Researchers have begun to study the affective component of attitudes. The reflective component of an attitude reflects our feelings and emotions. Managers once believed that emotions and feelings varied from day to day among people, now research suggests that, while some short-term fluctuations occur, there are also underlying predispositions toward quite moods and emotional states. constant and predictable. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essay People have two degrees of affectivity. The two degrees are positive and negative. Positive affectivity means they are more upbeat and upbeat, have a general sense of well-being, and usually see things in a positive light. This always makes them seem in a good mood. Research suggests that positive affectivity plays a role in entrepreneurial success. Negative affectivity is the opposite of positive affectivity. People with this affectivity are usually more dejected and pessimistic and see everything in a negative way. They are seen as always in a bad mood. The two types of affectivity can manifest themselves in the short term. People with a lot of positive affect, for example, might still be in a bad mood if they receive bad news. Someone with negativity may be in a good mood if they receive good news. After the initial impact of these events wears off, they will return to their normal self. Research has been conducted to show the role of positive affectivity in the workplace. Seth Kaplan, Joseph Nicholas Luchman, and Jill C. Bradley-Geist have conducted research on how positive affectivity impacts job performance. Although interest regarding the role of dispositional affectivity in work behaviors has increased in recent years, the true extent of affectivity's influence remains unknown. To address this issue, they conducted a qualitative and quantitative review of the relationships between positive and negative affectivity and various dimensions of performance. Their research had three objectives. First, they sought to quantify the extent to which affective traits influence workplace behaviors. Second, they investigated the role of three psychological mechanisms that are hypothesized to mediate the relationships between affect and workplace behavior. Finally, they examined whether the impact of affective traits on task performance is distinct from that of the empirically related traits of extraversion and neuroticism. Their research was very interesting. Positive and negative affectivity have some effect on job performance. People with higher positive affectivity are more likely to do a good job than someone with high negative affectivity. The finding that positive affectivity and negative affectivity influence performance implies that organizational attempts to improve worker well-being and performance should involve both minimizing negative emotions such as stress and anxiety and promoting positive ones. like excitement and enthusiasm. They also found that the type of affect can influence how a worker views his or her job performance. Someone with high positive affectivity may overestimate their success while people with high negative affectivity may consider themselves bad workers. They also concluded that affectivity is not directly related to extraversion and neuroticism. They said this research may not be useful in all work contexts, but it can still be useful for increasing productivity, 125(1), 3-30.