Job emotions and job cognitions as determinants of job satisfaction: The moderating role of individual differences in need for affect

Research has shown that job satisfaction is determined by both cognitions about the job and affect at work. However, findings from basic and applied attitude research suggest that the extent to which attitudes are based on affective and cognitive information is contingent on stable individual differences, in particular need for affect. Based on current conceptualizations of job satisfaction as an attitude toward the job, we hypothesized that job satisfaction depends more on affect and less on cognitions, the higher a person's need for affect is. To test these hypotheses, we conducted two correlational studies (N=194 university employees; N=134 employees from various organizations) as well as an experimental study (N=191 university employees) in which the salience of positive versus negative job cognitions was varied. Results supported our hypotheses. We discuss theoretical and practical implications of these differences in affective and cognitive underpinnings of job satisfaction. •We tested individual differences in cognitive and affective underpinnings of job satisfaction.•Need for affect moderated affective and cognitive underpinnings of job satisfaction.•Job emotions predicted job satisfaction better given high (vs. low) need for affect.•Job cognitions predicted job satisfaction better given low (vs. high) need for affect.•Hypotheses were supported in two correlational studies and an experimental study.