Access Type

Open Access Dissertation

Date of Award


Degree Type


Degree Name




First Advisor

Boris B. Baltes


Given the recent interest in the organizational literatures on the topic of workplace aggression and other acts of counterproductive work behavior (CWB), coupled with the interest in how affect and emotions influence organizational behavior, this study aimed to integrate these two themes to test how mood, personality, and factors relating to one's job influence a person's propensity to engage in acts of CWB. This study contributes to the extant literature in several ways. First, this is one of only a handful of studies that examines the relationship between momentary moods and counterproductive work behaviors using an experience sampling methodology. Second, this study includes two personality variables which are rarely examined in the organizational literatures, affect intensity and dispositional happiness. Third, this study adds to the current literature on how moods affect organizational behavior in that the present study examines both the hedonic tone and the activation dimensions of mood using the circumplex model of moods and emotions as a guiding framework. The sample consisted of one hundred and fourteen employees and students at a large Midwestern university. Participants completed short self-report questionnaires three times daily for two weeks, in addition to an initial demographic questionnaire. Data were analyzed using hierarchical linear modeling (HLM; Raudenbush & Bryk, 2002). Results revealed that all momentary variables varied both within- and between-persons. Individual factors (i.e., personality, mood) were more predictive of CWBs than situational factors (i.e., job demands, work events) in the present study. Broadly, individuals were less likely to engage in CWBs when they were in positive moods. There were several unanticipated findings. Notably, individuals in activated mood states were less likely to engage in acts of counterproductive work behavior, and individuals in unactivated unpleasant (i.e., bored) mood states were more likely to engage in acts of counterproductive work behavior. While mood occasionally was related to subsequent perceptions of work events, more evidence was found that work events influenced subsequent mood states. In addition, positive work events indirectly decreased CWBs by increasing activated mood states. Implications of these findings and suggestions for future research are discussed.