Jana Kühnel

The affective shift model of work engagement

On the basis of self-regulation theories, the authors develop an affective shift model of work engagement according to which work engagement emerges from the dynamic interplay of positive and negative affect. The affective shift model posits that negative affect is positively related to work engagement if negative affect is followed by positive affect. The authors applied experience sampling methodology to test the model. Data on affective events, mood, and work engagement was collected twice a day over 9 working days among 55 software developers. In support of the affective shift model, negative mood and negative events experienced in the morning of a working day were positively related to work engagement in the afternoon if positive mood in the time interval between morning and afternoon was high. Individual differences in positive affectivity moderated within-person relationships. The authors discuss how work engagement can be fostered through affect regulation.

Does work engagement increase after a short respite? : the role of job involvement as a double-edged sword

This study extends research on work engagement by examining how a short respite and general job involvement contribute to work engagement. We gathered questionnaire data from 156 nurses before and after a short respite. Results indicated an increase of work engagement after the respite. Structural equation modelling showed that nurses who experienced psychological detachment from work during the respite showed a higher increase of work engagement. Moreover, nurses who indicated higher job involvement also showed a higher increase of work engagement. Contradictory to this direct positive effect job involvement had on change in work engagement, job involvement exerted a negative indirect effect on change in work engagement by impaired psychological detachment during the respite. Hence, job involvement acted as a double-edged sword for the increase of work engagement. Practical implications for the organization of short respites and suggestions for future research on recovery processes are discussed.

Take a break! Benefits of sleep and short breaks for daily work engagement

ABSTRACT The current study investigates the benefits of a good night’s sleep and short work breaks for employees’ daily work engagement. It is hypothesized that sleep and self-initiated short breaks help restore energetic and self-regulatory resources which, in turn, enable employees to experience high work engagement. A daily diary study was conducted with 107 employees who provided data twice a day (before lunch and at the end of the working day) over 5 workdays (453 days in total). Multilevel regression analyses showed that sleep quality and short breaks were beneficial for employees’ daily work engagement. After nights employees slept better, they indicated higher work engagement during the day. Moreover, taking self-initiated short breaks from work in the afternoon boosted daily work engagement, whereas taking short breaks in the morning failed to predict daily work engagement. Taking short breaks did not compensate for impaired sleep with regard to daily work engagement. Overall, these findings suggest that recovery before and during work can foster employees’ daily work engagement.

The relevance of sleep and circadian misalignment for procrastination among shift workers

This daily diary study contributes to current research uncovering the role of sleep for employees’ effective self-regulation at work. We focus on shift workers’ effective selfregulation in terms of their general and day-specific inclination to procrastinate, that is, their tendency to delay the initiation or completion of work activities. We hypothesized that transitory sleep characteristics (day-specific sleep quality and sleep duration) and chronic sleep characteristics in terms of circadian misalignment are relevant for procrastination. Sixty-six shift workers completed two daily questionnaires over the course of one work week, resulting in 332 days of analysis. Results of multilevel regression analyses showed that on days when shift workers slept better and longer— compared to days when they slept worse and shorter—they had more energy and willpower available after sleep and subsequently were less prone to procrastination. Moreover, the more work times (permanent shift) were misaligned with employees’ sleep–wake preferences (chronotype) the more pronounced was shift workers’ inclination to procrastinate at work. The present findings provide important implications for shift workers’ effective functioning at work.

Why Don’t You Go to Bed on Time? A Daily Diary Study on the Relationships between Chronotype, Self-Control Resources and the Phenomenon of Bedtime Procrastination

Background: This daily diary study investigates the phenomenon of bedtime procrastination. Bedtime procrastination is defined as going to bed later than intended, without having external reasons for doing so. We highlight the role chronotype (interindividual differences in biological preferences for sleep-wake-times) plays for bedtime procrastination. Moreover, we challenge the view that bedtime procrastination is the result of a lack of self-regulatory resources by investigating momentary self-regulatory resources as a predictor of day-specific bedtime procrastination. Methods: One-hundred and eight employees working in various industries completed a general electronic questionnaire (to assess chronotype and trait self-control) and two daily electronic questionnaires (to assess momentary self-regulatory resources before going to bed and day-specific bedtime procrastination) over the course of five work days, resulting in 399 pairs of matched day-next-day measurements. Results: Results of multilevel regression analyses showed that later chronotypes (also referred to as evening types or ‘owls’) tended to report more bedtime procrastination on work days. Moreover, for late chronotypes, day-specific bedtime procrastination declined over the course of the work week. This pattern is in line with expectations derived from chronobiology and could not be explained by trait self-control. In addition, on evenings on which employees had less self-regulatory resources available before going to bed—compared to evenings on which they had more self-regulatory resources available before going to bed—employees showed lower bedtime procrastination. This finding contradicts the prevailing idea that bedtime procrastination is the result of a lack of self-regulatory resources. Conclusion: The findings of this study provide important implications for how bedtime procrastination should be positioned in the field of procrastination as self-regulatory failure and for how bedtime procrastination should be dealt with in practice.

Share, like, twitter, and connect: Ecological momentary assessment to examine the relationship between non-work social media use at work and work engagement

ABSTRACT Non-work social media use at work has seen a dramatic increase in the last decade and is commonly deemed counterproductive work behaviour. However, we examined whether it may also serve as a micro-break and improve work engagement. We used ecological momentary assessment across 1 working day with up to 10 hourly measurements in 334 white-collar workers to measure non-work social media use and work engagement, resulting in 2235 hourly measurements. Multilevel modelling demonstrated that non-work social media use was associated with lower levels of work engagement between persons. Within persons, non-work social media use was also associated with lower concurrent work engagement. However, non-work social media use was related to higher levels of work engagement 1 hour later. While more extensive non-work social media use at work was generally associated with lower work engagement, our advanced study design revealed that the longer employees used social media for non-work purposes during 1 working hour, the more work engaged they were in the subsequent working hour, suggesting that employees turn to social media when energy levels are low and/or when they (temporarily) lose interest in their work. This behaviour may serve as a break, which in turn increases work engagement later during the day.

Keeping up day-specific effects of transformational leadership: the role of followers’ emotion regulation

ABSTRACT This diary study examines the role of day-specific transformational leadership for followers’ personal initiative. Building on Affective Events Theory, we proposed a direct effect of day-specific transformational leadership on followers’ personal initiative on the same day. Furthermore, we took a closer look at lagged effects of day-specific transformational leadership. More specifically, we hypothesized that positive effects of one day’s transformational leadership can endure until the next day for followers who apply beneficial emotion regulation strategies. We conducted a diary study over five consecutive working days among 97 employees. Two-level hierarchical linear modelling supported our hypotheses. As expected, day-specific transformational leadership positively predicted followers’ personal initiative on the same day. Furthermore, concerning the association between day-specific transformational leadership and followers’ personal initiative on the following day, there was a positive relation for followers applying beneficial emotion regulation strategies in terms of high cognitive reappraisal and low expressive suppression, respectively.

All I want for Christmas is recovery – changes in employee affective well-being before and after vacation

ABSTRACT The goal of this empirical study was to provide a detailed picture of the short- and long-term development of affective well-being before, during, and after vacation. Specifically, we investigated employees’ positive and negative affect and examined whether the Christmas holiday casted its shadow on employees’ affect during December. Further, we identified which factors (from both the work and private life domain) modulated the change in employees’ affect before the vacation and which factors during and after vacation influenced the speed of fade-out effects. We used longitudinal research data with two measurements per week over a 15-week period and collected data from 145 white-collar workers, resulting in a total of 2062 measurements. Multilevel modelling revealed that those who reported less work and personal tasks in December had a steeper increase in well-being before their vacation. Those who enjoyed more recovery experiences during their vacation and the following weekends and those who started work with lower levels of unfinished tasks enjoyed slower fade-out effects after vacation. Pleasant anticipation tended to change the development of affective well-being before Christmas. The study provides a fine-grained picture of the change in well-being over time and indicates how employees may particularly benefit from their vacation.

Staying in touch while at work: Relationships between personal social media use at work and non-work balance and creativity

Abstract Personal social media use at work is usually deemed counterproductive work behaviour reducing employee productivity. However, we hypothesized that it may actually help employees to coordinate work and nonwork demands, which should in turn increase work-related creativity. We used ecological momentary assessment across one working day with up to ten hourly measurements on 337 white-collar workers to measure personal social media use, work-nonwork balance and creativity, resulting in a total of 2244 hourly measurements. Multilevel modelling revealed that personal social media use was associated with better work-nonwork balance, but with lower levels of creativity between- and within-persons. Work-nonwork balance did not mediate the relationship between personal social media use and creativity. More research is needed to understand why employees use social media at work for personal purposes and how this affects their well-being and job performance.