The present study seeks to achieve a dynamic understanding of employees' job engagement trajectories, and of their time-structured associations with leader–member exchange (LMX) and outcomes related to psychological adaptation (turnover intentions, emotional exhaustion, job satisfaction and life satisfaction). A sample of 285 employees was surveyed three times (6 months apart) over a 1-year period. Results revealed that employees' global job engagement followed high and stable trajectories, their specific cognitive and emotional job engagement followed slightly decreasing trajectories, and their specific physical engagement displayed non-linear trajectories characterized by an initial decrease followed by a slight increase. Specific LMX contribution and LMX professional respect were associated with positive fluctuations in global job engagement, whereas global LMX was associated with positive fluctuations in specific emotional engagement. Specific LMX loyalty and LMX affect (at Time 1 only) were associated with positive fluctuations in specific physical engagement, whereas global LMX was negatively associated with these fluctuations. Higher global job engagement and specific emotional engagement were associated with negative fluctuations in turnover intentions and emotional exhaustion and with positive fluctuations in job satisfaction. Higher specific physical engagement was associated with negative fluctuations in job satisfaction, whereas higher specific cognitive engagement was associated with lower life satisfaction.

中文翻译：

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工作投入轨迹：它们与领导者-成员交换的关联及其对员工的影响

本研究旨在动态了解员工的工作投入轨迹、他们与领导者-成员交换（LMX）的时间结构关联以及与心理适应相关的结果（离职意向、情绪耗竭、工作满意度和生活满意度） 。一年内对 285 名员工进行了 3 次调查（间隔 6 个月）。结果显示，员工的整体工作投入度遵循较高且稳定的轨迹，他们的特定认知和情感工作投入度遵循略有下降的轨迹，而他们的特定身体投入度则呈现出先下降后略有上升的非线性轨迹。特定的 LMX 贡献和 LMX 专业尊重与全球工作投入度的正向波动相关，而全球 LMX 与特定情感投入度的正向波动相关。特定的 LMX 忠诚度和 LMX 影响（仅在时间 1）与特定身体参与度的正波动相关，而全局 LMX 与这些波动负相关。较高的全球工作投入度和特定情感投入度与离职意向和情绪耗竭的负波动以及工作满意度的正波动相关。较高的特定身体参与度与工作满意度的负波动相关，而较高的特定认知参与度与较低的生活满意度相关。而全球 LMX 与特定情绪参与的积极波动相关。特定的 LMX 忠诚度和 LMX 影响（仅在时间 1）与特定身体参与度的正波动相关，而全局 LMX 与这些波动负相关。较高的全球工作投入度和特定情感投入度与离职意向和情绪耗竭的负波动以及工作满意度的正波动相关。较高的特定身体参与度与工作满意度的负波动相关，而较高的特定认知参与度与较低的生活满意度相关。而全球 LMX 与特定情绪参与的积极波动相关。特定的 LMX 忠诚度和 LMX 影响（仅在时间 1）与特定身体参与度的正波动相关，而全局 LMX 与这些波动负相关。较高的全球工作投入度和特定情感投入度与离职意向和情绪耗竭的负波动以及工作满意度的正波动相关。较高的特定身体参与度与工作满意度的负波动相关，而较高的特定认知参与度与较低的生活满意度相关。特定的 LMX 忠诚度和 LMX 影响（仅在时间 1）与特定身体参与度的正波动相关，而全局 LMX 与这些波动负相关。较高的全球工作投入度和特定情感投入度与离职意向和情绪耗竭的负波动以及工作满意度的正波动相关。较高的特定身体参与度与工作满意度的负波动相关，而较高的特定认知参与度与较低的生活满意度相关。特定的 LMX 忠诚度和 LMX 影响（仅在时间 1）与特定身体参与度的正波动相关，而全局 LMX 与这些波动负相关。较高的全球工作投入度和特定情感投入度与离职意向和情绪耗竭的负波动以及工作满意度的正波动相关。较高的特定身体参与度与工作满意度的负波动相关，而较高的特定认知参与度与较低的生活满意度相关。较高的全球工作投入度和特定情感投入度与离职意向和情绪耗竭的负波动以及工作满意度的正波动相关。较高的特定身体参与度与工作满意度的负波动相关，而较高的特定认知参与度与较低的生活满意度相关。较高的全球工作投入度和特定情感投入度与离职意向和情绪耗竭的负波动以及工作满意度的正波动相关。较高的特定身体参与度与工作满意度的负波动相关，而较高的特定认知参与度与较低的生活满意度相关。