Selection, optimization, and compensation strategies: interactive effects on daily work engagement

Zacher, Hannes, Chan, Felicia, Bakker, Arnold B. and Demerouti, Evangelia (2015) Selection, optimization, and compensation strategies: interactive effects on daily work engagement. Journal of Vocational Behavior, 87 101-107. doi:10.1016/j.jvb.2014.12.008

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Author Zacher, Hannes
Chan, Felicia
Bakker, Arnold B.
Demerouti, Evangelia
Title Selection, optimization, and compensation strategies: interactive effects on daily work engagement
Journal name Journal of Vocational Behavior   Check publisher's open access policy
ISSN 0001-8791
Publication date 2015-04
Year available 2014
Sub-type Article (original research)
DOI 10.1016/j.jvb.2014.12.008
Open Access Status File (Author Post-print)
Volume 87
Start page 101
End page 107
Total pages 7
Place of publication Maryland Heights, MO United States
Publisher Academic Press
Collection year 2015
Language eng
Abstract The theory of selective optimization with compensation (SOC) proposes that the “orchestrated” use of three distinct action regulation strategies (selection, optimization, and compensation) leads to positive employee outcomes. Previous research examined overall scores and additive models (i.e., main effects) of SOC strategies instead of interaction models in which SOC strategies mutually enhance each other's effects. Thus, a central assumption of SOC theory remains untested. In addition, most research on SOC strategies has been cross-sectional, assuming that employees' use of SOC strategies is stable over time. We conducted a quantitative diary study across nine work days (N = 77; 514 daily entries) to investigate interactive effects of daily SOC strategies on daily work engagement. Results showed that optimization and compensation, but not selection, had positive main effects on work engagement. Moreover, a significant three-way interaction effect indicated that the relationship between selection and work engagement was positive only when both optimization and compensation were high, whereas the relationship was negative when optimization was low and compensation was high. We discuss implications for future research and practice regarding the use of SOC strategies at work.
Keyword Selection
Work engagement
Q-Index Code C1
Q-Index Status Provisional Code
Institutional Status Non-UQ
Additional Notes Published online ahead of print 29 Dec 2014

Document type: Journal Article
Sub-type: Article (original research)
Collections: Non HERDC
School of Psychology Publications
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