Do Engaged Employees Create Resources Daily? The Role of Family-to-Work Conflict and ExtraversionAbstract: In previous research, scholars have sought to better understand the association between work engagement and job and personal resources, and have mostly argued that engagement results in building more resources over longer periods of time. However, we suggest that it may be difficult for engaged employees to create resources every day. Drawing from the Conservation of resources theory, we investigate the boundary conditions of the association between day-level work engagement and three key resources: positive affect, self-efficacy and social support at work. We propose that work engagement may not be positively related with these resources when family-to-work conflict is high. Secondly, we also contend that engaged employees, who are low in extraversion, may not be able to build these resources. A diary study conducted over five consecutive working days with two measurement occasions per day (N = 116 employees) provided support for our multilevel, moderated-mediation model. Results indicated that when family-to-work conflict is high, previous-day’s work engagement leads to lower positive affect, which in turn results in lower levels of self-efficacy and social support. Moreover, for low extraversion employees, work engagement is associated with decreased positive affect, leading to lower self-efficacy and social support. Overall, this study enhances our understanding of when and for whom work engagement may not lead to job and personal resources.Length: 3 pages

Kapil, Verma

Do Engaged Employees Create Resources Daily? The Role of Family-to-Work Conflict and ExtraversionAbstract: In previous research, scholars have sought to better understand the association between work engagement and job and personal resources, and have mostly argued that engagement results in building more resources over longer periods of time. However, we suggest that it may be difficult for engaged employees to create resources every day. Drawing from the Conservation of resources theory, we investigate the boundary conditions of the association between day-level work engagement and three key resources: positive affect, self-efficacy and social support at work. We propose that work engagement may not be positively related with these resources when family-to-work conflict is high. Secondly, we also contend that engaged employees, who are low in extraversion, may not be able to build these resources. A diary study conducted over five consecutive working days with two measurement occasions per day (N = 116 employees) provided support for our multilevel, moderated-mediation model. Results indicated that when family-to-work conflict is high, previous-day’s work engagement leads to lower positive affect, which in turn results in lower levels of self-efficacy and social support. Moreover, for low extraversion employees, work engagement is associated with decreased positive affect, leading to lower self-efficacy and social support. Overall, this study enhances our understanding of when and for whom work engagement may not lead to job and personal resources.Length: 3 pages

Verma Kapil ()
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Verma Kapil: Indian Institute of Management Kozhikode

No 419, Working papers from Indian Institute of Management Kozhikode

Keywords: State work engagement; self-efficacy; social support; positive affect; familyto-work conflict; extraversion (search for similar items in EconPapers)
Date: 2021-03
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