Faculty of Psychology, University of Vienna, Vienna, Austria.
Faculty of Behavioural and Social Sciences, University of Groningen, Groningen, The Netherlands.
Sci Rep. 2024 Sep 4;14(1):20558. doi: 10.1038/s41598-024-71432-0.
Employees' work engagement may vary by work location (office vs. home office), assuming that working at home requires greater self-regulation. Hence, self-leadership may play an important role when employees work at home. The present study investigates whether employees use self-leadership strategies (self-goal setting, self-reward, self-punishment, self-cueing, and visualization of successful performance) more often on home days than on office days. We also examine how these strategies are related to daily work engagement, and whether they are more effective for promoting work engagement depending on the work location. One hundred and one employees completed daily questionnaires on office and home days, resulting in 514 observations. Multilevel analyses revealed that employees reported higher use of self-goal setting, self-reward, and visualization on home days than on office days. Furthermore, we found that applying these strategies was positively related to day-specific work engagement. Nevertheless, self-cueing had no effect and self-punishment was detrimental to work engagement. Moreover, we found no support for the idea that the effectiveness of self-leadership strategies for promoting work engagement depends on the work location. These findings contribute to our understanding of self-leadership strategies promoting work engagement on home and office days.
员工的工作投入可能因工作地点（办公室与家庭办公室）而异，因为在家工作需要更强的自我调节能力。因此，当员工在家工作时，自我领导可能发挥着重要作用。本研究探讨了员工在家庭日是否比在办公室日更频繁地使用自我领导策略（自我目标设定、自我奖励、自我惩罚、自我提示和成功表现的可视化）。我们还研究了这些策略与日常工作投入的关系，以及它们是否根据工作地点的不同而更有效地促进工作投入。101 名员工在办公室日和家庭日完成了每日问卷，共获得了 514 个观察结果。多层次分析表明，员工报告在家庭日比在办公室日更频繁地使用自我目标设定、自我奖励和成功表现的可视化。此外，我们发现应用这些策略与特定日期的工作投入呈正相关。然而，自我提示没有效果，自我惩罚对工作投入有害。此外，我们没有发现支持自我领导策略对促进工作投入的有效性取决于工作地点的观点。这些发现有助于我们理解在家中和办公室日促进工作投入的自我领导策略。
