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Updated: May 31, 2026
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Assessing the Multiple Dimensions of Engagement to Characterize Learning: A Neurophysiological Perspective
Published on: July 1, 2015
The affective shift model of work engagement.
Ronald Bledow1, Antje Schmitt, Michael Frese
1Department of Personnel Management, Work and Organizational Psychology, Ghent University, Ghent, Belgium. ronald.bledow@ugent.be
The Journal of Applied Psychology
|July 20, 2011
Summary
Work engagement increases when negative emotions are followed by positive ones, especially if positive affect is high. This affective shift model highlights the role of emotion regulation in fostering engagement.
Area of Science:
- Psychology
- Organizational Behavior
Background:
- Work engagement is crucial for employee performance and well-being.
- Existing models often overlook the dynamic interplay of emotions.
- Self-regulation theories provide a framework for understanding emotional dynamics.
Purpose of the Study:
- To develop and test an affective shift model of work engagement.
- To investigate the dynamic interplay between positive and negative affect in predicting work engagement.
- To explore the role of affect regulation in fostering work engagement.
Main Methods:
- Experience sampling methodology was employed over 9 working days.
- Data collected twice daily from 55 software developers.
- Included measurements of affective events, mood, and work engagement.
Main Results:
- Negative affect followed by positive affect positively predicted work engagement.
- Morning negative mood and events predicted afternoon engagement when intermediate positive mood was high.
- Individual differences in positive affectivity moderated these within-person relationships.
Conclusions:
- The affective shift model provides a nuanced understanding of work engagement.
- Work engagement can be fostered by managing the sequence and intensity of affective states.
- Affect regulation strategies are key to enhancing employee engagement.
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