Rested, friendly, and engaged: The role of daily positive collegial interactions at work

Abstract

This diary study examined within-person effects of positive work and off-work experiences on daily engagement levels. Assessing the gain cycle assumption of conservation of resources theory, we investigated the relationship of night-time recovery and subsequent resources including elevated sleep quality and morning positive affect; the relationship of morning positive affect with positive collegial interactions and subsequent engagement; and the relationship of engagement with night-time recovery. Sixty-nine employees from various occupations completed surveys three times per day, over five consecutive working days. Multilevel analyses revealed that sleep quality positively predicted morning positive affect, which in turn predicted engagement directly and also indirectly through having positive interactions with colleagues. Engagement positively predicted night-time recovery, while night-time recovery was not related to sleep quality or morning positive affect the next day. The results suggest that on days when individuals have a good night’s sleep, they feel more positive, bring this positivity to their workplace, reach out to their workplace colleagues, and are in turn more likely to be engaged in their work. Additionally, on days when individuals experience higher levels of positive collegial interactions at work and in turn higher engagement, they are likely to experience better recovery

Morning Reattachment to Work and Work Engagement During the Day: A Look at Day-Level Mediators

“…Successful goal striving, in turn, should increase work engagement (Bakker, 2011). Initial empirical evidence indicates that morning positive affect is indeed positively related to work engagement later in the day (Bledow et al, 2011; McGrath, Cooper-Thomas, Garrosa, Sanz-Vergel, & Cheung, 2017). Thus, we hypothesize that positive activated affect at the beginning of a workday will be associated with higher work engagement during the workday.…”

You Speak, I Speak: The Social‐Cognitive Mechanisms of Voice Contagion

“…Study 2 used a convenience sampling strategy to recruit respondents. Different forms of convenience sampling have been adopted in management research, such as using student contacts with currently employed individuals (Halbesleben and Bowler, 2007; Morgeson and Humphrey, 2006; Priesemuth et al, 2014) or with professionals and managers (Tepper, 1995) to create a snowball sample, asking working students to participate directly in the study or to recruit other working adults to participate (Grant and Mayer, 2009; Piccolo et al, 2010), relying on the authors’ personal and professional contacts to create a snowball sample (Butts et al, 2015; Panaccio and Vandenberghe, 2012), a combination of the above strategies (Hulsheger, 2016), and other variants of snowball sampling (McGrath et al, 2017; Wang and Groth, 2014).…”

Work-Sports Enrichment in Amateur Runners: A Diary Study

“…Work engagement has also been linked to more specific outcomes, such as employees' willingness to invest in their relationships with their life partners in the home domain (Bakker et al, 2012) as well as life satisfaction and community involvement (Eldor et al, 2020). On a daily basis, work engagement has been shown to relate to sharing positive work experiences at home (Ilies et al, 2017) and better recovery during off-job time (McGrath et al, 2017).…”