Daily Fluctuations in Work Engagement

2014 ◽  
Vol 19 (4) ◽  
pp. 227-236 ◽  
Author(s):  
Arnold B. Bakker
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Research Evidence ◽  
Organizational Outcomes ◽  
Reciprocal Relationship ◽  
Proactive Behavior ◽  
Negative Events ◽  
Daily Work ◽  
Work Pressure ◽  
Diary Research

This article presents an overview of the literature on daily fluctuations in work engagement. Daily work engagement is a state of vigor, dedication, and absorption that is predictive of important organizational outcomes, including job performance. After briefly discussing enduring work engagement, the advantages of diary research are discussed, as well as the concept and measurement of daily work engagement. The research evidence shows that fluctuations in work engagement are a function of the changes in daily job and personal resources. Particularly on the days that employees have access to many resources, they are able to cope well with their daily job demands (e.g., work pressure, negative events), and likely interpret these demands as challenges. Furthermore, the literature review shows that on the days employees have sufficient levels of job control, they proactively try to optimize their work environment in order to stay engaged. This proactive behavior is called job crafting and predicts momentary and daily work engagement. An important additional finding is that daily engagement has a reciprocal relationship with daily recovery. On the days employees recover well, they feel more engaged; and engagement during the day is predictive of subsequent recovery. Finding the daily balance between engagement while at work and detachment while at home seems the key to enduring work engagement.

scholarly journals Crafting an Interesting Job: Stimulating an Active Role of Older Workers in Enhancing Their Daily Work Engagement and Job Performance

2020 ◽  
Vol 6 (3) ◽  
pp. 165-174 ◽  
Author(s):  
Dorien T A M Kooij ◽  
Helen Nijssen ◽  
P Matthijs Bal ◽  
Daphne T F van der Kruijssen
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Older Workers ◽  
Active Role ◽  
Job Crafting ◽  
Daily Work ◽  
Daily Diary Study ◽  
Work Pressure ◽  
Psychology Literature

Abstract Since workforces are aging rapidly worldwide, older workers need to work longer. Therefore, this study investigated active ways through which older workers shape their job to age successfully at work. We build on the lifespan psychology literature and the activation hypothesis to argue that activating workdays, characterized by high work pressure and high autonomy, stimulate older workers to engage in job crafting behaviors aimed at making their jobs more interesting (i.e., interests crafting) rather than in job crafting behaviors aimed at lowering their work pressure (i.e., work pressure crafting). Interests crafting in turn enhances the work engagement and job performance of older workers. We conducted a daily diary study among 128 older workers and found that activating workdays were indeed positively associated with daily interests crafting, and that daily interests crafting was positively related to daily work engagement and daily job performance. In contrast, we found that although daily work pressure was positively associated with daily work pressure crafting, an activating workday was not, and engaging in work pressure crafting was negatively associated with daily work engagement and job performance. These results demonstrate that older workers can be stimulated daily to engage in effective job crafting behaviors to make sure that they are motivated and productive members of the workforce.

Work Engagement and Research Output Among Female and Male Scientists

2016 ◽  
Vol 15 (2) ◽  
pp. 55-65 ◽  
Author(s):  
Lonneke Dubbelt ◽  
Sonja Rispens ◽  
Evangelia Demerouti
Keyword(s):  
Work Engagement ◽  
Research Output ◽  
Research Performance ◽  
Daily Work ◽  
Time Control ◽  
Science Technology ◽  
And Performance ◽  
And Mathematics ◽  
Number Of Publications ◽  
The Relationship

Abstract. Women have a minority position within science, technology, engineering, and mathematics and, consequently, are likely to face more adversities at work. This diary study takes a look at a facilitating factor for women’s research performance within academia: daily work engagement. We examined the moderating effect of gender on the relationship between two behaviors (i.e., daily networking and time control) and daily work engagement, as well as its effect on the relationship between daily work engagement and performance measures (i.e., number of publications). Results suggest that daily networking and time control cultivate men’s work engagement, but daily work engagement is beneficial for the number of publications of women. The findings highlight the importance of work engagement in facilitating the performance of women in minority positions.

scholarly journals Leading for Whom? Teaching-Research Officers’ Role Perception and Work Engagement in Chinese Mainland

2021 ◽  
pp. 209653112110093
Author(s):  
Wei Shen ◽  
Hongmei Ma
Keyword(s):  
Education Reform ◽  
Teacher Development ◽  
Work Engagement ◽  
Work Experience ◽  
Work Role ◽  
Role Perception ◽  
Daily Work ◽  
Subjective Perceptions ◽  
International Perspectives ◽  
Teaching Research

Purpose: The purpose of this article is to analyze both teaching-research officers (TROs)’ role perceptions and work engagement, figuring out how their competing roles balanced to ensure continued work engagement and which roles are greater benefits to the community and educational reform. Design/Approach/Methods: The study employs questionnaire which is composed of inventory of work role requirements and the Utrecht Work Engagement Scale, to investigate TROs’ role perception, work engagement, and their relationship. Findings: TROs’ work experience had a complicated relationship with their work engagement. The two strands of the TRO’s role orientation co-existed within their daily work and strengthened each other through exerting effects on the dedication and absorption aspects of work engagement. However, TROs concerned with teacher development displayed higher work engagement than those who put a greater emphasis on policy implementation. Originality/Value: The study contributes to current research in three respects. First, it bridges the macro-level trend of education reform with microlevel role internalization of individuals. Second, it broadens our understanding of work engagement by linking it with the subjective perceptions of one’s work role. Finally, this Chinese case is expected to enrich international perspectives on teacher leaders in the context of top-down districtwide instructional reform.

Positive organizational scholarship in healthcare: The impact of employee training on performance, turnover, and stress

2019 ◽  
pp. 1-20
Author(s):  
Şenay Sahil Ertan ◽  
Harun Şeşen
Keyword(s):  
Job Performance ◽  
Turnover Intentions ◽  
Elderly Care ◽  
Employee Training ◽  
Organizational Outcomes ◽  
Workplace Stress ◽  
Equation Modeling ◽  
Positive Organizational Scholarship ◽  
Organizational Scholarship ◽  
The Relationship

AbstractBased on positive organizational scholarship in healthcare, this study examined the relationships between four dimensions of employee perception of training: workplace stress, organizational outcomes, job performance, and turnover intentions. We hypothesized that employee training perception would have a negative relationship with workplace stress and that stress would mediate the relationship between employee training perception, job performance, and turnover intentions. We obtained data on 317 elderly-care workers in Northern Cyprus and analyzed it using structural equation modeling. Employee training perception was negatively related to workplace stress, and stress was negatively related to job performance and positively related to turnover intention. In line with Job Demand-Resource theory (JD-R), workplace stress partially mediated the relationship between employee training perception and organizational outcomes. The study contributes to the literature by confirming that elderly-care organizations that provide training opportunities for employees can reduce workplace stress, build organizational strengths, and facilitate positive outcomes.

Cognitive and affective predictors of occupational stress and job performance: the role of perceived organizational support and work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ana Junça Silva ◽  
Cannanda Lopes
Keyword(s):  
Job Performance ◽  
Occupational Stress ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Future Research ◽  
Cross Sectional ◽  
Content Type

PurposeThis study aimed to (1) analyze whether the perceived organizational support (POS) was a significant predictor of performance and stress and (2) explore the mediating role of engagement in these relations.Design/methodology/approachTo test the hypotheses, the authors collected data with 200 working adults in a mandatory quarantine due to COVID-19 pandemic crisis.FindingsThe results showed that the POS contributed to increase engagement, and consequently, job performance. These relations also proved to be significant for stress, because when the POS increased, the work engagement also increased, and as a result decreased occupational stress.Research limitations/implicationsThis study relied on a cross-sectional design. Therefore, future research should consider a daily design to replicate this study and analyze daily fluctuations. Overall, the authors can conclude that work engagement is an affective process through which POS decreases stress and increases performance.Originality/valueThis study tests the mediating effect of work engagement on the link between POS, stress and performance, and its theoretical and practical implications of these findings are discussed.

Understanding the social media interactivity paradox: the effects of social media interactivity on communication quality, work interruptions and job performance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xiangyu Liu ◽  
Bowen Zheng ◽  
Hefu Liu
Keyword(s):  
Social Media ◽  
Job Performance ◽  
Organizational Outcomes ◽  
Survey Study ◽  
Communication Quality ◽  
Media Dependency ◽  
Content Type ◽  
Work Interruptions ◽  
The Social ◽  
Use Of Social Media

PurposeAlthough social media is widely used for organizational communication, studies have begun to show its controversial effects on job performance in the workplace. To investigate these effects, this study developed a conceptual framework for how social media interactivity affects communication quality and work interruption, as well as how such effects impact job performance.Design/methodology/approachThe proposed theoretical model was empirically validated through a survey study of 556 employees in China.FindingsThe results verified a social media interactivity paradox that indicated social media interactivity increased both communication quality and work interruptions. The results further showed that high levels of social media dependency were a detriment to organizations.Originality/valueThis study verified the existence of a social media interactivity paradox in the use of social media for workplace communication. Moreover, results revealed that the effect of social media interactivity on organizational outcomes depends on its respective dimensions.

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