Innovativeness is one of the crucial factors allowing companies to grow, and innovative behavior of entrepreneurs is an important source of firm innovativeness and business success. This study aims to better understand self‐regulatory mechanisms stimulating the innovative behavior of entrepreneurs. We have tested the mediation model in which work‐related affect (enthusiasm, comfort, anxiety, and depression) mediates the relationship between work self‐efficacy and innovative behavior. A longitudinal study with three measurement times was conducted on a sample of entrepreneurs–business owners. The mediation analysis with bias‐corrected bootstrapping method confirmed that the relation between work self‐efficacy and innovative behavior of entrepreneurs is mediated by their work‐related positive affect—comfort and enthusiasm—but not by negative affect.

The job‐related affective well‐being measure developed by Warr (1990, J. Occup. Psychol., 63, 193) has been a frequently used tool estimating affect in the work context. The main purpose of this study was to test the measurement invariance of the instrument across cultures and genders. The model with four correlated factors, representing anxiety, comfort, depression, and enthusiasm, had a superior fit compared to alternative models in a sample of 807 employees and was used as the basis of measurement invariance tests. The results of multigroup confirmatory factor analysis showed partial metric invariance across samples of employees from the Netherlands (n = 254), Poland (n = 436), and Spain (n = 207), as well as full scalar invariance across genders (female n = 323; male n = 466). This indicates that cross‐cultural comparisons of relationships between job‐related affect as measured with this instrument and other constructs can be meaningful. Additionally, mean scores on the scales of the instrument can be meaningfully compared across genders, but not across countries. Practitioner points Warr's job‐related affective well‐being measure is a valid and reliable operationalization of four correlated affective dimensions: anxiety, comfort, depression, and enthusiasm. Mean scores on these dimensions can be meaningfully compared across genders, but comparisons of mean scores between countries should be interpreted with caution.

Objectives: The first aim of the study reported in this article was to test the factorial structure of job-related affect in a Polish sample. The second aim was to develop the Polish adaptation of the Warr's job-related affective well-being measure published in 1990, which is designed to assess 4 types of affect at work: anxiety, comfort, depression, enthusiasm. Material and Methods: A longitudinal study design with 2 measurement times was used for verifying the psychometric properties of the Polish version of the measure. The final sample consisted of 254 Polish employees from different professions. Participants were asked to fill in a set of questionnaires consisting of measures capturing job-related affective well-being, mood, and turnover intention. Results: The first step of analysis was to test the theoretically-based structure of the job-related affective well-being measure in a Polish sample. The confirmatory factor analysis revealed that a 4-factor model best describes the structure of the measure in comparison to 5 alternative models. Next, reliability of this measure was assessed. All scales achieved good internal consistency and acceptable test-retest reliability after 2 weeks. Finally, the convergent and discriminant validity as well as the criterion and predictive validity of all job-related affective well-being scales was confirmed, based on correlations between job-related affect and mood as well as turnover intention. Conclusions: The results suggest that the Polish adaptation of Warr's job-related affective well-being measure can be used by scientists as well as by practitioners who aim at assessing 4 types of affective well-being at a work context. Int J Occup Med Environ Health 2018;31(4)

Purpose Based on the self-determination theory and the model of action phases, the present study aims to provide insight into motivational factors that are important for training initiation. It investigates the relations between three types of motivation (intrinsic, extrinsic and amotivation) and training initiation: intention to initiate new training and plan formulation. Design/methodology/approach Data were collected from 155 employees using the Motivation for Training Initiation Scale and the Training Intention and Training Planning Scales. Findings The results of hierarchical regression analyses show that intrinsic and extrinsic motivation are positively, while amotivation is negatively, related to intention to start new training. Intrinsic motivation is a significant predictor of training plan formulation. The stronger is the intention, the more precise are plans to undertake training. Research limitations/implications The cross-sectional study design limits causal conclusions concerning actual training action. This, therefore, encourages the validation of study hypotheses in a longitudinal manner. Practical implications The results offer suggestions on how to foster training initiation taking into account types of motivation. Originality/value The study for the first time combines the model of action phases with the self-determination theory.

The multidimensional measure of the job-related affective well-being developed by Warr (1990) is a frequently used tool estimating affect in the work context. Alternative factorial models of this measure were tested in previous studies. Recently a bifactor model has been proposed as alternative factorial structure recommended for multifaceted constructs. It allows capturing the global aspect of the construct along with the specificity of its subdimensions. We conducted two studies to test a bifactor model on Warr’s measure and to compare it to factor models proposed in earlier studies. This bifactor model identified one general factor in addition to four unique factors. Two studies were conducted among employees (Study 1; N = 869) and entrepreneurs (Study 2; N = 204). Results of both studies corroborate a four correlated factors model as superior to the bifactor model. The model with four unique but correlated factors representing anxiety, comfort, depression, and enthusiasm is a good representation of job-related affective well-being measured by Warr’s instrument, both in a sample of employees and entrepreneurs.