Abstract
This study investigated the moderating effect of three forms of organizational commitment (affective, normative, and continuance), and employee positive affect on the relationship between supervisor emotional displays and employee work attitudes. A sample of 204 people selected from the human subjects pool of the California State University, Sacramento Department of Psychology participated in the study. The results showed that supervisor emotional displays (negative and positive) were correlated with turnover cognitions. However, when job satisfaction was controlled, supervisor positive emotional displays negatively predicted turnover cognition, while supervisor negative emotional displays was no longer a predictor of turnover cognitions. None of the moderating effects tested were significant; however, a post-hoc analysis showed support for the mediating effect of affective commitment and normative commitment.