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Daily self-management and employee work engagement

机译：日常自我管理和员工工作投入

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The present study adopts a bottom-up approach to work engagement by examining how self-management is related to employees' work engagement on a daily basis. Specifically, we hypothesized that on days that employees use more self-management strategies, they report higher resources at work and in turn, are more vigorous, dedicated, and absorbed in their work (i.e., engaged) on these days. We tested this hypothesis in a sample of 72 maternity nurses who filled out an online diary for 5 days (N = 360 data points). In line with our hypotheses, results of multilevel structural equation modeling analyses showed that daily self-management was positively related to the resourcefulness of the daily work environment (i.e., more skill variety, feedback, and developmental opportunities) and consequently, to employees' daily work engagement. However, contrary to our expectations, the measurement model showed that two of the five included self-management strategies (i.e., self-reward and self-punishment) loaded onto a separate factor and were unrelated to all job resources. The findings contribute to our understanding of employees' role in regulating their own daily work engagement.
机译：本研究采用自下而上的方法进行工作投入，方法是每天检查自我管理与员工的工作投入之间的关系。具体来说，我们假设在员工使用更多自我管理策略的日子里，他们报告工作中的资源更多，从而在这些日子里更加精力充沛，专注并专心于工作（即投入工作）。我们在72名产科护士的样本中检验了该假设，他们抽样填写了5天的在线日记（N = 360个数据点）。根据我们的假设，多层次结构方程模型分析的结果表明，日常自我管理与日常工作环境的机敏性（即更多的技能多样性，反馈和发展机会）成正比，因此与员工的日常工作成正比工作投入。然而，与我们的预期相反，衡量模型显示五种中的两种包括自我管理策略（即自我奖励和自我惩罚）加载到一个单独的因素上，并且与所有工作资源都不相关。这些发现有助于我们了解员工在规范自己的日常工作中的作用。

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