Work engagement and financial returns: a diary study on the role of job and personal resources
Open accessAbstract
This study investigates how daily fluctuations in job resources (autonomy, coaching, and team climate) are related to employees' levels of personal resources (self‐efficacy, self‐esteem, and optimism), work engagement, and financial returns. Forty‐two employees working in three branches of a fast‐food company completed a questionnaire and a diary booklet over 5 consecutive workdays. Consistent with hypotheses, multi‐level analyses revealed that day‐level job resources had an effect on work engagement through day‐level personal resources, after controlling for general levels of personal resources and engagement. Day‐level coaching had a direct positive relationship with day‐level work engagement, which, in‐turn, predicted daily financial returns. Additionally, previous days' coaching had a positive, lagged effect on next days' work engagement (through next days' optimism), and on next days' financial returns.
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Goal and work engagement research supports the expectation that effort and progress toward a life purpose vary day to day.
“Research on goals and work engagement supports our expectation that effort and progress toward a purpose in life would vary from day-to-day”
From Commitment to a purpose in life: An antidote to the suffering by individuals with social anxiety disorder. (2013) · cites this paper as Xanthopoulou, Bakker, Demerouti, & Schaufeli, 2009
The paper’s “Fluctuations over time” section reports within-person variation in day-level work engagement, supporting the expectation that engagement can change from day to day. It studies employees’ work engagement and performance, however, not daily effort or progress toward a purpose in life; that extension is not established by this source. The indexed passages provide no page number. (LLM, conf=0.84)
Experimental — accuracy not yet measuredIndividuals who feel energetic tend to maintain a vigorous work style, stay engaged with tasks, notice work-related opportunities, and act proactively.
“Additionally, individuals who feel full of energy tend to sustain a vigorous work style, stay engaged with work tasks, be more sensitive to work-related opportunities, and be more proactive at work (Hahn et al., 2012;Xanthopoulou et al., 2009).”
From Work hard or play hard: the effect of leisure crafting on opportunity recognition and venture performance (2023) · cites this paper as Xanthopoulou et al., 2009
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- Authors
- Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B.
- Affiliations
- Erasmus University Rotterdam (NL)
- Utrecht University (NL)
- Corresponding author
- Xanthopoulou, Despoina
- Venue
- Journal of Occupational and Organizational Psychology
- Publisher
- Wiley
- Published
- 2009-03
- Volume
- 82
- Issue
- 1
- Pages
- 183-200
- ISSN
- 0963-1798 (ISSN-L)
- 2044-8325
- OpenAlex
- W2136455011
- Cited by
- 1,308
- References
- 38
- Citations by year
- 2026: 50 · 2025: 63 · 2024: 65 · 2023: 84 · 2022: 105 · 2021: 85 · 2020: 89 · 2019: 81 · 2018: 103 · 2017: 71 · 2016: 89 · 2015: 83 · 2014: 87 · 2013: 75 · 2012: 68
- FWCI
- 69.74
- Type
- journal article
- Language
- en
- Open access
- green
- lirias.kuleuven.be
- Licence
- Locations
- Journal of Occupational and Organizational Psychology (publishedVersion)
- EUR Research Repository (Erasmus University Rotterdam) (publishedVersion)
- TU/e Research Portal (publishedVersion)
- Lirias (submittedVersion, other-oa)
- TU/e Research Portal (submittedVersion)
- EUR Research Repository (Erasmus University Rotterdam) (submittedVersion)
- RePub (Erasmus University Rotterdam) (submittedVersion, other-oa)
- Utrecht University Repository (Utrecht University) (submittedVersion, other-oa)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Psychology › Social Psychology › Workaholism, burnout, and well-being
- Social Sciences › Human Factors and Ergonomics › Employee Performance and Management
- Keywords
- work engagement, financial returns, job resources, personal resources, coaching, autonomy, team climate, self-efficacy, self-esteem, optimism, daily fluctuations, lagged effects
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