Interference of Mood States at Work with Perceived Performance, Perceived Efficacy, and Perceived Health

Theoretical Backgrounds

As to emotional regulation competencies representing recognition of self and others’ competences, the competences of self management and interpersonal relationship are important factors in controlling mood states at work and in improving the quality of care (QOC). Our studies in the healthcare sectors suggest that a collaboration type of care categorized by two axes, i.e. the axis of group level and the axis of degree of care, plays an important role in improving the quality of team care and also organizational performances in comparison with three other types of care, egoistic, specialist, and bureaucratic types of care (Saito, Murakami, Karashima, 2007). In order to identify the important role of a dynamic collaboration type of care, mood states at work, perceived efficacy and perceived performance were placed as moderators or mediators, and perceived health as a criterion as one of the study hypothetical models in our studies. Our studies in the past suggested that job consciousness, emotional states at work, individual and organizational performances gave critical effects on occupational health status (Saito, Ikeda, Seki.2000, Saito, Konishi, Seki 2000). One of the theoretical images is illustrated in Figure1. This article describes classification of mood state at work, and the relation of mood state at work with perceived performance, perceived self-efficacy and perceived health status, and finally covariance structure model analyzed by using three variables, interpersonal communication, job demand and job control. The evidence provided in this chapter is very useful and gives some clues when preparing knowledge management process in the workplaces.

Figure 1.

Hypothetical model of the relation between work environment and perceived health moderated or mediate by mood state work, self-efficacy and perceived health