Work Engagement of Dual-Working Couples: Dissimilarity and Its Relation to Both Partners’ Well-Being

Grabovac, Maša Tonković; Salkičević, Svjetlana; Stanić, Ajana Löw

doi:10.1007/s12144-015-9326-x

Cited by 7 publications

(3 citation statements)

References 46 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Preliminary evidence supports the possibility of work engagement as a higher-level phenomenon (Costa et al, 2014;Hakanen et al, 2006;Torrente et al, 2013). Studies show that work engagement is observable by others (Tonković Grabovac et al, 2016) and that highly engaged employees are more communicative, charismatic, and creative (Bakker & Xanthopoulou, 2013). Based on this, we suggest that work engagement can be analyzed at the unit-level.…”

supporting

confidence: 54%

Organizing for Engagement: A Multilevel SEM Model of the Relationship Between Work Engagement, Job Design, Participation Climate, and Clan Culture

Duhović Hafstad,

Myklebust,

Bjørkli

et al. 2023

Preprint

View full text Add to dashboard Cite

Research on work engagement and job demands-resources theory has predominantly focused on individual-level perspectives, leading to a knowledge gap about higher-level antecedents. This study aim to bridge this gap by examining the relationships between work engagement, job design, participation climate, and clan culture, at the individual- and the unit- level using a multilevel structural equation modeling (MLSEM) approach. Drawing on JD-R Theory and Institutional Theory, we propose a composition model of homologous relationships across individual- and unit-levels, assuming construct isomorphism. Data was collected from 909 employees across 101 units in the Norwegian police. The analysis used a two-step MLSEM approach, by first examining the multilevel measurement model and then analyzing the multilevel structural model. The model displayed excellent fit. The findings extend JD-R theory by exploring the unit-level associations beyond individual perceptions and offer insights on the relationship between organizational culture, organizational climate, and employee’s work engagement. This study thus provides theoretical, empirical, and practical contributions, emphasizing the importance of understanding the collective and perceived culture and climate in relation to work engagement, and offering guidance for leaders and organizations in fostering environments conducive to high work engagement.

show abstract

supporting

confidence: 54%

Organizing for Engagement: A Multilevel SEM Model of the Relationship Between Work Engagement, Job Design, Participation Climate, and Clan Culture

Duhović Hafstad,

Myklebust,

Bjørkli

et al. 2023

Preprint

View full text Add to dashboard Cite

show abstract

“…The spillover effect is an interdomain, intraindividual occurrence in one's experiences in one life domain that influences experiences in another life domain (Westman, 2001). Previous research showed strong evidence for the crossover and spillover of work engagement (e.g., Bakker et al, 2005;Grabovac et al, 2015;Li et al, 2022;Westman et al, 2009).…”

Section: Spillover Of Parental Moods To Work Engagementmentioning

confidence: 99%

When mothers are more negative while fathers are less positive: Offspring's temporary feelings of depression affect parental work engagement via the asymmetric effects of emotions transmission

Wang

2023

PsyCh Journal

View full text Add to dashboard Cite

There is a sharp rise in depressive moods from childhood to adolescence. Since moods can cross over from a child to a parent and spill over from family to work, offspring's temporary feelings of depression represent potential risks for parents' occupational health and well-being. In the current study, the authors investigate the impacts of offspring's temporary feelings of depression on mothers' work engagement via the transfer of negative moods, and on fathers' work engagement via the transfer of positive moods. Participants were 265 full-time employees and their adolescent offspring. The results confirmed our hypotheses. Offspring's temporary feelings of depression were associated with less maternal work engagement via increased maternal negative moods and endangered paternal work engagement via decreased paternal positive moods. The finding implies that negative emotions may be related to the occupational health of working mothers, while positive emotions may be related to the occupational health of working fathers. K E Y W O R D S gender difference in the workplace, offspring's temporary feelings of depression, parental work engagement, transfer of moods

show abstract

“…The basis for the idea that joint team boosting behaviors relate positively to team work engagement can be found in theories of affective contagion and resource exchange. First, regarding affective contagion, team boosting behaviors are teamfocused and encompass high energy and positivity, making them highly visible (Grabovac et al, 2016). Such salient emotions and behaviors likely serve as cues for other members and shape shared experiences (Bakker et al, 2006;Elfenbein, 2014).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

How and When do Employees Energize Their Team Members? The Role of Team Boosting Behaviors

Fortuin

Bakker²,

Mierlo³

et al. 2022

Occup Health Sci

View full text Add to dashboard Cite

We use emotional contagion and social resources theories to hypothesize that individual team members may use mood-enhancing, energizing, and uniting behaviors (i.e., team boosting behaviors) to boost team-level work engagement and performance. We further build on complementary-and supplementary-fit perspectives to hypothesize that environments that are open to fun and distractions will either hamper or bolster the beneficial role of team boosting behaviors. A total of 246 employees from 61 teams (team-level response rate = 56%) reported team boosting behaviors, work engagement, and the moderators; 68 team leaders rated team performance. Results suggest that team work engagement mediated the relationship between teams' pooled team boosting behaviors and team performance. This finding supports emotional contagion and social resources theories, and indicates that individual behavior is important for the affective-motivational states and functioning of the team as a whole. In addition, supporting a supplementary-fit perspective, the positive indirect association of team boosting behaviors with performance through team work engagement was strongest in teams high (vs. low) in fun-orientation or high (vs. low) openness to distractions. We discuss the pivotal role mood-enhancing, energizing, and uniting behaviors may play in boosting the team's emergent states, collective effort, and team performance. Keywords Distraction • Fun • Performance • Team boosting behaviors • Work engagementContemporary organizations that want to thrive need engaged work teams -in which team members share a motivational state characterized by vigor, dedication, and absorption (Costa et al., 2014a;Pentland, 2012). Whereas previous research has shown that leaders play an important role regarding their followers' work engage-

show abstract

Work Engagement of Dual-Working Couples: Dissimilarity and Its Relation to Both Partners’ Well-Being

Cited by 7 publications

References 46 publications

Organizing for Engagement: A Multilevel SEM Model of the Relationship Between Work Engagement, Job Design, Participation Climate, and Clan Culture

Organizing for Engagement: A Multilevel SEM Model of the Relationship Between Work Engagement, Job Design, Participation Climate, and Clan Culture

When mothers are more negative while fathers are less positive: Offspring's temporary feelings of depression affect parental work engagement via the asymmetric effects of emotions transmission

How and When do Employees Energize Their Team Members? The Role of Team Boosting Behaviors

Contact Info

Product

Resources

About