scholarly journals A Diary Study on Anticipated Leisure Time, Morning Recovery and Employees’ Work Engagement

2021 ◽  
Vol 18 (18) ◽  
pp. 9436
Author(s):  
Sebastian Seibel ◽  
Judith Volmer
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Leisure Time ◽  
Leisure Activity ◽  
Diary Study ◽  
Motivational State ◽  
Affective Reaction ◽  
Cognitive Evaluation ◽  
High Work

Recovery during yesterday’s leisure time is beneficial for morning recovery, and morning recovery fosters employees’ work engagement, a positive, motivational state associated with job performance. We extended existing research by assuming that both, morning recovery (considered a resource) and anticipated leisure time (considered an anticipated resource gain), relate to work engagement. Anticipated leisure time comprises two constructs: general anticipation of leisure time, which refers to employees’ cognitive evaluation of their entire upcoming leisure time, and pleasant anticipation of a planned leisure activity, which describes a positive affective reaction because of one specific, upcoming leisure activity. We suggested that employees with high pleasant anticipation generate more thoughts of a planned leisure activity (ToPLA), which may distract them from their work, reducing their work engagement. A diary study over five days showed that morning recovery and general anticipation of leisure time were positively related to work engagement. Furthermore, employees with higher pleasant anticipation of a planned leisure activity reported more ToPLA. In contrast to our expectations, neither pleasant anticipation nor ToPLA was related to work engagement. In sum, this study introduced anticipated leisure time as a novel antecedent of work engagement and demonstrated that anticipated resource gains are important for high work engagement.

Who takes the lead? A multi-source diary study on leadership, work engagement, and job performance

2015 ◽  
Vol 37 (3) ◽  
pp. 309-325 ◽  
Author(s):  
Kimberley Breevaart ◽  
Arnold B. Bakker ◽  
Evangelia Demerouti ◽  
Daantje Derks
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Diary Study

Work Engagement and Job Crafting as Conditions of Ambivalent Employees’ Adaptation to Organizational Change

2020 ◽  
pp. 002188632096717
Author(s):  
Maria Vakola ◽  
Paraskevas Petrou ◽  
Kleanthis Katsaros
Keyword(s):  
Organizational Change ◽  
Work Engagement ◽  
Job Crafting ◽  
Change Implementation ◽  
Diary Study ◽  
Adaptive Performance ◽  
Mixed Feelings ◽  
The Relationship ◽  
High Work

This work focuses on how mixed feelings serve adaptive functions in organizational change. Failing to recognize that attitudes to change may involve both positive and negative evaluations of the change at the same time may affect change implementation. This article explored the relationship between ambivalence to change and adaptive performance in the context of an acquisition using a diary study. We also examined work engagement and job crafting as specific conditions under which ambivalence can lead to adaptive or nonadaptive courses of action. Our results showed that the relationship between ambivalence to change and adaptive performance is positive but not robust. We uncovered two conditions that increase ambivalent employees’ chances to adapt to organizational change: (1) either employees display high work engagement or (2) they display high reducing demands and low seeking resources. Analyses of change recipients’ reactions beyond dichotomous ones and their mechanisms will better inform practitioners and researchers.

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 How and When Job Crafting Relates to Employee Creativity: The Important Roles of Work Engagement and Perceived Work Group Status Diversity

2021 ◽  
Vol 18 (1) ◽  
pp. 291
Author(s):  
Wenqing Tian ◽  
Huatian Wang ◽  
Sonja Rispens
Keyword(s):  
Work Engagement ◽  
Work Group ◽  
Work Environments ◽  
Job Crafting ◽  
Diary Study ◽  
Creative Performance ◽  
Group Status ◽  
Creative Processes ◽  
Energy Company ◽  
Weekly Work

Creative employees are treasured assets for organizations. However, relatively little is known about what specific actions employees can take to manage their own creative process. Taking a motivational perspective, this study examined how job crafting behaviors positively link to employee creative performance through work engagement, and whether perceived work group status diversity moderates this relationship. We conducted a weekly diary study in which 55 employees from a Chinese energy company were asked to fill in diaries over four consecutive weeks (176 observations in total). Results of the multilevel analyses showed that weekly job crafting behaviors were positively related to weekly creative performance through increasing weekly work engagement. In contrast to our expectation, we found that weekly job crafting behaviors were more positively related to weekly creative performance when perceived work group status diversity was high. In summary, our study suggests that job crafting behaviors are effective actions employees can take to manage their creative processes through increasing work engagement. In addition, we stress that status diversity in existing work environments is an important contextual factor that shapes the job crafting process.

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.

De relatie tussen herstel, werkdruk en slaap: een dagboekstudie

2010 ◽  
Vol 23 (4) ◽  
Author(s):  
Alicia L.T. Walkowiak ◽  
Ute R. Hülsheger ◽  
Fred R.H. Zijlstra
Keyword(s):  
Sleep Quality ◽  
Positive Influence ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Diary Study ◽  
Work Pressure ◽  
Negative Effect ◽  
The Relationship ◽  
High Work

The relationship between recovery, work pressure and sleep quality: A diary study The relationship between recovery, work pressure and sleep quality: A diary study Alicia L.T. Walkowiak, Ute R.Hülsheger & Fred R.H. Zijlstra, Gedrag & Organisatie, volume 23, December 2010, nr. 4, pp. 316-332. Previous research showed that the experience of high work pressure can lead to fatigue and even to health complaints on the long term. This makes it very important, especially for people who experience high work pressure, to take sufficient time to recover after work. Sleep quality has a positive influence on recovery. The aim of this diary study was to investigate whether sleep quality has a mediating effect on the relationship between work pressure and recovery. Seventy-six people took part in the study and answered questions about work, recovery and sleep for 14 days. Results showed that work pressure indeed had a negative effect on recovery and sleep quality. Furthermore, we found a partial mediation effect: sleep quality mediated the relationship between work pressure and recovery. These results stress the importance of recovery and sleep quality, especially for people who experience high work pressure.

Sign in / Sign up

Export Citation Format

Share Document