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A publicação pode ser exportada nos seguintes formatos: referência da APA (American Psychological Association), referência do IEEE (Institute of Electrical and Electronics Engineers), BibTeX e RIS.

Exportar Referência (APA) 
Junça Silva, A., Caetano, António & Lopes, M. (2016). Daily uplifts, well-being and performance: the differential mediating role of affect and work engagement. EURAM 2016: Manageable cooperation? .
Exportar Referência (IEEE) 
A. L. Silva et al.,  "Daily uplifts, well-being and performance: the differential mediating role of affect and work engagement", in EURAM 2016: Manageable cooperation? , Paris, 2016
Exportar BibTeX 
@misc{silva2016_1732201624581,
	author = "Junça Silva, A. and Caetano, António and Lopes, M.",
	title = "Daily uplifts, well-being and performance: the differential mediating role of affect and work engagement",
	year = "2016",
	howpublished = "Ambos (impresso e digital)"
}
Exportar RIS 
TY  - CPAPER
TI  - Daily uplifts, well-being and performance: the differential mediating role of affect and work engagement
T2  - EURAM 2016: Manageable cooperation? 
AU  - Junça Silva, A.
AU  - Caetano, António
AU  - Lopes, M.
PY  - 2016
CY  - Paris
AB  - Affective events theory suggests that affective events at work arouse emotional
reactions that influence employees’ attitudes and behaviour in the workplace. In the present
study, we apply this theoretical framework to clarify the interplay of variables that explain
well-being and performance. We analysed the mediating role of positive affect and work
engagement between daily uplifts and well-being, and between daily uplifts and performance.
Results from a sample of 293 employees revealed that daily uplifts were positively
associated with well-being and performance. While the effects of daily uplifts on wellbeing
were fully mediated by positive affect and work engagement, the effects of daily
uplifts on performance were only partially mediated by positive affect and work engagement.
In both cases, the effect of positive affect was bigger than that of work engagement.
The relations explored provide new theoretical elements for models that explain which
variables influence well-being and performance in organizational contexts. The implications
for employee health and organizational success are discussed.
ER  -