We would thus expect that people who work closely together may acquire similar levels of well-being, for the three kinds of reasons just introduced. Totterdell, Kellett, Teuchmann, and Briner (1998) obtained employees’ ratings of their moods in three occasions each day across w3 or 4 weeks (the duration varied between studies). They found that the trend in employees’ moods across time was significantly linked to the collective mood of the rest of their work team, independent of shared negative work events. Totterdell et. al. (2004) examined organizational networks more widely, finding that affect converged within interacting work groups and the it was more similar between individuals if there was a work tie between them.