The purpose of this study was to explore the dynamic and intervention mechanisms of daily abusive experience affecting daily work engagement. Drawing on conservation of resources theory, we examine the effect of daily abusive supervision on daily work engagement through daily negative emotions from the resource consumption perspective, and the moderation effect of coworker support from the resource provision perspective. Using a daily diary approach and based on a sample of 73 employees for 5 consecutive days in China. The results (...) reveal that daily abusive supervision has a significant negative effect on daily work engagement, daily negative emotions mediate this relationship, and coworker support had a cross-level moderating effect between daily abusive supervision and daily negative emotions. Our study shows ways to boost employees’ daily work engagement and especially ways buffer the negative effect of abused experience on work engagement. (shrink)

Orientation: This study investigated the influence of authentic leadership on employee flourishing while considering the potential mediating effect of trust in the organization and organizational support as underlying mechanisms in an uncertain setting.Research purpose: To examine the relationship between authentic leadership and employee flourishing by evaluating the indirect effect of organizational support and trust in the organization as potential mediators.Motivation for the study: An authentic leadership approach, organizational support, and trust in the organization may influence the flourishing of employees in (...) uncertain times. Increasing the comprehension of the possible interaction effect of organizational support and trust in the organization in the relationship between authentic leadership and employee flourishing may improve individual and organizational efficiency.Research approach/design and method: A quantitative, cross-sectional survey design was applied in this study. The sample comprised 314 employees in a noteworthy South African steel manufacturing entity. The Authentic Leadership Inventory, Workplace Trust Survey, Flourishing-at-Work Scale, and the Job Demands-Resources Scale were administered.Main findings: The findings of this study suggest that authentic leadership was a significant predictor of employee flourishing through organizational support and trust in the organization.Practical/managerial implications: This research illuminates the potential value-adding contribution of an authentic leadership style in promoting a trust-filled relationship between team members and their organization and the support they experience from their employer. Despite the prevailing precarious context, working under the mentioned conditions might result in the increased flourishing of employees.Contribution/value-add: The analyses of the mentioned relationships might assist businesses in optimizing the resources required to improve employee and organizational performance. Additionally, the exploration of organizational support in conjunction with organizational trust raises our understanding of the possible influence these elements can have in enhancing employee flourishing in the workplace. (shrink)