{"title":"The ebb and flow of job engagement: Engagement variability and emotional stability as interactive predictors of job performance.","authors":"Basima A Tewfik, Daniel Kim, Shefali V Patil","doi":"10.1037/apl0001129","DOIUrl":null,"url":null,"abstract":"<p><p>Scholars have long recognized that employees often ebb and flow in how engaged they are in their jobs-what we term \"engagement variability.\" Yet, to date, we have little insight into how an employee's engagement variability-that is, the degree of inconsistency in their engagement-affects job performance. Drawing on and extending habit theory, we hypothesize that, controlling for average engagement, engagement variability is negatively related to job performance. We further hypothesize that emotional stability moderates this relationship: Although engagement variability hinders performance when an employee is higher in emotional stability, this effect weakens when an employee is lower in emotional stability. Finally, we hypothesize that flow mediates the interactive effect of engagement variability and emotional stability on performance. We test our hypotheses across three studies: a multisource, ten-wave field study of 160 cadets across three Army and Air Force divisions of the Reserve Officer Training Corps, an experiment with 600 full-time employees, and a multisource, two-week experience sampling study with 152 full-time employees and their supervisors. We find consistent support for engagement variability's negative relationship with performance and the moderating role of emotional stability, but mixed support for the mediating role of flow. We conclude by discussing the implications of our work. (PsycInfo Database Record (c) 2024 APA, all rights reserved).</p>","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"257-282"},"PeriodicalIF":9.4000,"publicationDate":"2024-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Applied Psychology","FirstCategoryId":"102","ListUrlMain":"https://doi.org/10.1037/apl0001129","RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"2023/10/5 0:00:00","PubModel":"Epub","JCR":"Q1","JCRName":"MANAGEMENT","Score":null,"Total":0}
引用次数: 0
Abstract
Scholars have long recognized that employees often ebb and flow in how engaged they are in their jobs-what we term "engagement variability." Yet, to date, we have little insight into how an employee's engagement variability-that is, the degree of inconsistency in their engagement-affects job performance. Drawing on and extending habit theory, we hypothesize that, controlling for average engagement, engagement variability is negatively related to job performance. We further hypothesize that emotional stability moderates this relationship: Although engagement variability hinders performance when an employee is higher in emotional stability, this effect weakens when an employee is lower in emotional stability. Finally, we hypothesize that flow mediates the interactive effect of engagement variability and emotional stability on performance. We test our hypotheses across three studies: a multisource, ten-wave field study of 160 cadets across three Army and Air Force divisions of the Reserve Officer Training Corps, an experiment with 600 full-time employees, and a multisource, two-week experience sampling study with 152 full-time employees and their supervisors. We find consistent support for engagement variability's negative relationship with performance and the moderating role of emotional stability, but mixed support for the mediating role of flow. We conclude by discussing the implications of our work. (PsycInfo Database Record (c) 2024 APA, all rights reserved).
期刊介绍：
The Journal of Applied Psychology® focuses on publishing original investigations that contribute new knowledge and understanding to fields of applied psychology (excluding clinical and applied experimental or human factors, which are better suited for other APA journals). The journal primarily considers empirical and theoretical investigations that enhance understanding of cognitive, motivational, affective, and behavioral psychological phenomena in work and organizational settings. These phenomena can occur at individual, group, organizational, or cultural levels, and in various work settings such as business, education, training, health, service, government, or military institutions. The journal welcomes submissions from both public and private sector organizations, for-profit or nonprofit. It publishes several types of articles, including:
1.Rigorously conducted empirical investigations that expand conceptual understanding (original investigations or meta-analyses).
2.Theory development articles and integrative conceptual reviews that synthesize literature and generate new theories on psychological phenomena to stimulate novel research.
3.Rigorously conducted qualitative research on phenomena that are challenging to capture with quantitative methods or require inductive theory building.
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