Don't leave your heart at home

Abstract

Purpose-The main objective of this study is to apply broaden-and-build theory to occupational wellbeing. More specifically, it seeks to test whether positive emotions "build" resources and to what extent they contribute to work engagement through an increase in personal or job resources. Additionally, it aims to hypothesize that positive emotions, resources, and work engagement are reciprocally related to each other in a way akin to a gain cycle. Design/methodology/approach-In order to test whether positive emotions, personal and job resources, and work engagement are related over time, a structural equation model was constructed. The model was based on two waves of data, with a time lag of six months. Findings-Results show a reciprocal relationship between positive emotions and personal resources. Furthermore, there is a causal effect of personal resources on work engagement and a reversed causal effect of work engagement on positive emotions. Most surprising is the fact that no relationships with job resources are found to be significant. Research limitations/implications-Because the authors exclusively used self-report measures to assess positive emotions, resources, and work engagement, the cross-paths might have been inflated. Practical implications-The results underline the importance of increasing both positive emotions and the level of personal resources in order to create an engaged workforce. Originality/value-The study adds to the existing literature in the sense that the research model entailed positive emotions as a "novel" variable in the context of resources and work engagement. The model recognized the building capacity of positive emotions as well as the potential of personal resources in predicting work engagement.

Evaluating the evidence on employee engagement and its potential benefits to NHS staff: a narrative synthesis of the literature

“…The group of attributes that received most attention was self-efficacy, resilience and personal resources; in other words, the positive perceptions that individuals hold of their personal strength and belief in their own ability, which featured in 10 studies. 111,119,141,215,228,229,265,[276][277][278] These studies show a positive association between these factors and engagement. For instance, Ouweneel et al 265 surveyed individuals at two time points and found that personal resources at time 1 were associated with engagement at time 2.…”

“…111,119,141,215,228,229,265,[276][277][278] These studies show a positive association between these factors and engagement. For instance, Ouweneel et al 265 surveyed individuals at two time points and found that personal resources at time 1 were associated with engagement at time 2. A large number of these studies used complex methods such as diary studies, time-lagged surveys or supervisor/ employee dyads, which lends additional weight to the findings.…”

“…Some of these were also examined as separate items in other studies. All studies showed some degree of positive direct or mediated association between job resources and engagement, with the exception of Ouweneel et al, 265 who showed no significant association. Seven of these studies, including that of Ouweneel et al, 265 used complex methods such as diary studies, time-lagged surveys or dyad surveys.…”

“…Fifteen focused on the link between job resources and engagement within the context of the JD-R framework. 28,72,107,168,172,215,228,243,245,247,254,255,265,276,277 A wide range of resources were examined, including supervisory support, colleague support, feedback and autonomy. Some of these were also examined as separate items in other studies.…”

An Exploration of the Relationship between Teachers’ Psychological Capital and Their Collective Self-Esteem

“…Individuals who possess high levels of hope display high levels of positive expectancy and their energy is fuelled toward the attainment of that goal. Such drive to attain a particular goal results in higher levels of engagement (Ouweneel et al 2012). Several researchers subdivided hope into two components: willpower and pathways (Snyder 2000;Snyder, Feldman, & Taylor 2000;Snyder & Lopez 2002).…”