In the article Why Does Affect Matter in Organizations? by Sigal G.

Barsade and

Donald E. Gibson (2007), affect is defined as an umbrella term encompassing a broad

range of feelings that individuals experience, including feeling states, such as moods

and discrete emotions, and traits, such as trait positive and negative affectivity. It

permeates organizations. It is present in the interdependent relationships we hold with

bosses, team members, and subordinates. While according to Fishers (2000) Mood

and Emotion While Working: Missing Pieces of Job Satisfaction?, affect is a missing

piece of overall job attitude and is related to overall satisfaction.

In Fishers (2000) journal and Barsade & Gibsons article, affect (moods and

emotions) at work is shown to have a major relevance to job satisfaction. As said by

Barsade and Gibson in their article Why Does Affect Matter in Organizations, Affect

processes (more commonly known as emotions) create and sustain work motivation.

Moreover, Fisher (2000) showed evidences of affect being relevant to job satisfaction

through her various hypotheses using experience sampling methodology. The results

for the positive emotions items of her experience sampling were absolutely consistent

across all analyses. These results were similar with the results of Barsade and Gibson

(2007), Indeed, a comprehensive meta-analysis indicated that an individuals tendency

to experience positive emotions and moods is associated with increases in a variety of

work performance measures, including more positive supervisory evaluations, higher

income, enhanced negotiating ability, and performing discretionary acts for the benefit

of the organization. This makes it clear that strong affective feelings are present at any

time we confront work issues that matter to us and our organizational performance.