ABSTRACT
BACKGROUND: Starting from the Demands-Resources model, our aims through this diary research were to explore daily diary fluctuations in work engagement in a sample of teachers and to look for the effects of that on affect and satisfaction at home. METHOD: Several Latent Growth Curve (LCGA) models were run on two dimensions of work engagement (vigor and dedication) with an exploratory focus, to look for different grouped oscillation patterns. Then, several repeated measures MANCOVA explored whether those patterns were related to affect and satisfaction at night. RESULTS: Two distinct latent trajectories were found for work engagement dimensions. However, neither of them showed any notable development over time. Furthermore, our latent classes were found to be related to inter-individual differences in positive and negative affect, and the satisfaction at home domain, but no interesting within-subjects (overall time) effects were found. CONCLUSIONS: Contrary to our expectations, we provide some evidence of the stability of work engagement over the working week. In addition, following previous results, work engagement levels across the working week were found to be related to levels of affect and satisfaction at home, adding evidence to the spillover potential of work engagement on individuals' key personal resources
ANTECEDENTES: partiendo del modelo de demandas y recursos, este estudio pretende explorar distintos patrones semanales de oscilación en el compromiso laboral de una muestra de maestros, y observar cómo dichos patrones se relacionan con los niveles de afecto y satisfacción en su ámbito extralaboral. MÉTODO: las trayectorias se fijaron mediante varios modelos de curva latente (LCGA) en dos dimensiones del compromiso laboral (vigor y dedicación). Luego, una serie de MANCOVA de medidas repetidas exploraron la relación entre dichas trayectorias y los niveles de afecto y satisfacción extra laboral. RESULTADOS: se localizaron dos trayectorias distintas para ambas dimensiones. No obstante, no se observaron grandes oscilaciones temporales. Asimismo, las trayectorias se relacionaron con diferencias individuales en los niveles de afecto y satisfacción en contexto extralaboral. No se apreciaron efectos intra-sujeto (tiempo) reseñables. CONCLUSIONES: a pesar de evidencias previas, los análisis parecen indicar que el compromiso laboral se comporta de forma estable. Por otro lado, se observó un efecto de contagio entre el nivel de compromiso laboral, el afecto y la satisfacción en el contexto extralaboral, añadiendo evidencia a la relación entre el compromiso y los recursos personales de los trabajadores
Subject(s)
Humans , Male , Female , Adult , Middle Aged , Job Satisfaction , Faculty/psychology , Work Engagement , Surveys and Questionnaires , Longitudinal StudiesABSTRACT
BACKGROUND: Starting from the Demands-Resources model, our aims through this diary research were to explore daily diary fluctuations in work engagement in a sample of teachers and to look for the effects of that on affect and satisfaction at home. METHOD: Several Latent Growth Curve (LCGA) models were run on two dimensions of work engagement (vigor and dedication) with an exploratory focus, to look for different grouped oscillation patterns. Then, several repeated measures MANCOVA explored whether those patterns were related to affect and satisfaction at night. RESULTS: Two distinct latent trajectories were found for work engagement dimensions. However, neither of them showed any notable development over time. Furthermore, our latent classes were found to be related to inter-individual differences in positive and negative affect, and the satisfaction at home domain, but no interesting within-subjects (overall time) effects were found. CONCLUSIONS: Contrary to our expectations, we provide some evidence of the stability of work engagement over the working week. In addition, following previous results, work engagement levels across the working week were found to be related to levels of affect and satisfaction at home, adding evidence to the spillover potential of work engagement on individuals' key personal resources.
