Editing Emotion (section)

=== Affective Events Theory (AET) ===
The [[Affective events theory|Affective Events Theory]] (AET)<ref>Weiss HM, Cropanzano R. (1996). Affective events theory: a theoretical discussion of the structure, causes and consequences of affective experiences at work. ''Research in Organizational Behavior'' 8: 1±74</ref> is a psychological theory that focuses on the role of workplace events in shaping employees' emotions, attitudes, and behaviors in the context of their job. This theory was developed by organizational psychologists Howard M. Weiss and Russell Cropanzano in the late 1990s. AET primarily concerns itself with how emotional experiences at work can impact job satisfaction, performance, and other outcomes.

Key concepts and principles of the Affective Events Theory include:

# '''Affective Events''': AET centers on "affective events", which are specific events or occurrences in the workplace that trigger emotional responses in employees. These events can be positive (e.g., receiving praise or a promotion) or negative (e.g., conflicts with coworkers or work-related stressors).
# '''Emotion Generation''': The theory suggests that these affective events generate emotions in employees. These emotions can be either discrete (specific emotions like happiness, anger, or sadness) or general mood states (e.g., feeling generally positive or negative).
# '''Emotion-Driven Outcomes''': AET posits that emotions generated by affective events at work have consequences for employee attitudes and behaviors. For example, positive emotions may lead to increased job satisfaction, improved performance, and greater commitment to the organization, while negative emotions might result in reduced job satisfaction and increased turnover intentions.
# '''Moderating Factors''': AET recognizes that individual and situational factors can moderate the relationship between affective events and outcomes. Personal characteristics, job roles, and organizational culture can influence how employees respond to affective events.
# '''Feedback Loop''': The theory also suggests that there can be a feedback loop where the emotional reactions of employees influence their perceptions of subsequent events. In other words, an employee's emotional state may color their perception of future events and experiences in the workplace.
# '''Time Lag''': AET acknowledges that the effects of affective events may not be immediate and can manifest over time. The theory allows for the consideration of both short-term and long-term emotional influences on employees.

AET has been influential in the field of organizational psychology and has helped shed light on how workplace events can have a significant impact on employee well-being and organizational outcomes. It highlights the importance of understanding and managing the emotional experiences of employees in the context of their work.