Remus Ilies

Bocconi University | Bocconi

Past research on the effects of work engagement on the family has demonstrated contrasting effects, with some suggesting that work engagement is beneficial for family life while others suggesting that it may be detrimental. In the present research, using a sample of 125 employees who responded to daily surveys both at work and at home for two conse...

Drawing from the literature on behavioral spillover effects, the work-home resources model and research on helping at work, we investigate how help provision at work spills over to influence the provision of spousal support at home by examining a resource generation mechanism and a resource depletion mechanism. Across two experience-sampling studie...

Research in work and organisational health psychology (WOHP) has traditionally employed methodologies targeted at examining between-individual associations of psychosocial stressors, psychological strain, health, and well-being. Recently, however, there has been a shift towards more ecologically valid assessments of these classes of constructs, i.e...

As societal concern shifts from financial survival towards quality of life issues, both in and outside of the workplace, scholarly interest in employee well-being too has risen greatly in recent years. This greater attention to the antecedents and outcomes of employee well-being, such as job satisfaction, work engagement, and job burnout amongst ot...

This study examined the intraindividual relationships among workload and affective distress, cognitive, physical and emotional fatigue, and work-family conflict among school employees. Using a repeated-measure, within-person research design, the authors found that work demands and affective distress, as well as cognitive, emotional and physical fat...

Increasingly, transactions between firms and customers are typified by the co-creation of value, wherein customers play an active role in the development of new products and services. Over the past two decades, research on co-creation has flourished across multiple disciplines, largely highlighting its benefits for firms and customers. Importantly,...

Engaging in behaviors that take advantage of one’s personal strengths at work can promote employee flourishing in the workplace and mental health. Personal strengths use has thus gained increasing attention within occupational psychology and positive organizational scholarship. In this article, we first integrate work on personal strengths use with...

We review theory and research on how work events and experiences influence employee well-being, with a particular focus on the day-to-day effects of positive events and experiences. Then we discuss how employees can amplify the beneficial effects of work on well-being by savoring and reflecting upon positive events and experiences from work, and by...

Since the late 1990s, organizational psychology has gone through an “affective revolution,” producing a large body of work demonstrating how emotions and feelings are part and parcel of organizational life that have far-reaching effects on employees’ attitudes, cognitions, and behaviors. This stream of research has been particularly important in pr...

Service employees encounter frequent mistreatments on the job, and these mistreatments can occur unexpectedly. Despite the overall favorable impact of positive affect on coping with negative events, we argue that it could create an expectancy disconfirmation for service employees when they face customer mistreatment. Drawing from expectancy disconf...

Affect spin refers to shifts in emotional states over time; it captures people's reactivity to affective events. Recent evidence suggests that affect spin has costs for both organizations and for employees, yet little is known about the antecedents of affect spin and possibilities to reduce it. The present study builds on existing research by exami...

Conventional research on gratitude has focused on the benefits of expressing or experiencing gratitude for the individual. However, recent theory and research have highlighted that there may too be benefits associated with receiving others’ gratitude. Grounded in the Work-Home Resources model (W-HR), we develop a conceptual model to understand whet...

Drawing on conservation of resources and related theories, this study develops and tests an interpersonal model of work-family spillover. Our model specifies how social stressors at work (i.e., workplace incivility, abusive supervision, interpersonal conflict) result in the experience of a social-based form of work-family conflict, ultimately influ...

Drawing upon theory and research on affect transference and proactive personality, we examine the proactive behaviors employees enact to limit the reciprocal transference of negative affect between customers and employees during service encounters. Results of two event-based, multi-source field studies in the service industry show that employee pro...

We investigated the week-to-week effects of a mindfulness intervention on emotional exhaustion, work engagement, and job satisfaction in a field study involving 218 participants who participated and reported their weekly outcomes during the 8-week program. To examine how mindfulness impacted work outcomes, we used intraindividual modeling of the 8-...

Unethical pro‐organizational behavior (UPB) is often visible to co‐workers; however, reactions to UPB are rarely considered in empirical research in spite of their importance to the social dynamics in the workplace. Drawing upon appraisal theory of emotion and the behavioral ethics literature, we predict that observing UPB would lead third parties...

Using the work–home resources (W‐HR) model as an overarching framework, our study seeks to examine the interplay between employees’ provision and receipt of interpersonal organizational citizenship behaviours (OCB‐I; i.e. helping behaviours), and its spillover effects on two family outcomes (family performance and marital withdrawal behaviours). Fu...

Organizations are increasingly relying on service robots to improve efficiency, but these robots often make mistakes, which can aggravate customers and negatively affect organizations. How can organizations mitigate the frontline impact of these robotic blunders? Drawing from theories of anthropomorphism and mind perception, we propose that people...

In this paper we examine the interactive effects of positive affect and perspective-taking on workplace incivility and family incivility, through moral disengagement. We draw from broaden-and-build and moral disengagement theories to suggest a potential negative consequence of positive affect. Specifically, we argue that positive affect increases i...

Helping employees juggle work and family responsibilities is crucial at a time when the boundaries between work and family life are increasingly blurred. Family-supportive supervisor behaviours (FSSBs) contribute to this and benefit both employees and organizations. Yet, employees and supervisors do not necessarily agree about the displayed FSSBs....

Work-family research predominantly focused on role incompatibilities with theorizing often rooted in resource depletion mechanisms derived from Conservation of Resources (COR) theory. However, researchers have largely neglected resource accumulation processes also part of COR, due to the lack of appropriate conceptualization and operationalization...

With the rise of jobs in the healthcare sector, research on emotional labor has become of increasing importance. In this study, we follow calls for scholars to include authentic emotional displays alongside the more traditionally examined emotional labor strategies (surface and deep acting) when examining the effects of employees’ emotional perform...

Prior research linking employee performance to abusive supervision suggests that supervisors have instrumental and non-instrumental reasons for engaging in abuse while dealing with low performers in the workplace. Drawing on social comparison theory, we argue that high-performing subordinates can make supervisors envious, which in turn leads to abu...

Although almost all employees have heard of or witnessed their colleagues being mistreated, we have an incomplete understanding of how employees perceive and respond to such events. Whereas past research has established that observer emotions can be congruent with victim emotions, we examine observer schadenfreude, an incongruent emotion that is al...

Drawing on self-determination theory, this research investigates whether the motivation behind employees’ helping behaviors is associated with their positive affect and their subsequent help provision, and whether citizenship pressure moderates these relationships. A recall-based experiment and an experience-sampling study capturing helping episode...

A multitude of studies in the management literature are focusing on within-person phenomena. The study of such phenomena offers great promise as within-person research facilitates the capacity to enhance temporal precision, show change over time, and reveal the kinds of novel insights that are not possible if relying solely on a traditional between...

Previous work on need fulfillment focused on the evaluation and consequences of the psychological benefits that employees derive from work, but has not fully considered the socioemotional benefits that employees acquire from working relationships. In this study, we introduce interpersonal need fulfillment as a distinct potential benefit that employ...

This paper investigates the relationships between personality traits and teamwork skills, which are often assumed to be linear. We use a theory driven approach to propose that extraversion and agreeableness (traits relevant for interpersonal team processes), and conscientiousness (a trait relevant for task engagement) have inverted U-shaped relatio...

Using experience-sampling methodology, the present study offers a within-individual test of the buffering model of social support in the daily work-family conflict process. Building on the conceptualization of social support as a volatile resource, we examine how daily fluctuations in social support at work and at home influence the process through...

Drawing on a bottom-up theoretical perspective on life satisfaction, we developed and tested a model that specifies distinct paths from education to life satisfaction through three domain satisfactions (i.e., job, financial, and health satisfactions). Furthermore, we proposed explanatory mechanisms for each of these three paths (i.e., job fit, fina...

The Cambridge Handbook of the Global Work–Family Interface - edited by Kristen M. Shockley April 2018

Behavioral genetics approaches to the study of individual differences have been widely applied in various disciplines in social sciences to investigate the "Nature versus/and Nurture" issue through disentangling influences from genetic factors (i.e., influences from nature) and environmental factors (i.e., influences from nurture). However, leaders...

Previous research on interrole (family-to-work and work-to-family) conflict has demonstrated that such conflict is detrimental for outcomes in the work and home domains for employees and their family members. Although research has begun to integrate multiple parties into the interrole conflict literature, studies have overlooked how employee interr...

We report an experience-sampling study examining the spillover of workplace incivility on employees’ home lives. Specifically, we test a moderated mediation model whereby discrete emotions transmit the effects of workplace incivility to specific family behaviors at home. Fifty full-time employees from south-east Asia provided 363 observations over...

The resource depleting effect of surface acting is well established. Yet we know less about the pervasiveness of this depleting effect and what employees can do at work to replenish their resources. Drawing on conservation of resources theory and the ecological congruence model, we examine the extended depleting effect of surface acting and whether...

Recent conceptual work draws meaningful distinctions between experiential and declarative well-being (Shmotkin, 2005), but little has been done to apply such distinctions in organisational psychology. We use this framework to integrate self-determination theory (Deci & Ryan, 1985) and flow theory (Csikszentmihalyi, 1975), leading to hypotheses prop...

We integrate social exchange theory with social capital theory to present a resource-based contingency model of when team-member exchange (TMX) helps individual performance in teams. We argue that strong TMX produces obligations to utilize resources (e.g., task information) provided by one's teammates, and these obligations enhance performance when...

In this article, we attempt to integrate the commentaries to our position paper on intra-individual models of employee well-being (EWB; Ilies, R., Aw, S. S. Y., & Pluut, H. (2015). Intraindividual models of employee well-being: What have we learned and where do we go from here? European Journal of Work and Organizational Psychology, Advance online...

This article presents a multilevel approach that uncovers how day-to-day variations in workload influence life satisfaction by creating work-family conflict, as well as the role supportive supervisors play in influencing these daily relationships. In this experience-sampling study, 135 employees responded to 2 daily surveys (one at work and one at...

We examine whether social interactions with coworkers (i.e., giving help and receiving help at work) can mitigate the negative consequences of emotional labor on subjective well-being by conducting a five-day diary study among customer service representatives. Momentary reports from over a hundred customer service representatives indicate that surf...

This article presents a within-individual examination of the effects of work engagement on the family domain. A total of 125 employees were asked to respond to daily surveys both at work and at home for a period of two consecutive weeks. Intraindividual analyses revealed that employees’ daily work engagement experiences related positively, within i...

The impact of workplace incivility on family outcomes has not received much attention. This study attempts to examine how coworker incivility influences a specific domestic behavior, spousal support provision. Adopting the work-home resources model (ten Brummelhuis & Bakker, 2012), we propose that employee who experience coworker incivility lack re...

This chapter discusses the ways in which biological and genetic factors can influence individual attitudes, cognition, and behavior at work. We argue that there are substantial genetic components to a number of individual difference factors. These effects can then relate directly or indirectly to affect, cognition, and behavior at work, with import...

In this chapter we make the case that biology infl uences organizational behavior because work attitudes and emotional states experienced at work, as proximal infl uences on work behavior, have substantial genetic components. As a result, we contend that the genetic makeup of indi-viduals has profound implications for how people experience their wo...

Challenging assumptions that strong leader- and team-member exchange relationships will unilaterally benefit individual performance, we present a contingency perspective based on social capital theory to explain when each form of exchange may help – or harm – individual performance in teams. We argue that the performance benefit of any given exchan...

Using experience sampling design and grounded on resource loss and resource replenishment within a workday, this study examines the within-individual relationships among start-of- workday negative affect, daily surface acting and individuals’ well-being at bedtime, as well as the moderating effect of daily helping behaviors at work. One hundred and...

In this chapter, we enthusiastically promote the use of ESM by work-family researchers. We describe the different sampling techniques that are available and advance several arguments for the superiority of ESM over other methods. Key studies are reviewed, and we identify gaps in our knowledge, suggesting research areas that may be particularly valu...

Drawing on entrepreneurial motivation and goal striving literatures, we examined the dynamic relationship between momentary perceived progress, or an ongoing sense of how one is doing in the pursuit of one's venture goal, and entrepreneurial effort intensity among early-stage entrepreneurs who are based in business incubators. We also examined how...

The authors integrate existing theory on work–family integration and interpersonal capitalisation on positive work events by examining the effects of sharing positive work events with one's spouse on employee life satisfaction. A field study was conducted with 131 employees of a large Midwestern university, who completed surveys online. Participant...

This study proposes a dynamic reparatory model of voluntary work behavior. We test the hypothesis that when people are made aware of their high level of negative behavior at work (i.e., counterproductive work behavior) and are informed that their behavior is counternormative and undesirable, the knowledge that they violated social norms induces gui...

In this article, we investigate the effects of leader emotional expressiveness on idealized influence and leadership effectiveness. Drawing from recent theory and research on authentic leadership, we also examine the moderating role of leader behavioural and relational authenticity in the relationship between leader emotional expressiveness and ide...

Applied psychological research has been increasingly taking advantage of within people designs to study the dynamic effects of work events and experiences on various outcomes such as attitudes, feelings, and behaviors. Experience Sampling is a methodology that has been shown to be valuable in conducting such research in the field. In this chapter,...

Work–family conflict may give rise to different emotional reactions, depending on the causal attributions people make for the experience of work–family conflict. These emotional reactions, in turn, may result in specific behavioral reactions, that may either be adaptive or maladaptive in nature. In this essay, we advance this thesis using attributi...

Even workers who are generally happy at work can suffer short-term losses of enthusiasm and fulfilment. Short-term fluctuations matter because they can better explain work-related well-being (e.g. work engagement, flow, positive affect or passion), employees’ relations with other people at work (e.g. co-workers, clients), life outside work, and ult...

In this study we investigated the mediated influence of core self-evaluations (CSE) on employee health problems via job satisfaction and work stress, and the degree to which genetic factors explain these mediated relationships. Based on data obtained from a sample of 594 Swedish twins (114 monozygotic twin pairs and 183 dizygotic twin pairs), conve...

The rising emphasis that psychological research has been placing on within-person phenomena has been considerably aided by the introduction of the Experience Sampling Method (ESM; Larson & Csikszentmihalyi, 1983). This chapter discusses the ways that experience-sampling and event-sampling research methodologies can be used in research efforts inves...

This chapter focuses on the positive interconnections between work and family. It provides a brief overview of historical perspectives that have been influential in this literature, followed by a delineation of the focal constructs (enhancement, spillover, enrichment, facilitation) and some subtle but important distinctions between them. The resour...

Researchers have long been interested in understanding the antecedents of subjective well-being, which has been generally defined as “how people evaluate their lives” (Diener et al., 2003, p. 404). A number of studies have adopted a top-down approach to predicting subjective well-being, whereby a person’s dispositional characteristics influence the...

The authors developed and tested a model proposing that negotiator personality interacts with the negotiation situation to influence negotiation processes and outcomes. In 2 studies, the authors found that negotiators high in agreeableness were best suited to integrative negotiations and that negotiators low in agreeableness were best suited to dis...

Two studies examined the effect of affective states on decision outcome evaluation under the presence or absence of salient alternative reference points. Alternative reference points exist when there are 2 possible referents from which an outcome can be evaluated, and the outcome is judged as good from the perspective of one referent and bad from t...

This special issue presents eight empirical papers on intra-individual processes related to employee well-being in organization with the most of the papers featuring a within-person approach. The studies examine trajectories of affect, affective predictors of organizational citizenship behavior and creativity, intra-individual changes in flow at wo...

In a 3-week experience-sampling study of 52 full-time employees, the authors investigated the within-individual relationships among positive work events, affective states, and job satisfaction. They also examined the influence of work-family interpersonal capitalization (sharing work events with one's spouse or partner at home) on employees' job an...

Focusing on interpersonal conflict as a work stressor, the authors used a within-subjects research design to examine the effect of conflict episodes on employees' negative affect on the job. The roles of agreeableness and social support in moderating the negative effects of conflict episodes were also examined. A two-week experience-sampling study...