Fröhlich Patrik, Radaca Elvira, Diestel Stefan
Schumpeter School of Business and Economics, University of Wuppertal, Wuppertal, Germany.
Front Psychol. 2025 Jul 29;16:1560010. doi: 10.3389/fpsyg.2025.1560010. eCollection 2025.
This research investigates the interactive effects of happiness at work and interest taking on work engagement and extra-productive behaviors across experienced employees and newcomers.
The article investigates how happiness at work can serve as a key resource in enhancing work engagement and extra-productive behaviors such as adaptive performance and organizational citizenship behavior (OCB) in newcomers and experienced employees. Furthermore, it clarifies the interactive effects of the personal resource interest-taking in enhancing the effectiveness of happiness at work, particularly by examining how interest-taking moderates the relationship between happiness at work and work engagement.
We conducted two longitudinal studies among newcomers ( = 126) and experienced employees ( = 126) of various industries. For data analysis, we applied multilevel modeling to account for the nested structure of the data. We conducted 2-1-1 moderated mediation analyses to test indirect and conditional effects along the a-path of the proposed model.
Across both studies, our findings indicate indirect effects of happiness at work on extra-productive behavior via work engagement. Interest-taking strengthens the impact of happiness at work on work engagement for newcomers but not for experienced employees. These new insights into the relationship between happiness at work, work engagement, and extra-productive behavior can aid organizations in enhancing the performance and motivation of employees.
Our findings demonstrate that happiness at work indirectly promotes OCB and adaptive performance through increased work engagement for all employees, regardless of their tenure. The moderating role of interest-taking is especially relevant for newcomers, suggesting that organizations can boost positive outcomes by fostering happiness at work in early tenure.
本研究调查了工作幸福感和兴趣培养对经验丰富的员工和新员工的工作投入及额外生产行为的交互作用。
本文研究工作幸福感如何作为一种关键资源，增强新员工和经验丰富的员工的工作投入以及额外生产行为，如适应性绩效和组织公民行为（OCB）。此外，通过研究兴趣培养如何调节工作幸福感与工作投入之间的关系，阐明个人资源兴趣培养在提高工作幸福感有效性方面的交互作用。
我们对各行业的新员工（n = 126）和经验丰富的员工（n = 126）进行了两项纵向研究。在数据分析中，我们应用多层次模型来考虑数据的嵌套结构。我们进行了2-1-1调节中介分析，以检验所提出模型的a路径上的间接和条件效应。
在两项研究中，我们的研究结果均表明工作幸福感通过工作投入对额外生产行为产生间接影响。兴趣培养增强了工作幸福感对新员工工作投入的影响，但对经验丰富的员工没有影响。这些关于工作幸福感、工作投入和额外生产行为之间关系的新见解，有助于组织提高员工的绩效和积极性。
我们的研究结果表明，工作幸福感通过提高所有员工（无论其任期长短）的工作投入，间接促进了OCB和适应性绩效。兴趣培养的调节作用对新员工尤为重要，这表明组织可以通过在任期早期培养工作幸福感来提高积极成果。
