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Drawing upon the conservation of resources theory, the authors expected that daily micro-events, daily hassles and uplifts at work influenced well-being via work engagement at the daily level.

The authors conducted two diary studies. In study 1, 181 workers answered a daily questionnaire for four working days (N = 181 × 4 = 724). In study 2, 51 workers filled in a questionnaire for ten consecutive working days (N = 51 × 10 = 510).

In study 1, the results demonstrated that work engagement fully mediated the effects of daily uplifts on well-being and partially mediated the effects of daily hassles on well-being. The results of study 2 revealed a full mediation for both kinds of daily micro-events. Hence, daily uplifts stimulated work engagement, which, in turn, enhanced well-being, and daily hassles minimized work engagement and, consequently, well-being.

The relationships explored provide new theoretical elements for models that explain well-being.

The purpose of this study was to analyze the moderating role of micro-events on the relationship between the three Dark Triad dimensions and counterproductive work-brehaviors. The social exchange theory and the person–situation interactionist model supported this study’s model that analyzed whether micro-events at work would moderate the relationship between the three dimensions of the dark triad personality (Machiavellianism, psychopathy and narcissism) and specific types of counterproductive work behaviors (CWB; toward the organization, and the individual).

To achieve this goal, this study used a sample of 241 currently employed participants.

The results showed that individuals who scored higher on their dark triad traits engaged more frequently in CWB; however, when they experienced more daily uplifts than daily hassles, their CWBs significantly decreased.

The cross-sectional design should be regarded as a limitation, and the authors assessed all the variables through self-reported measures.

Such results proved to be fundamental for a better understanding of employees’ behavior, as well as the impact of micro-events in the organizational settings.

Recently new forms of telework emerged, such as the hybrid model; however, little is known about how and when it promotes performance. Based on the job demands-resources (JD-R) model, the authors developed a conceptual framework to demonstrate that the hybrid model of telework positively influences performance via positive affect. Furthermore, the authors identified both personal (emotional intelligence [EI]) and job resources (autonomy) as moderators of this relationship.

To test the proposed model, the authors collected data from teleworkers who were in a hybrid telework regime from the telecommunications industry (N = 290).

The results showed that (1) telework positively influenced positive affect and, in turn, performance and (2) the indirect effect of telework on performance through positive affect was moderated by both EI and autonomy.

These results appear to be fundamental for a better conceptual and practical understanding of how and when hybrid telework can improve performance.

This study draws on the affective events theory (AET) to understand how telework may influence workers' well-being. Hence this study aimed to (1) analyze the indirect relationship between telework and well-being via daily micro-events (DME), and (2) test whether procrastination would moderate this indirect effect.

To test the goals, data were gathered from a sample of teleworkers in the IT sector (N = 232). To analyze the data, a moderated mediation analysis was performed in SPSS with PROCESS macro.

The results showed that micro-daily events mediated the positive relationship between telework and well-being; however, this relation was conditional upon the levels of workers' levels of procrastination, that is, this link became weaker for those who were procrastinators.

By highlighting the importance of telework, DME and procrastination, this study offers managers distinct strategies for enhancing their employees' well-being.

Despite the existing research investigating the effect of telework on well-being, studies investigating the intervening mechanisms between these two constructs are scarce. Moreover, there is a lack of research investigating the moderating effect of procrastination in these relations. Hence, this study fills these gaps and advances knowledge on the process that explains how (via DME) and when (when procrastination is low) teleworking influences workers' well-being.

Discovering opportunities is a key entrepreneurship competence for those who want to start their own business and who choose to enter the workforce. In this study, the authors focus on the antecedents of the ability to discover entrepreneurial opportunities by uncovering how and when students' personal initiative (Frese and Fay, 2001) leads to an increase in this key competency. The purpose of this study was to examine the role of risk-taking and creativity in the interplay between personal initiative and opportunity discovery competencies among university students.

Data were collected with a self-assessment tool in two moments in time, using a sample of 103 university students from Portugal enrolled in an entrepreneurship course. The authors measured personal initiative and entrepreneurial risk-taking at the beginning of the entrepreneurship course (Time 1). Two months later (Time 2), by the end of an entrepreneurship course, the authors measured creativity and opportunity discovery abilities.

The results of this study showed that risk-taking mediates the effect of personal initiative on opportunity discovery and that creativity interacts with risk-taking and opportunity discovery. Specifically, the authors found that the relationship between entrepreneurial risk-taking and opportunity discovery is positive and statistically significant when students display average or above-average creativity. The indirect effect of the personal initiative on opportunity discovery through entrepreneurial risk-taking seems to increase when the student's creativity increases, as the index of moderated mediation is positive.

As with all studies, there are limitations to work of this study. First, data of this study is restricted to a sample of students from Portugal. As such, the authors should be careful about generalizations concerning students from other cultural settings; entrepreneurship competencies can differ across countries. Second, the findings of the present study are based on students’ self-reports regarding their own entrepreneurship competencies.

This work can inspire entrepreneurship educators to look at the entrepreneurship competencies models holistically and inspire future work to explore the relationship patterns between entrepreneurial competencies.

This study relied on the job demands and resource model to understand employees’ turnover intentions. Recent studies have consistently lent support for the significant association between role ambiguity and turnover intentions; however, only a handful of studies focused on examining the potential mediators in this association. The authors argued that role ambiguity positively influences turnover intentions through affective mechanisms: job involvement and satisfaction.

To test the model, a large sample of working adults participated (N = 505).

Structural equation modeling results showed that role ambiguity, job involvement and job satisfaction were significantly associated with turnover intentions. Moreover, a serial mediation was found among the variables: employees with low levels of role ambiguity tended to report higher job involvement, which further increased their satisfaction with the job and subsequently decreased their turnover intentions.

The cross-sectional design is a limitation.

Practical suggestions regarding how organizations can reduce employee turnover are discussed.

The findings provide support for theory-driven interventions to address developing the intention to stay at work among working adults.

Coronavirus disease 2019 (COVID-19) has made telecommuting widely valued, but different individuals have different degrees of acceptance of telecommuting. This article aims to identify suitable individuals for telework and to clarify which types of workers are suitable for what level of telework, set scientific, reasonable hybrid work ratios and processes and measure their suitability.

First, two working scenarios of different risk levels were established, and the theory of planned behavior (TPB) was used to introduce latent variables, constructing a multi-indicator multi-causal model (MIMIC) to identify suitable individuals, and second, constructing an integrated choice and latent variable (ICLV) model of the working method to determine the suitability of different types of people for telework by calculating their selection probabilities.

It is possible to clearly distinguish between two types of suitable individuals for telework or traditional work. Their behavior is significantly influenced by the work environment, which is influenced by variables such as age, income, attitude, perceived behavioral control, work–family balance and personnel exposure level. In low-risk scenarios, the influencing factors of the behavioral model for both types of people are relatively consistent, while in high-risk scenarios, significant differences arise. Furthermore, the suitability of telework for the telework-suitable group is less affected by the pandemic, while the suitability for the non-suitable group is greatly affected.

This study contributes to previous literature by: (1) determining the suitability of different population types for telework by calculating the probability of selection, (2) dividing telework and traditional populations into two categories, identifying the differences in factors that affect telework under different epidemic risks and (3) considering the impact of changes in the work scenario on the suitability of telework for employees and classifying the population based on the suitability of telework in order to avoid the potential negative impact of telework.

Human–animal interactions (HAIs) have been found to have an extensive and significant influence on individuals' well-being and health-related outcomes. However, there are few studies that examine this influence on work-related contexts, such as teleworking. In this study, the author relied on the affective events theory to examine the effect of daily HAI on employees’ daily work engagement and the underlying mechanisms (daily affect ratio and state mindfulness), by resorting to a daily diary study.

To test the hypotheses, the author collected daily data during five consecutive working days with pet owners (N = 400 × 5 = 2,000).

Multilevel results showed that interacting with pets during the working day was positively associated with daily work engagement, but this positive relationship was stronger for individuals with lower levels of mindfulness. Further analyses showed that the daily affect ratio mediated the moderating effect of mindfulness on the relationship between daily interactions with pets and daily work engagement.

These findings provide strong support for the proposed mediated moderation model; indeed, positive affect and mindfulness help to explain the positive effect of HAIs on work engagement. Hence, managers may consider the adoption of teleworking, even in a hybrid format for those workers who own pets, because interacting with pets may be a strategy to make them feel more positive and, in turn, more enthusiastic, dedicated and absorbed in their work.

This study is one of the first studies to demonstrate the importance of adopting pet-friendly practices, such as allowing pet owners to telework, as a way to promote daily work engagement.