Shared satisfaction in teams is crucial for team functioning and performance. However, it is still unclear how and why team members’ job satisfaction transforms into a shared team property. Based on affective events theory, I test hypotheses about situational, dispositional, and social antecedents of satisfaction homogeneity with a comprehensive model. Path analyses based on data from 415 team members working in 110 teams suggest that job satisfaction homogeneity primarily depends on characteristics of the working environment. Experiencing similar affective job events increased the likelihood of shared satisfaction by inducing shared affect. Team members’ personality traits (core self-evaluations) had indirect and small effects on satisfaction homogeneity. Unlike earlier studies, there was no evidence that social interaction leads to agreement in job satisfaction. Additionally, I partly replicated the finding that satisfaction homogeneity moderates the team-level satisfaction–team performance relationship.
AustF.DiedenhofenB.UllrichS.MuschJ. (2013). Seriousness checks are useful to improve data validity in online research. Behavior Research Methods, 45, 527–535. doi:10.3758/s13428-012-0265-2
2.
BarsadeS. G. (2002). The ripple effect: Emotional contagion and its influence on group behavior. Administrative Science Quarterly, 47, 644–675. doi:10.2307/3094912
3.
BarsadeS. G.GibsonD. E. (2012). Group affect: Its influence on individual and group outcomes. Current Directions in Psychological Science, 21, 119–123. doi:10.1177/0963721412438352
4.
BartelC. A.SaavedraR. (2000). The collective construction of work group moods. Administrative Science Quarterly, 45, 197–231. doi:10.2307/2667070
5.
BaschJ.FisherC. D. (2000). Affective events–emotions matrix: A classification of work events and associated emotions. In AshkanasyN. M.HärtelC. E. J.ZerbeW. J. (Eds.), Emotions in the workplace: Research, theory, and practice (pp. 36–48). Westport, CT: Quorum Books.
6.
BaumeisterR. F.BratslavskyE.FinkenauerC.VohsK. D. (2001). Bad is stronger than good. Review of General Psychology, 5, 323–370. doi:10.1037//1089-2680.5.4.323
7.
BelschakF. D.Den HartogD. N. (2009). Consequences of positive and negative feedback: The impact on emotions and extra-role behaviors. Applied Psychology, 58, 274–303. doi:10.1111/j.1464-0597.2008.00336.x
8.
BlieseP. D. (2000). Within-group agreement, non-independence, and reliability. In KleinK. J.KozlowskiS. W. J. (Eds.), Multilevel theory, research, and methods in organizations (pp. 349–381). San Francisco, CA: Jossey-Bass.
9.
BlieseP. D.HalversonR. R. (1998). Group consensus and psychological well-being: A large field study. Journal of Applied Social Psychology, 28, 563–580. doi:10.1111/j.1559-1816.1998.tb01720.x
10.
ByrneD. (1961). Interpersonal attraction and attitude similarity. The Journal of Abnormal and Social Psychology, 62, 713–715. doi:10.1037/h0044721
11.
CarlsonD.KacmarK. M.ZivnuskaS.FergusonM.WhittenD. (2011). Work–family enrichment and job performance: A constructive replication of affective events theory. Journal of Occupational Health Psychology, 16, 297–312. doi:10.1037/a0022880
12.
CarronA. V.BrawleyL. R.EysM. A.BrayS.DorschK. I. M.EstabrooksP.. . . TerryP. C. (2003). Do individual perceptions of group cohesion reflect shared beliefs?: An empirical analysis. Small Group Research, 34, 468–496. doi:10.1177/1046496403254274
13.
ChanD. (1998). Functional relations among constructs in the same content domain at different levels of analysis: A typology of composition models. Journal of Applied Psychology, 83, 234–246. doi:10.1037/0021-9010.83.2.234
14.
ChangC. H.FerrisD. L.JohnsonR. E.RosenC. C.TanJ. A. (2011). Core self-evaluations: A review and evaluation of the literature. Journal of Management, 38, 81–128. doi:10.1177/0149206311419661
15.
ColeM.BedeianA.HirschfeldR.VogelB. (2011). Dispersion-composition models in multilevel research: A data-analytic framework. Organizational Research Methods, 14, 718–734. doi:10.1177/1094428110389078
16.
De JongB. A.DirksK. T. (2012). Beyond shared perceptions of trust and monitoring in teams: Implications of asymmetry and dissensus. Journal of Applied Psychology, 97, 391–406. doi:10.1037/a0026483
17.
DiamantopoulosA.RieflerP.RothK. (2008). Advancing formative measurement models. Journal of Business Research, 61, 1203–1218. doi:10.1016/j.jbusres.2008.01.009
18.
DineenB.NoeR.ShawJ.DuffyM.WiethoffC. (2007). Level and dispersion of satisfaction in teams: Using foci and social context to explain the satisfaction–absenteeism relationship. Academy of Management Journal, 50, 623–643. doi:10.5465/AMJ.2007.25525987
19.
DulebohnJ. H.BommerW. H.LidenR. C.BrouerR. L.FerrisG. R. (2012). A meta-analysis of antecedents and consequences of leader–member exchange integrating the past with an eye toward the future. Journal of Management, 38, 1715–1759. doi:10.1177/0149206311415280
20.
DunlopP. D.LeeK. (2004). Workplace deviance, organizational citizenship behavior, and business unit performance: The bad apples do spoil the whole barrel. Journal of Organizational Behavior, 25, 67–80. doi:10.1002/job.243
21.
EvansM. G.OndrackD. A. (1991). The motivational potential of jobs: Is a multiplicative model necessary?Psychological Reports, 69, 659–672. doi:10.2466/PR0.69.6.659-672
22.
FelpsW.MitchellT. R.ByingtonE. (2006). How, when, and why bad apples spoil the barrel: Negative group members and dysfunctional groups. Research in Organizational Behavior, 27, 175–222. doi:10.1016/s0191-3085(06)27005-9
23.
GeJ.TianX.FuQ. (2012, October). The mechanism of how transformational leadership impacts on subordinates’ voice behavior: A test of basic assumption of affective events theory. Paper presented at the International Conference on Information Management, Innovation Management and Industrial Engineering (ICIII), Sanya, China.
24.
GlasøL.VieT. L.HolmdalG. R.EinarsenS. (2011). An application of affective events theory to workplace bullying. European Psychologist, 16, 198–208. doi:10.1027/1016-9040/a000026
25.
GómezC.RosenB. (2001). The leader–member exchange as a link between managerial trust and employee empowerment. Group & Organization Management, 26, 53–69. doi:10.1177/1059601101261004
26.
González-RomáV.Fortes-FerreiraL.PeiróJ. M. (2009). Team climate, climate strength and team performance. A longitudinal study. Journal of Occupational and Organizational Psychology, 82, 511–536. doi:10.1348/096317908x370025
27.
GrandeyA. A.TamA. P.BrauburgerA. L. (2002). Affective states and traits in the workplace: Diary and survey data from young workers. Motivation and Emotion, 26, 31–55. doi:10.1023/A:1015142124306
28.
HackmanR.OldhamG. (1975). Development of the Job Diagnostic Survey. Journal of Applied Psychology, 60, 159–170. doi:10.1037/h0076546
29.
HackmanR.OldhamG. (1980). Work redesign. Reading, MA: Addison-Wesley.
30.
HainesV. Y.HarveyS.DurandP.MarchandA. (2013). Core self-evaluations, work–family conflict, and burnout. Journal of Marriage and Family, 75, 778–793. doi:10.1111/jomf.12026
31.
HarrisK. J.HarveyP.KacmarK. M. (2009). Do social stressors impact everyone equally? An examination of the moderating impact of core self-evaluations. Journal of Business and Psychology, 24, 153–164. doi:10.1007/s10869-009-9096-2
32.
HarrisonD. A.PriceK. H.BellM. P. (1998). Beyond relational demography: Time and the effects of surface- and deep-level diversity on work group cohesion. Academy of Management Journal, 41, 96–107. doi:10.2307/256901
33.
HarterJ. K.SchmidtF. L.HayesT. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87, 268–279. doi:10.1037//0021-9010.87.2.268
34.
HatfieldE.CacioppoJ. T.RapsonR. L. (1994). Emotional contagion. Cambridge, UK: Cambridge University Press.
35.
HintonM.BidermanM. (1995). Empirically derived job characteristics measures and the motivating potential score. Journal of Business and Psychology, 9, 355–364. doi:10.1007/BF02230975
36.
HirschfeldR. R.ColeM. S.BernerthJ. B.RizzutoT. E. (2013). Voluntary survey completion among team members: Implications of noncompliance and missing data for multilevel research. Journal of Applied Psychology, 98, 454–468. doi:10.1037/a0031909
37.
HobfollS. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44, 513–524. doi:10.1037/0003-066X.44.3.513
38.
HooperD. T.MartinR. (2008). Beyond personal leader–member exchange (LMX) quality: The effects of perceived LMX variability on employee reactions. The Leadership Quarterly, 19, 20–30. doi:10.1016/j.leaqua.2007.12.002
39.
HuL.BentlerP. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6, 1–55. doi:10.1080/10705519909540118
40.
HumphreyS. E.MorgesonF. P.MannorM. J. (2009). Developing a theory of the strategic core of teams: A role composition model of team performance. Journal of Applied Psychology, 94, 48–61. doi:10.1037/a0012997
41.
IacobucciD. (2009). Everything you always wanted to know about SEM (structural equations modeling) but were afraid to ask. Journal of Consumer Psychology, 19, 673–680. doi:10.1016/j.jcps.2009.09.002
42.
JamesL. R. (1982). Aggregation bias in estimates of perceptual agreement. Journal of Applied Psychology, 67, 219–229. doi:10.1037/0021-9010.67.2.219
43.
JamesL. R.DemareeR. G.WolfG. (1984). Estimating within-group interrater reliability with and without response bias. Journal of Applied Psychology, 69, 85–98. doi:10.1037/0021-9010.69.1.85
44.
JamesL. R.DemareeR. G.WolfG. (1993). rwg: An assessment of within-group interrater agreement. Journal of Applied Psychology, 78, 306–309. doi:10.1037/0021-9010.78.2.306
45.
JudgeT. A.BonoJ. E.LockeE. A. (2000). Personality and job satisfaction: The mediating role of job characteristics. Journal of Applied Psychology, 85, 237–249. doi:10.1037//0021-9010.85.2.237
46.
JudgeT. A.ErezA.BonoJ.ThoresenC. (2003). The Core Self-Evaluations Scale: Development of a measure. Personnel Psychology, 56, 303–331. doi:10.1111/j.1744-6570.2003.tb00152.x
47.
JudgeT. A.LockeE. A.DurhamC. C. (1997). The dispositional causes of job satisfaction: A core evaluations approach. Research in Organizational Behavior, 19, 151–188. doi:10.1016/j.sbspro.2015.04.917
48.
JudgeT. A.LockeE. A.DurhamC.KlugerA. (1998). Dispositional effects on job and life satisfaction: The role of core evaluations. Journal of Applied Psychology, 83, 17–34. doi:10.1037/0021-9010.83.1.17
49.
KafetsiosK.ZampetakisL. A. (2008). Emotional intelligence and job satisfaction: Testing the mediatory role of positive and negative affect at work. Personality and Individual Differences, 44, 712–722. doi:10.1016/j.paid.2007.10.004
50.
KaratepeO. M. (2011). Core self-evaluations, exhaustion, and job outcomes: A study of frontline hotel employees in Iran. Tourism and Hospitality Research, 11, 248–257. doi:10.1177/1467358411418898
51.
KellyJ.BarsadeS. (2001). Mood and emotions in small groups and work teams. Organizational Behavior and Human Decision Processes, 86, 99–130. doi:10.1006/obhd.2001.2974
52.
KinickiA. J.McKee-RyanF. M.SchriesheimC. A.CarsonK. P. (2002). Assessing the construct validity of the Job Descriptive Index: A review and meta-analysis. Journal of Applied Psychology, 87, 14–32. doi:10.1037//0021-9010.87.1.14
53.
KleinK.ConnA. B.SmithD. B.SorraJ. S. (2001). Is everyone in agreement? An exploration of within-group agreement in employee perceptions of the work environment. Journal of Applied Psychology, 86, 3–16. doi:10.1037//0021-9010.86.1.3
54.
KlepA.WisseB.van der FlierH. (2011). Interactive affective sharing versus non-interactive affective sharing in work groups: Comparative effects of group affect on work group performance and dynamics. European Journal of Social Psychology, 41, 312–323. doi:10.1002/ejsp.775
55.
KlineR. (2011). Principles and practice of structural equation modeling. New York, NY: The Guilford Press.
56.
Kristof-BrownA.BarrickM. R.StevensC. K. (2005). When opposites attract: A multi-sample demonstration of complementary person–team fit on extraversion. Journal of Personality, 73, 935–957. doi:10.1111/j.1467-6494.2005.00334.x
57.
KrohneH. W.EgloffB.KohlmannC.-W.TauschA. (1996). Untersuchungen mit einer deutschen Version der “Positive and Negative Affect Schedule” (PANAS) [Investigations with a German version of the Positive and Negative Affect Schedule (PANAS)]. Diagnostica, 42, 139–156.
58.
LautschB. A.KossekE. E. (2011). Managing a blended workforce. Organizational Dynamics, 40, 10–17. doi:10.1016/j.orgdyn.2010.10.005
59.
LeBretonJ. M.SenterJ. L. (2008). Answers to 20 questions about interrater reliability and interrater agreement. Organizational Research Methods, 11, 815–852. doi:10.1177/1094428106296642
60.
LemelleC. J.ScielzoS. A. (2012). How you feel about yourself can affect how you feel about your job: A meta-analysis examining the relationship of core self-evaluations and job satisfaction. Journal of Business Diversity, 12, 116–133. Retrieved from http://www.na-businesspress.com/JBD/LemelleCJ_Web12_3_.pdf
61.
LiuD.MitchellT. R.LeeT. W.HoltomB. C.HinkinT. R. (2012). When employees are out of step with coworkers: How job satisfaction trajectory and dispersion influence individual- and unit-level voluntary turnover. Academy of Management Journal, 55, 1360–1380. doi:10.5465/amj.2010.0920
62.
MacCallumR. C.RoznowskiM.NecowitzL. B. (1992). Model modifications in covariance structure analysis: The problem of capitalization on chance. Psychological Bulletin, 111, 490–504. doi:10.1037//0033-2909.111.3.490
63.
MaloneyM. M.JohnsonS. G.Zellmer-BruhnM. E. (2010). Assessing group-level constructs under missing data conditions: A Monte Carlo simulation. Small Group Research, 41, 281–307. doi:10.1177/1046496410363829
64.
MasonC. M. (2006). Exploring the processes underlying within-group homogeneity. Small Group Research, 37, 233–270. doi:10.1177/1046496406288972
65.
MasonC. M.GriffinM. A. (2005). Group task satisfaction: The group’s shared attitude to its task and work environment. Group Organization Management, 30, 625–652. doi:10.1177/1059601104269522
66.
MatzD. C.WoodW. (2005). Cognitive dissonance in groups: The consequences of disagreement. Journal of Personality and Social Psychology, 88, 22–37. doi:10.1037/0022-3514.88.1.22
67.
MeeusenV.van DamK.van ZundertA.KnapeJ. (2010). Job satisfaction amongst Dutch nurse anaesthetists: The influence of emotions on events. International Nursing Review, 57, 85–91. doi:10.1111/j.1466-7657.2009.00763.x
68.
MignonacK.HerrbachO. (2004). Linking work events, affective states, and attitudes: An empirical study of managers’ emotions. Journal of Business and Psychology, 19, 221–240. doi:10.2307/25092897
69.
MoonH.HollenbeckJ. R.HumphreyS. E.IlgenD. R.WestB.EllisA. P. J.. . . EllisA. P. J. (2004). Asymmetric adaptability: Dynamic team structures as one-way streets. The Academy of Management Journal, 47, 681–695. doi:10.2307/20159611
70.
MorgesonF. P.HofmannD. A. (1999). The structure and function of collective constructs: Implications for multilevel research and theory development. Academy of Management Review, 24, 249–265. doi:10.2307/259081
71.
MussweilerT.RuterK.EpstudeK. (2004). The ups and downs of social comparison: Mechanisms of assimilation and contrast. Journal of Personality and Social Psychology, 87, 832–844. doi:10.1037/0022-3514.87.6.832
72.
NesterkinD. A.GansterD. C. (2015). The effects of nonresponse rates on group-level correlations. Journal of Management, 41, 789–807. doi:10.1177/0149206311433853
73.
NisbettR. E.WilsonT. D. (1977). The halo effect: Evidence for unconscious alteration of judgments. Journal of Personality and Social Psychology, 35, 250–256. doi:10.1037/0022-3514.35.4.250
74.
NishiiL. H.LepakD. P.SchneiderB. (2008). Employee attributions of the “why” of HR practices: Their effects on employee attitudes and behaviors, and customer satisfaction. Personnel Psychology, 61, 503–545. doi:10.1111/j.1744-6570.2008.00121.x
75.
O’BoyleE. H.ForsythD. R.O’BoyleA. S. (2011). Bad apples or bad barrels: An examination of group- and organizational-level effects in the study of counterproductive work behavior. Group Organization Management, 36, 39–69. doi:10.1177/1059601110390998
76.
RentschJ. R.KlimoskiR. J. (2001). Why do “great minds” think alike?: Antecedents of team member schema agreement. Journal of Organizational Behavior, 22, 107–120. doi:10.1002/job.81
77.
RogelbergS. G.LuongA.SederburgM. E.CristolD. S. (2000). Employee attitudes surveys: Examining the attitudes of noncompliant employees. Journal of Applied Psychology, 85, 284–293. doi:10.1037/0021-9010.85.2.284
78.
RosseelY. (2012). lavaan: An R package for structural equation modeling. Journal of Statistical Software, 48, 1–36. doi:10.18637/jss.v048.i02
79.
RyanA. M.SchmitM. J.JohnsonR. (1996). Attitudes and effectiveness: Examining relations at an organizational level. Personnel Psychology, 49, 853–882. doi:10.1111/j.1744-6570.1996.tb02452.x
80.
SalancikG. R.PfefferJ. (1978). A social information processing approach to job attitudes and task design. Administrative Science Quarterly, 23, 224–253. doi:10.2307/2392563
81.
SchmidtK.-H.KleinbeckU. (1999). Job Diagnostic Survey (JDS – deutsche Fassung). In DunckelH. (Ed.), Handbuch psychologischer Arbeitsanalyseverfahren. Schriftenreihe Mensch-Technik-Organisation, Band 14 [Handbook of psychological work analysis methods. Publication Series People-Technology-Organization, Vol. 14] (pp. 205–230). Zürich, Switzerland: vdf Hochschulverlag AG.
82.
SchneiderB.GoldsteinH.SmithB. (1995). The ASA framework: An update. Personnel Psychology, 48, 747–773. doi:10.1111/j.1744-6570.1995.tb01780.x
83.
SchriesheimC. A.CastroS. L.CogliserC. C. (1999). Leader–member exchange (LMX)research: A comprehensive review of theory, measurement, and data-analytic practices. The Leadership Quarterly, 10, 63–113. doi:10.1016/S1048-9843(99)80009-5
84.
SmithP.KendallL.HulinC. (1969). The measurement of satisfaction in work and retirement: A strategy for the study of attitudes. Chicago, IL: Rand McNally.
SrivastavaA.LockeE. A.JudgeT. A.AdamsJ. W. (2010). Core self-evaluations as causes of satisfaction: The mediating role of seeking task complexity. Journal of Vocational Behavior, 77, 255–265. doi:10.1016/j.jvb.2010.04.008
87.
StanleyD. J.AllenN. J.WilliamsH. M.RossS. J. (2011). Examining workgroup diversity effects: Does playing by the (group-retention) rules help or hinder?Behavioral Research Methods, 43, 508–521. doi:10.3758/s13428-010-0053-9
88.
StumppT.MuckP. M.HülshegerU. R.JudgeT. A.MaierG. W. (2010). Core self-evaluations in Germany: Validation of a German measure and its relationships with career success. Applied Psychology, 59, 674–700. doi:10.1111/j.1464-0597.2010.00422.x
89.
SulsJ.MartinR.WheelerL. (2002). Social comparison: Why, with whom, and with what effect?Current Directions in Psychological Science, 11, 159–163. doi:10.1111/1467-8721.00191
90.
TangheJ.WisseB.van der FlierH. (2010). The formation of group affect and team effectiveness: The moderating role of identification. British Journal of Management, 21, 340–358. doi:10.1111/j.1467-8551.2009.00656.x
91.
ThielC. E.HillJ.GriffithJ. A.ConnellyS. (2012). Political tactics as affective events: Implications for individual perception and attitude. European Journal of Work and Organizational Psychology, 23, 1–16. doi:10.1080/1359432x.2012.725534
92.
Torre-RuizJ. M. D. L.Aragón-CorreaJ. A.Ferrón-VílchezV. (2011). Job-related skill heterogeneity and action team performance. Management Decision, 49, 1061–1079. doi:10.1108/00251741111151145
93.
Van De VoordeK.van VeldhovenM.PaauweJ. (2014). Relationships between work unit climate and labour productivity in the financial sector: A longitudinal test of the mediating role of work satisfaction. European Journal of Work and Organizational Psychology, 23, 295–309. doi:10.1080/1359432X.2012.729312
94.
Van den BergH.MansteadA. S. R.van der PligtJ.WigboldusD. H. J. (2006). The impact of affective and cognitive focus on attitude formation. Journal of Experimental Social Psychology, 42, 373–379. doi:10.1016/j.jesp.2005.04.009
95.
Van der VegtG. S. (2002). Effects of attitude dissimilarity and time on social integration: A longitudinal panel study. Journal of Occupational and Organizational Psychology, 75, 439–452. doi:10.1348/096317902321119592
96.
VidyarthiP. R.LidenR. C.AnandS.ErdoganB.GhoshS. (2010). Where do I stand? Examining the effects of leader–member exchange social comparison on employee work behaviors. Journal of Applied Psychology, 95, 849–861. doi:10.1037/a0020033
97.
VolmerJ.SonnentagS. (2011). The role of star performers in software design teams. Journal of Managerial Psychology, 26, 219–234. doi:10.1108/02683941111112659
98.
WalterF.BruchH. (2008). The positive group affect spiral: A dynamic model of the emergence of positive affective similarity in work groups. Journal of Organizational Behavior, 29, 239–261. doi:10.1002/job.505
99.
WatsonD.ClarkL. A.TellegenA. (1988). Development and validation of brief measures of positive and negative affect: The PANAS scales. Journal of Personality and Social Psychology, 54, 1063–1070. doi:10.1037/0022-3514.54.6.1063
100.
WeeksJ. (2004). Whining away the hours: Employees’ complaints are often good for morale, particularly when nothing’s done about them. Harvard Business Review, 82, 20–21.
101.
WeggeJ.van DickR.FisherG. K.WestM. A.DawsonJ. F. (2006). A test of basic assumptions of affective events theory (AET) in call centre work. British Journal of Management, 17, 237–254. doi:10.1111/j.1467-8551.2006.00489.x
102.
WeissH.CropanzanoR. (1996). Affective events theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. In StawB. M.CummingsL. L. (Eds.), Research in organizational behavior: An annual series of analytical essays and critical reviews (Vol. 18, pp. 1–74). New York, NY: Elsevier Science/JAI Press.
103.
WeissH.NicholasJ. P.DausC. S. (1999). An examination of the joint effects of affective experiences and job beliefs on job satisfaction and variations in affective experiences over time. Organizational Behavior and Human Decision Processes, 78, 1–24. doi:10.1006/obhd.1999.2824
104.
WhitmanD.van RooyD.ViswesvaranC. (2010). Satisfaction, citizenship behaviors, and performance in work units: A meta-analysis of collective construct relations. Personnel Psychology, 63, 41–48. doi:10.1111/j.1744-6570.2009.01162.x
105.
WrobelM.KrolewiakK.CzarnaA. Z. (2015). Do I mirror your mood if we’re peas in a pod? Similarity and liking in the social induction of affect. The Journal of Social Psychology, 155, 636–649. doi:10.1080/00224545.2015.1047437
106.
ZampetakisL. A.MoustakisV. (2011). Managers’ trait emotional intelligence and group outcomes: The case of group job satisfaction. Small Group Research, 42, 77–102. doi:10.1177/1046496410373627
