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Export Reference (APA) 
Junça Silva, A., Caetano, António & Lopes, M. (2016). Dynamics and consequences of daily work-events: affective processes explain it. IWP Conference 2016: Work and Organizational Psychology: Making a Difference.
Export Reference (IEEE) 
A. L. Silva et al.,  "Dynamics and consequences of daily work-events: affective processes explain it", in IWP Conf. 2016: Work and Organizational Psychology: Making a Difference, Sheffield, 2016
Export BibTeX 
@misc{silva2016_1765612771407,
	author = "Junça Silva, A. and Caetano, António and Lopes, M.",
	title = "Dynamics and consequences of daily work-events: affective processes explain it",
	year = "2016",
	howpublished = "Both (printed and digital)"
}
Export RIS 
TY  - CPAPER
TI  - Dynamics and consequences of daily work-events: affective processes explain it
T2  - IWP Conference 2016: Work and Organizational Psychology: Making a Difference
AU  - Junça Silva, A.
AU  - Caetano, António
AU  - Lopes, M.
PY  - 2016
CY  - Sheffield
AB  - In this study we aim to explore whether daily hassles and uplifts at work and work engagement can be considered as daily antecedents of well-being. We also intend to test if work engagement plays a mediating role in the relationship between daily hassles and uplifts and well-being on the daily level. To achieve this, we conducted two diary studies. Instudy 1, we explored this relationship on a sample of one hundred and eighty one part-time workers who answered a daily questionnaire for (at least) four days (N =181 × 4 = 724). The results of hierarchical linear modelling demonstrated that work engagement fully mediated the effects of daily uplifts on well-being and partially mediated the effects of daily hassles on well-being. In study 2, we extended the hypothesis to a sample of full-time employees. Fifty-one workers filled in a questionnaire at the end of each working day for ten consecutive days (N = 51 ×10 = 510). The results revealed that daily uplifts were positively associated with well-being. The effects of daily uplifts and hassles on well-being were fully mediated by work engagement. The relationships explored provide new theoretical elements for models that explain which variables influence employees’ well-being. The implications for employee health and organizational success are discussed.
ER  -