Scholars have long recognized that employees often ebb and flow in how engaged they are in their jobs-what we term "engagement variability." Yet, to date, we have little insight into how an employee's engagement variability-that is, the degree of inconsistency in their engagement-affects job performance. Drawing on and extending habit theory, we hypothesize that, controlling for average engagement, engagement variability is negatively related to job performance. We further hypothesize that emotional stability moderates this relationship: Although engagement variability hinders performance when an employee is higher in emotional stability, this effect weakens when an employee is lower in emotional stability. Finally, we hypothesize that flow mediates the interactive effect of engagement variability and emotional stability on performance. We test our hypotheses across three studies: a multisource, ten-wave field study of 160 cadets across three Army and Air Force divisions of the Reserve Officer Training Corps, an experiment with 600 full-time employees, and a multisource, two-week experience sampling study with 152 full-time employees and their supervisors. We find consistent support for engagement variability's negative relationship with performance and the moderating role of emotional stability, but mixed support for the mediating role of flow. We conclude by discussing the implications of our work. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

中文翻译：

---

工作敬业度的潮起潮落：敬业度可变性和情绪稳定性作为工作绩效的交互式预测因素。

学者们早就认识到，员工对工作的投入程度常常会出现起伏，即我们所说的“敬业度变异性”。然而，迄今为止，我们对员工敬业度的可变性（即敬业度的不一致程度）如何影响工作绩效知之甚少。利用并扩展习惯理论，我们假设，在控制平均敬业度的情况下，敬业度变异性与工作绩效呈负相关。我们进一步假设情绪稳定性会调节这种关系：虽然当员工情绪稳定性较高时，敬业度的变化会阻碍绩效，但当员工情绪稳定性较低时，这种影响就会减弱。最后，我们假设心流介导了参与可变性和情绪稳定性对绩效的交互影响。我们通过三项研究来检验我们的假设：对预备役军官训练团三个陆军和空军师的 160 名学员进行的多源、十波实地研究、对 600 名全职员工进行的实验，以及多源、为期两周的体验对 152 名全职员工及其主管进行抽样研究。我们一致支持参与度变异性与绩效的负相关关系以及情绪稳定性的调节作用，但对心流的调节作用的支持参差不齐。最后我们讨论了我们工作的影响。（PsycInfo 数据库记录 (c) 2023 APA，保留所有权利）。