This study examines the mediating role of affective and continuance commitment in the relationship between pay satisfaction and voluntary turnover, and the moderating role of negative affectivity. Drawing from data collected at two points in time from a sample of human resource management professionals (N = 509), we found that affective and continuance commitment mediated the negative relationship of pay satisfaction to turnover. Moreover, pay satisfaction’s indirect negative relationship with turnover via affective commitment was weaker among respondents high in negative affectivity, while its indirect negative relationship with turnover via continuance commitment was stronger among those with high negative affectivity. Finally, the residual negative relationship of pay satisfaction to turnover was stronger at high levels of negative affectivity. We discuss the implications of this study for our understanding of the role of affective commitment, continuance commitment and negative affectivity in the pay satisfaction–turnover relationship.

Purpose: The purpose of this paper is to investigate the impact of various commuting modes on stress and mood upon arrival at work.Design/methodology/approach: Data on stress and mood were collected after 123 employees arrived at work by bike, car, or public transit. In order to account for the natural fluctuation of stress and mood throughout the day, the assessment of the dependent variables was made within the first 45 minutes of arrival at work.Findings: As hypothesized, those who cycled to work were less stressed than their counterparts who arrived by car. However, there was no difference in mood among the different mode users.Practical implications: A lower level of early stress among cyclists offers further evidence for the promotion of active commute modes.Originality/value: This study underscores the importance of being sensitive to time-based variations in stress and mood levels when investigating the impact of commute modes.

Organizations strive to motivate employees to thrive at work. However, employees’ motivation is likely to vary over a short period (e.g., a few months) to cope with the routine dynamics of organizations’ activities. These motivation dynamics covary with employees’ affective, cognitive, and behavioral outcomes in the workplace. Moreover, employees’ psychological health, a multidimensional concept focused on the individual’s well/ill-being simultaneously, changes over time. Using the integrated theoretical frameworks of self-determination theory (SDT) and the hierarchical model of self-determined motivation (H-SDT), this research sought to examine the motivational changes following the dual-path model. In particular, this work sought to unpack the temporal dynamics in employees’ subjective well/ill-beings predicted by the changes in basic needs satisfaction/frustration through autonomous/controlled motivation, while considering the characteristics of people’s general causality orientations (trait-level motivation). Over four months, longitudinal field data were collected from the employees in several private small businesses in the consumer product retail industry. Latent growth modeling (LGM) results supported the positive dual relations between the changes in employees’ psychological health and basic psychological needs satisfaction/frustration, but neither the changes of autonomous/controlled work motivation nor the indirect change paths via autonomous/controlled work motivation were significant. Finally, we discussed the theoretical and practical implications of the findings. Limitations and possible future research directions to further this line of research on the dynamic of work motivation were also summarized.