About
39
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Introduction
Associate Profesor of Organizational Behavior at the Business School, Universidad Adolfo Ibañez, Chile
Doctor in Work and Organizational Psychology from The University of Sheffield, Institute of Work Psychology, United Kingdom and Bachelor in Psychology from Pontificia Universidad Católica de Chile.
My research is about the affective experience at work in relation to creativity and innovation in organizations.
Current institution
Additional affiliations
November 2013 - December 2014
Publications
Publications (39)
Affective presence is a novel personality construct that describes the tendency of individuals to make their interaction partners feel similarly positive or negative. We adopt this construct, together with the Input-Process-Output model of teamwork, to understand how team leaders influence team interaction and innovation performance. In two multiso...
Affective presence is a novel, emotion-related personality trait, supported in experimental studies, concerning the extent to which a person makes his or her interaction partners feel the same way (Eisenkraft & Elfenbein, 2010). Applying this concept to an applied teamwork context, we proposed that team-leader-affective presence would influence tea...
Leader affective presence is the tendency of leaders to elicit feelings that are consistent among other individuals, and has been supported as a relevant personality trait for understanding teamwork. Drawing on a model that integrates personality and emotion regulation, this study aimed to expand research on affective presence by proposing team mem...
Interpersonal emotion regulation is an important psychological function in social behaviour. However, this construct has still been scantly explored in work psychology and organizational settings, meaning that the effects of interpersonal emotion regulation on core aspects of work performance are as yet unknown. Thus, our article seeks to provide i...
Affective Presence refers to the consistent and stable feelings that an individual tends to leave in their interaction partners. Expanding previous research on the application of affective presence to individuals in the role of leaders in teams, in this study, I examine whether leaders’ feedback behavior is related to the emergence of their affecti...
Recent research in organizational behavior has begun to focus on the role of daydreaming in the workplace, which refers to the spontaneous shift of attention from the external environment to internally generated thoughts. Emergent research suggests that daydreaming evolving from cognitive demands at work may serve as a precursor to creativity. Howe...
Introduction
The massive implementation of teleworking during the COVID-19 pandemic highlighted its advantages for employees and organizations. Afterwards, transitioning back to the office, some companies are considering hybrid arrangements to sustain the positive effects of teleworking on job performance. This study, performed during the COVID-19...
Whether and how affect is related to creativity is a central inquiry in work and organizational psychology. Research has demonstrated that, in general, both positive and negative feelings have the potential to foster the development of novel ideas in the workplace. Nevertheless, drawing on core affect theory, we argue that in addition to affective...
Workplace meetings are often used to help accomplish individual, group, team, and organizational goals. Despite the relatively common occurrence of meeting lateness in U.S.-American samples, less is known regarding other cultural contexts. Following Conservation of Resources theory, we expect that employees from different cultures should experience...
Leader affective presence, the tendency of leaders to consistently evoke feelings in team members, has gained prominence in the context of leadership and teamwork. However, prior research lacks a comprehensive theoretical framework, focuses on limited team processes, and relies mainly on cross sectional designs to study this construct. Building upo...
The Cambridge Handbook of Creativity and Emotions provides a state-of-the-art review of research on the role of emotions in creativity. This volume presents the insights and perspectives of sixty creativity scholars from thirteen countries who span multiple disciplines, including developmental, social, and personality psychology; industrial and org...
The Cambridge Handbook of Creativity and Emotions provides a state-of-the-art review of research on the role of emotions in creativity. This volume presents the insights and perspectives of sixty creativity scholars from thirteen countries who span multiple disciplines, including developmental, social, and personality psychology; industrial and org...
The influence of positive affect on creativity at work is well established in the organizational psychology literature, but evidence about whether creativity predicts positive affect still remains ambiguous, with some studies showing a positive but others a null effect. We address these issues arguing that novel idea implementation, but not idea ge...
Recent research has shown that leader interpersonal emotion regulation is a relevant process for fostering desirable work outcomes. Expanding knowledge on this stream of research, here we argue that to have a complete view of the influence of leader interpersonal emotion regulation, the motives underlying the regulation behavior, namely, egocentric...
Meeting lateness—that is, meetings starting past the pre-scheduled time—can be viewed as a disruption to the temporal pacing of work. Previous research in the United States indicates that late meetings produce less optimal outcomes, but empirical insights concerning the extent to which experiences of meeting lateness are similar or different across...
Mind-wandering is a psychological process involving the emergence of spontaneous thoughts in daily life. Research has shown that mind-wandering influences diverse psychological outcomes; however, less is known about possible individual differences that may drive mind-wandering. In this study, we argue that personality traits, expressed in neurotici...
The psychological work environment is composed of both stressful and motivational work conditions at different levels of analysis. However, most relevant theory and research lack an integrative conceptualization and appropriate instrumentation to account for this work context structure. These limitations are particularly present in non-mainstream p...
Job satisfaction is a core variable in the study and practice of organizational psychology because of its implications for desirable work outcomes. Knowledge of its antecedents is abundant and informative, but there are still psychological processes underlying job satisfaction that have not received complete attention. This is the case of employee...
Promotive voice is an essential behavior in today’s organizations to facilitate improvements and make constructive changes in the way that work is conducted. Expanding previous research on the individual drivers of voice behavior in organizations, and drawing on theory about emotion regulation, I propose that speaking out with ideas at work is a fu...
Much has been written about the liabilities of mind wandering in the workplace. Given its prevalence, however, mind wandering may carry underappreciated benefits—especially with respect to creativity. Examining this possibility, we hypothesize that mind wandering involving imaginative thoughts, also known as “daydreams,” has the potential to spur c...
Interpersonal emotion regulation (IER) refers to the actions of influencing other people’s feelings. We apply this construct to the context of leadership to determine whether leader IER may explain followers’ performance. Drawing on emotions-as-social-information theory, we argue that leader strategies to improve or worsen followers’ feelings would...
La divagación mental (mind wandering) es un proceso cognitivo a través del cual las personas desatienden la tarea que están directamente realizando y se pierden en sus pensamientos. Como parte de este constructo, el soñar despierto (daydreaming) corresponde a la divagación en la que el individuo imagina situaciones, las que podrían o no ocurrir en...
Job resources are essential for superior performance. Focusing on innovation, we examine how and for whom the job resource of time control is related to the implementation of novel ideas in the workplace. Drawing on the job demands‐resources model and affect‐as‐information theory, we propose that positive affect explains how the association of time...
La presencia afectiva es un rasgo de personalidad recientemente descrito en la literatura psicológica, que se refiere a la tendencia de una persona focal de elicitar de forma consistente las mismas emociones entre los compañeros de interacción.
Purpose: Psychological capital is a set of personal resources comprised by hope, efficacy, optimism, and resilience, which previous research has supported as being valuable for general work performance. However, in today's organizations a multidimensional approach is required to understanding work performance, thus, we aimed to determine whether ps...
Employees can help to improve organizational performance by sharing ideas, suggestions, or concerns about practices, but sometimes they keep silent because of the experience of negative affect. Drawing and expanding on this stream of research, this article builds a theoretical rationale based on core affect and cognitive appraisal theories to descr...
Emotions are central to the leadership process. According to Humphrey (2002), emotions are pertinent to leadership in four main ways: (i) there are certain emotion-related traits necessary for effective leadership; (ii) managing emotions is an important behavior in the leadership process; (iii) leaders’ emotional displays influence followers’ perce...
Affective states have become a central topic of interest in research on organizational behavior.
Recently, scholars have been paying more detailed attention to the proposals of the Valence and
Arousal Circumplex Model (Russell, 1980) in order to gain a finer grained understanding of job-related
affect. However, the limited availability of well-v...
This article proposed and tested a multilevel and interactional model of individual innovation in which weekly moods represent a core construct between context, personality, and innovative work behavior. Adopting the circumplex model of affect, innovative work behavior is proposed as resulting from weekly positive and high-activated mood. Furthermo...
This thesis aims to theorise and examine whether moods stimulate innovative work behaviour. The latter comprises a construct denoting the generation, promotion and realisation of novel ideas, oriented to benefiting the effectiveness and well-being of an organisation. Over time, organisational behaviour scholars have described individual and context...
Questions
Question (1)
Today, there is a wide agreement that affect, such as emotions and moods, is a very valuable psychological process to understand cognition and behaviour at work. Discrete emotions are intense and short-lived affective reactions (seconds, minutes) toward an specific object (e.g. fear to be fired or happy for being rewarded). Mood, in turn, are mild and long-lasting (unfolding over days and weeks) without an explicit object (e.g. feeling enthusiastic or anxious). Moods have a causal object, but people are often unaware about it. Drawing on this, should discrete emotions or moods be a more relevant concern for organizational behavior practitioners?
