, cognition or ehavior in the emplo)ee 1e(g( determining that a smiling versus frowning customer led to more smiles and etter service on the part of the waiter7 is the "rst step( The second was to then determine if people were indeed unaware that this process is occurring(

Limitations of the Study Huch research was e!amined on the "rst step, ut not the second( .ne limitation of the second <uestion is that it would have een particularl) vulnera le to demand characteristics( .n the one hand, participants ma) want to elieve 1or convince the researchers7 that the) are in control of their emotions and cognizant of their effects even if the) are not( "ata Analysis A positive relationship etween implicit positive affect, creativit) and performance is e!pected( In line with previous research, it is assumed that implicit positive affect has an effect on cognitive fle!i ilit) and there ) increases the level of creativit) and performance( The dual pathwa) to creativit) model argues that creativit) is a function of cognitive fle!i ilit)( Activating positive mood states enhance creativit) ecause the) stimulate that fle!i ilit) 1-i,stad et al(, 45857( Implicit positive affect is assumed to have the same effect(

Isen 186667 suggests that positive affect has three outcomes in cognitive activit); ma*ing more cognitive elements availa le, creating a defocused attention and enhancing cognitive fle!i ilit)( Isen conducted la orator) research and he found empirical support for the suggested relationship in e!plicit affect( Ama ile et al( used e!tensive field data to see if this relationship holds in the wor* field 1455I7( The) found, as far as e!plicit affect goes, Lconsistent evidence of a positive relationship etween positive affect and creativit) 1in organizations7 and no evidence of a negative relationshipM 1pC657( Their results even indicate a simple linear association( Hontgomer) et al( 1455:7 also found that there is some indication that positive moods were related to a creative self#perception, a ,udgement our participants will need to ma*e a out themselves too( I e!pect to find an e<uivalent relationship for implicit affect( Beople high on implicit positive affect score higher in creativit)(

Hypothesis 1: Implicit positive affect is positively related to creativity. If the relationship etween implicit positive affect and creativit) remains after controlling for e!plicit positive affect, it is certain that two distinct, al eit related, concepts are eing measured that contri ute uni<uel) to creativit)(

Hypothesis 2: Implicit positive affect moderates the relationship between explicit positive affect and creativity, the relationship is more positive if implicit positive affect is high. As for implicit negative affectivit), a negative correlation with creativit) is predicted; Beople higher on implicit negative affect will score lower on the creativit) measures( R F R !C S Ama ile, T(H(, Barsade, S(%(, Hueller, J(S, 2 Staw, B(H( 1455I7( Affect and creativit) at Administrative cience !"arterly, ., C>D#:5C( wor*.

Ash*anas), -( H(, Gaertel, C( $(, 2 &er e,3( J( 145557( $motions in the wor*place; Research, theor), and practice( In #. $. Ash%anasy, &. E. Haertel, ' (. ). *erbe +Eds.,, Emotions in the wor%place: -esearch, theory, and practice 1pp( 8N897( Baas, H(, /e /reu, C(F(3(, 2 -i,stad, B(A( 145597( A meta#anal)sis of 4I )ears of mood# creativit) research; hedonic tone, activation, or regulator) focusA .sychological /"lletin, /, DD6#95>( Barsade, S(%(, 2 %i son, /($( 1455D7( 3h) does affect matter in organizationsA Academy of $anagement, ., C>#II( Barsade, S(%(, Ramara,an, '(, 2 3esten, /( 145567( Implicit affect in organizations( -esearch 0rgani1ational /ehavio"r, 01, 8CI#8>4( Bledow, R(, Rosing, F(, 2 =rese, H( A dialectic theor) of creativit) 1under revision7 Brief, A(B(, 2 3eiss, G(H( 145547( .rganizational ehaviour; affect in the wor*place( Ann"al 2., 4D6#C5D( -eviews, of in

Bunce, /(, 2 3est, H(A( 1866I7( Self#perceptions and perceptions of group climate as preditors individual innovation at wor*( Applied .sychology 2 An International -eview, ., 866#48I( Chai*an, S(, 2 Trope, Q( 186667( /ual#process theories in social ps)cholog)( -ew Qor*; %uilford press(

Clore, %( '(, Stor ec*, J(, Ro inson, H( /(, 2 Center ar, /( B( 1455I7( Seven sins in the stud) of unconscious affect( In '( =( Barrett, B( -iedenthal, 2 B( 3in*ielman 1$ds(7, Emotion and &onscio"sness 1pp( C9:#:597( -ew Qor*; %uilford Bress( /e /reu, C(F(3(, Baas, H(, 2 -i,stad, B(A( 145597( Gedonic tone and activation level in the creativit) lin*; Toward a dual pathwa) to creativit) model( )o"rnal of .ersonality and .sychology, 2, DC6#DI>( mood# ocial

/e Raad, B(, 2 Fo**onen, H( 14557( Traits and emotions; a review of their structure and management( E"ropean )o"rnal of .ersonality, 2, :DD#:6>( $ngelen, 0(, /e Beuter, S(, Oictoir, A(, Oan /iest, I(, 2 Oan den Bergh, .( 1455>7( Oerdere validering van de Bositive and -egative Affect Schedule 1BA-AS7 en vergeli,*ing van twee -ederlandstalige versies . 3edrag ' ge1ondheid, .3, p( 96#854 $strada, C( A(, Isen, A( H(, 2 Qoung, H( J( 1866D7( Bositive affect facilitates integration of information and decreases anchoring in reasoning among ph)sicians( 0rgani1ational /ehavior and H"man 4ecision .rocesses, 40, 88DNCI( =ilipowicz, A( 1455>7( =rom positive affect to creativit); The surprising role of surprise( &reativity -esearch )o"rnal, 0, 8:8#8I4( =ong, C(T( 1455>7( The effects of emotional am ivalence on creativit)( Academy of )o"rnal, 2, 858>#85C5( $anagement

%awrons*i, B(, 'eBel, $( B(, 2 Beters, F( R( 1455D7( 3hat do implicit measures tell usA .erspectives on .sychological cience, 0, 898N86C( %eorge, J(H( 2 &hou, J( 1455D7( /ual tuning in a supportive conte!t; Joint contri utions of mood, negative mood, and supervisor) ehaviors to emplo)ee creativit)( Academy of )o"rnal, ., >5I#>44( %eorge, J(H( 1455D7( Creativit) in organizations( Academy of $anagement Annals, 5, :C6# %eorge, J(H(, 2 &hou, J( 145547( 0nderstanding when ad moods foster creativit) and good The role of conte!t and clarit) of feelings ( )o"rnal of Applied .sychology, 3, >9D#>6D( %eorge, J(H(, 2 &hou, J( 145547( 0nderstanding when ad moods foster creativit) and good The role of conte!t and clarit) of feelings( )o"rnal of Applied .sychology, 3, >9D#>6D( positive $anagement :DD( ones donRt; ones donRt;

Gennesse), B(A(, 2 Ama ile, T(H( 145857( Creativit)( Ann"al -eview of .sychology, /5, I>6#I65( Gofmann, 3(, %awrons*i, B(, %schwendner, T(, 'e, G(, 2 Schmitt, H( 1455I7( A meta#anal)sis on the correlation etween the Implicit Association Test and e!plicit self#report measures( .ersonality and ocial .sychology /"lletin, .5, 8C>6N8C9I( James, F(, Brodersen, H(, 2 $isen erg, J( 1455:7( 3or*place affect and wor*place creativit); and preliminar) model( H"man .erformance, 0, 8>86:( A review

Judge, T( A(, Oan Oianen A($(H( 2 /e Bater 1455:7( $motional Sta ilit), Core Self#$valuations, and Jo .utcomes; A Review of the $vidence and an Agenda for =uture Research( H"man .erformance, 54, C4INC:>( Judge, T( A(, $rez, A(, Bono, J( $(, 2 Thoresen, C( J( 1455C7( The Core Self#$valuations Scale 1CS$S7; /evelopment of a measure( .ersonnel .sychology(

Fahneman, /(, 2 =rederic*, S( 145547( Representativeness revisited; Attri ute su stitution in ,udgement( He"ristics and /iases: 5he .sychology of Int"itive )"dgement, :6#98(

intuitive

Faufmann, %(, 2 Oos urg, S( F( 1866D7( LBarado!icalM mood effects on creative pro lem#solving( &ognition and Emotion, 55, 8I8N8D5( 'arsen, J(T(, Hc%raw, A(B(, 2 Cacioppo, J( 145587( Can people feel happ) and sad at the same )o"rnal of .ersonality and ocial .sychology, 3, >9:#>6>( timeA

'arsen, J(T(, Hc%raw, A(B(, Cacioppo, J(, 2 Hellers, B( 1455:7( The agon) of victor) and the thrill of defeat; Hi!ed emotional reactions to disappointing wins and relieving losses( .sychological cience, 52, C4I#CC5( 'eue, A(, 2 'ange, S( 145887( Relia ilit) %eneralization; An $!amination of the Bositive Affect and -egative Affect Schedule( Assessment, 3, :9D#I58( Had,ar, -(, .ldham, %(R(, 2 Bratt, H(%( 145547( ThereRs no place li*e homeA The contri utions of wor* and nonwor* creativit) support to emplo)eesR creative performance( Academy of $anagement )o"rnal, 3, DID#D>D( Had,ar, -(, %reen erg, $(, 2 Chen, &( 145887( =actors for radical creativit), incremental creativit), and routine, noncreative performance( )o"rnal of Applied .sychology, 3, DC5 Hanolache, O(, 2 Basu, H( 145857( Creativit) is the future( Hetalurgia International, 3, CI# C6(

Hontgomer), /(, Godges, B(A(, 2 Faufman, J(S( 1455:7( An e!plorator) stud) of the relationship etween mood states and creativit) self#perceptions( &reativity -esearch )o"rnal, 06., C:8#C::( -i,stad, B(A(, /e /reu, C(F(3(, Rietschel, $(=(, 2 Baas, H( 145857( The dual pathwa) to creativit) model; Creative ideation as a function of fle!i ilit) and persistence( E"ropean -eview of ocial .sychology, 05, C:#DD( -ose*, B( A(, %reenwald, A( %(, 2Bana,i, H( R( 1455D7( The Implicit Association Test at age D; A methodological and conceptual review. In ). A. /argh +Ed.,, ocial psychology and the "nconscio"s: 5he a"tomaticity of higher mental processes, 4>IN464( .ldham, %(R(, 2 Cummings, A( 1866>7( $mplo)ee creativit); Bersonal and conte!tual factors Academy of $anagement )o"rnal, ., >5D#>C:( Bapworth, H(A(, 2 James, I(A 1455C7( Creativit) and mood; towards a model of cognitive )o"rnal of &reative /ehavior, 5, 8#8>( at wor*(

mediation(

Euirin, H(, FazSn, H(, 2 Fuhl, J( 145567( 3hen nonsense sounds happ) or helpless; the implicit positive and negative affect test 1IBA-AT7( )o"rnal of .ersonality and ocial .sychology, ., I55#I8>( Euirin, H(, FazSn, H(, Rohrmann, S(, 2 Fuhl, J( 145567( Implicit ut not e!plicit affectivit) predicts circadian and reactive cortical; using the implicit positive and negative affect test( )o"rnal of .ersonality, 447 :58#:44( Schaufeli, 3( B(, Ba**er, A( B(, 2 Salanova, H( 1455>7( The Heasurement of 3or* $ngagement 3ith a Short Euestionnaire( Ed"cational and .sychological $eas"rement, //839, D58#D8>( Shalle), C($(, &hou, J(, 2 .ldham, %(R( 1455:7( The effects of personal and conte!tual creativit); 3here should we go from hereA )o"rnal of $anagement, /, 6CC#6I9( characteristics on

Shu, S('( 145567( Research on $mplo)eesR Innovative Behaviors Influenced ) Jo Attainment and 3or*place Affect; An $mpirical Stud) Based on R2/ Staff( .roceedings of the 6th International &onference on Innovation and $anagement, vol"mes I and II, 86D5#86D:( Teigland, R(, 2 3as*o, H( 145567( Fnowledge transfer in H-Cs; $!amining how intrinsic motivations and *nowledge sourcing impact individual centralit) and performance( )o"rnal of International $anagement, 5, 8I#C8( Timoth) A( Judge, Annalies $( H( Oan Oianen 2 Irene $( /e Bater 1455:7; $motional Sta ilit), Core Self# $valuations, and Jo .utcomes; A Review of the $vidence and an Agenda for =uture Research, H"man .erformance, 54:., C4I#C:>( 3atson, /(, Clar*, '( A(, 2 Tellegen, A( 186997( /evelopment and validation of rief measures of Bositive and -egative Affect; The BA-AS Scales( Journal of Bersonalit) and Social Bs)cholog), I:, 85>C# 85D5( 3oodman, R(3(, Saw)er, J($(, 2 %riffin, R(3( 1866C7( Toward a theor) of organizational Academy of $anagement -eview, 0, 46C#C48( creativit)(

Tie, &(T(, Tian, T(H(, 2 &hu, J('( 145567( A Cross#level Berspective on $mplo)ee Creativit); Bositive Affect, Team Creative Climate, and $mplo)ee Creativit)( Broceedings of the 6th International &onference on Innovation and $anagement, vol"mes I and II, 8D9I# 8D96( &a,onc, R( B( 186>97( The attitudinal effects of mere e!posure( )o"rnal of .ersonality and .sychology, 1, 4#4D ocial

A**endi, CS S Instr"ctions; =ollowing are several statements a out )ou with which )ou ma) agree or disagree( 0sing the response scale provided, indicate )our agreement or disagreement with each item ) placing the appropriate num er on the line preceding that item(

8 U Strongl) disagree 4 U /isagree C U -eutral : U Agree I U Strongl) agree

VVVV I am confident I get the success I deserve in life( VVVV Sometimes I feel depressed( 1reverse#scored7 VVVV 3hen I tr), I generall) succeed( VVVV Sometimes when I fail I feel worthless( 1reverse#scored7 VVVV I complete tas*s successfull)( VVVV Sometimes, I do not feel in control of m) wor*( 1reverse#scored7 VVVV .verall, I am satisfied with m)self( VVVV I am filled with dou ts a out m) competence( 1reverse#scored7 VVVV I determine what will happen in m) life( VVVV I do not feel in control of m) success in m) career( 1reverse#scored7 VVVV I am capa le of coping with most of m) pro lems( VVVV There are times when things loo* prett) lea* and hopeless to me( 1reverse# scored7

Source; Timoth) A( Judge, Annalies $( H( Oan Oianen 2 Irene $( /e Bater 1455:7