手法を比較

	Team Mental Models	Affective Events Theory
分野	組織行動論	組織行動論
系統	Process / pipeline	Process / pipeline
提唱年	2000	1996
提唱者	Janis Cannon-Bowers & Eduardo Salas; John Mathieu et al.; Leslie DeChurch & Jessica Mesmer-Magnus	Howard Weiss & Russell Cropanzano
種類	Team-cognition elicitation and scoring pipeline	Theoretical framework linking workplace events, affect, and behavior
原典	Mathieu, J. E., Heffner, T. S., Goodwin, G. F., Salas, E., & Cannon-Bowers, J. A. (2000). The influence of shared mental models on team process and performance. Journal of Applied Psychology, 85(2), 273-283.	Weiss, H. M., & Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. Research in Organizational Behavior, 18, 1-74. ISBN: 9781559389389
別名	Shared Mental Models, TMM, SMM, Team Cognition Measurement	AET, Weiss-Cropanzano Affective Events Framework, Affective Events Framework, Events-Affect-Behavior Model
関連	3	3
概要	Team mental models are the shared, organized knowledge structures that allow team members to coordinate without constant explicit communication. The concept was articulated by Janis Cannon-Bowers, Eduardo Salas, and Charles Converse in 1993, who proposed that effective teams hold compatible representations of both the task they perform and the way they work together. Measuring these representations is a distinctive methodological challenge: Mathieu, Heffner, Goodwin, Salas, and Cannon-Bowers' 2000 study showed how to elicit each member's mental model, represent it as a network of concept relations, and quantify how shared and how accurate those models are, then linked sharedness to team process and performance. DeChurch and Mesmer-Magnus' 2010 meta-analysis consolidated the evidence that team cognition robustly predicts team effectiveness. The approach forms a pipeline from elicitation through network representation to convergence scoring and outcome prediction.	Affective Events Theory (AET) is the macro framework that reoriented organizational research toward emotions and the events that cause them. Proposed by Howard Weiss and Russell Cropanzano in 1996, it argues that features of the work environment give rise to discrete events — daily hassles and uplifts — that trigger affective reactions, and that these momentary emotions, not just stable attitudes, drive how people behave at work. The theory's central insight is to distinguish affect-driven behaviors, which flow directly from emotional states, from judgment-driven behaviors, which flow from evaluative attitudes like job satisfaction. It also positions dispositions, such as trait affectivity, as shaping how strongly people react to events. Weiss and Beal's 2005 reflection clarified the theory's structure and its methodological demands, especially the need for within-person, over-time data. AET supplied the conceptual rationale for the experience-sampling and diary revolution in organizational behavior.