atisfaction and mood and emotions. The six hypotheses include the following: “1) Mood and positive and negative emotions while working will be significantly related to overall job satisfaction. 2) Mood and emotion measures will be more strongly related to the Faces scale of overall job satisfaction than the Job In- General Scale and the Facet-free Job Satisfaction Scale. 3) Satisfaction with the work itself will be the facet which is most strongly correlated with mood and emotions while working. Satisfaction with pay and promotion will be the facets least strongly related to mood and emotions while working. 4) Positive and negative emotion measures will each contribute unique variance to the prediction of overall job satisfaction. 5) Affect measures will contribute to the prediction of overall job satisfaction above and beyond the contribution of facet measures of satisfaction. 6) Frequency of experiencing net positive emotion will be a better predictor of overall job satisfaction than will intensity of positive emotion when it is experienced, (Fisher, 2000).” In the Fisher (2000) there were 125 employed adults from 65 different organizations to participate in the study. Each participant completed questionnaires to determine affective experiences at work. Experience sampling methodology was used to find around 50 reports of immediate mood and emotions over a two week period. The results from the Fisher (2000) study indicated that all the hypotheses were supported to a certain extent. Real time affect is correlated to overall satisfaction, but it is not the exact same as satisfaction. Moment to moment affect is more intensely correlated to a faces of measure of satisfaction than to more verbal measures of satisfaction. In the Fisher (2000) study, the results suggested that positive and negative emotions both have a profound effect in predicting overall satisfaction. In conclusion, affect while working is a...
