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Research on group affective tone has largely neglected the role of within- group dispersion in the members' experience of group affective tone. We propose that dispersion in group affective tone not only exists, but that it has important individual and group level consequences. We hypothesize that disparities between the individual and the group in their experience of group affective tone will be associated with withdrawal from the group, manifested by higher turnover intentions and lower proactive behavior. We further propose that group level dispersion in the group affective tone moderates its relationship to group performance. We tested the proposed relationships using a sample of South Korean customer representatives (N= 606) in 44 work groups. The results supported the hypotheses for negative affect in the individual level, and positive affect in the group level. Disparity in negative affective tone was associated with less prosocial behavior and higher turnover intentions even when the individual experienced lower negative affective tone than the group. Dispersion in positive affective tone weakened the positive relationship between positive affective tone and group performance. [ABSTRACT FROM AUTHOR]

Of the myriad of personality traits relevant to the workplace, conscientiousness has been shown to be one of the most robust predictors of employee performance across job settings. Recent findings suggest that there are two dimensions of conscientiousness, namely, duty and achievement striving, which represent distinct motivational orientations and operate differently to influence performance. The current study investigates the circumstances in which these facets may predict different behavior and have opposing influences on performance. Specifically, we propose that duty and achievement striving are activated by different cues such that they motivate effort in different directions. In two laboratory experiments, we demonstrate that normative and achievement-striving cues motivate competing aspects performance, namely, quality and quantity of performance. [ABSTRACT FROM AUTHOR]