Purpose: Numerous studies have focused on the effect of motivation on performance in the workplace. The purpose of this paper is to evaluate the somewhat overlooked role of positive and negative emotions as potential mediators of this critical association. Design/methodology/approach: The longitudinal study employed multilevel modeling for assessing the effects of motivation, emotions and work satisfaction on job performance. In total, 116 respondents provided 1,044 responses at nine consecutive measurement points. Findings: Findings indicated that positive emotions and job satisfaction mediate the positive association between autonomous motivation and performance. Concurrently, negative emotions and decreased job satisfaction mediated the negative associations between controlled motivation and job performance. Research limitations/implications: The results address only the within-subject and between-subject analysis of temporal variations in emotions and behavior. Future studies can include higher levels of analysis, such as group, team and organizational contexts. Originality/value: This research contributes to self-determination theory by highlighting the role of emotions in understanding how motivation shapes workplace performance.

Research has shown that individual differences in adult attachment predict several organizational outcomes. However, little is known about the mechanism that underlies these associations. The current study examines whether self-compassion can serve as a potential mediator explaining the associations between individual differences in attachment and organizational outcomes. Four outcome measures were evaluated: job performance (HPQ; Kessler et al., 2003), organizational citizenship behaviors (OCB) (Goodman and Svyantek, 1999), turnover intentions (Abrams et al., 1998), and emotional exhaustion (Schaufeli et al., 1996). In addition, participants (N = 202, response rate 81%) also completed several questionnaires assessing attachment style (ECR; Brennan et al., 1998) and self-compassion (SCS; Neff, 2003). Using structural equation modeling (SEM) for testing the research hypotheses, the hypothesized model was supported, with self-compassion mediating the relationship between attachment styles and all four work-related outcomes. The research findings suggest that self-compassion can provide a solid mechanism for understanding organizational outcomes and for understanding individual differences related to attachment functioning in the workplace.

One of the significant features of the recent lockdown caused by the coronavirus 2019 coronavirus pandemic was the lengthy period of uncertainty that accompanied it. The present study examined a moderated model that links conditions of uncertainty with psychological distress during the coronavirus 2019 lockdown. Married parents in Israel (N = 186), all of whom were working at home during the lockdown, completed several measures, including those assessing intolerance of uncertainty (IU), psychological distress, dispositional optimism, and work arrangements at home. Data analysis supported the association between IU and psychological distress. Two additional measures, optimism and work schedule, were found to act as moderators. Whereas optimism buffered IU's negative ramifications, the inability to schedule proper work arrangements at home during the lockdown comprised a risk factor for IU and psychological distress. Findings suggest that IU is associated with psychological distress. Theoretical and practical ramifications of the study findings are presented. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Recently, there has been growing interest in how individual differences in FOMO affect personal and individual outcomes. However, there is a lack of understanding regarding the impact of FOMO in the workplace. The current study examined whether individual differences in fear of missing out (FOMO) affect employee job performance. This was accomplished by investigating the mediating role of burnout and social media engagement (SME). Furthermore, we also examined whether amotivation moderates the mediation process. Data were gathered from 214 Israeli employees by using the following scales: Fear of Missing Out (FOMOs), Burnout, Social Media Engagement (SME), Multidimensional Work Motivation (MWMS), and Job Performance. The results indicated that individual differences in FOMO are associated with relatively low levels of job performance. The relationship is mediated by burnout but not by SME. Amotivation was found to moderate the mediation effect of burnout. Interpretation of these results and practical implications are discussed.

After the COVID-19 virus was officially declared a pandemic on March 11, 2020, the Israeli government adopted lockdown restrictions to limit its spread. The purpose of the present article is to examine the impact of this disturbing environment on Israeli women. Specifically, we examined whether fear of the virus would impact the women’s distress symptoms, self-rated health (SRH), and marital satisfaction. A total of 130 Israeli married women with children completed the survey during the lockdown restrictions period. All participants reported that their children were living with them during the lockdown, and that no one had been infected by the virus. The results indicated that fear of COVID-19 was negatively associated with SRH as well as marital satisfaction, and positively associated with psychological distress. In addition, psychological distress mediated the link between fear of COVID-19 and both SRH and marital satisfaction. To mitigate similar negative consequences in the future, it is suggested that interventions should focus on the way the crisis is presented in the public domain. In addition, further research is recommended to identify the various indirect consequences of the COVID-19 pandemic on psychological, physical, and relational aspects among women.

The aim of this study was to obtain better insight into the associations between attachment styles and employees’ life satisfaction. This was achieved by examining the mediating roles of burnout and job satisfaction. Three hundred and thirty-nine employees, from a convenience community sample, participated in the current study. Results of the mediation model indicated that the associations between avoidance and life satisfaction were mediated by burnout and job satisfaction. However, the associations between attachment anxiety and life satisfaction were mediated by burnout but not by job satisfaction. Theoretical and practical implications for organizations and for attachment theory at work are discussed.