ArticleFrontiers in psychology2025
When happiness strengthens engagement and performance: the role of happiness at work as a resource for experienced employees and newcomers.
Article in Frontiers in psychology, 2025. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 2 papers.
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The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.
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Who cites it
2 citing papers in PubMed.
- The relationship between life satisfaction, proactivity, perceived stress and work engagement in educationalists working in alternative settings in England.BMC psychology · 2025Article
- Working Differently, Performing Similarly: Systems Intelligence and Job Crafting as Predictors of Job Performance in a Three-Wave Longitudinal Study.Behavioral sciences (Basel, Switzerland) · 2025Article
Corrections and comments
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Authors and funding
3 authors.
Funding
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Abstract
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. Objective: 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. Methods: We conducted two longitudinal studies among newcomers ( Results: 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. Conclusion: 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.
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Registered trials
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