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In study 1, 181 workers answered a daily questionnaire for four working days (N\u00a0=\u00a0181\u00a0\u00d7\u00a04\u00a0=\u00a0724). In study 2, 51 workers filled in a questionnaire for ten consecutive working days (N\u00a0=\u00a051\u00a0\u00d7\u00a010\u00a0=\u00a0510).<\/jats:p><\/jats:sec><jats:sec><jats:title content-type=\"abstract-subheading\">Findings<\/jats:title><jats:p>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.<\/jats:p><\/jats:sec><jats:sec><jats:title content-type=\"abstract-subheading\">Originality\/value<\/jats:title><jats:p>The relationships explored provide new theoretical elements for models that explain well-being.<\/jats:p><\/jats:sec>","DOI":"10.1108\/ijm-05-2022-0214","type":"journal-article","created":{"date-parts":[[2023,5,6]],"date-time":"2023-05-06T06:22:12Z","timestamp":1683354132000},"page":"1288-1306","source":"Crossref","is-referenced-by-count":9,"title":["Daily work engagement is a\u00a0process through which daily micro-events at work influence life satisfaction"],"prefix":"10.1108","volume":"44","author":[{"ORCID":"https:\/\/orcid.org\/0000-0001-6341-9771","authenticated-orcid":false,"given":"Ana","family":"Jun\u00e7a Silva","sequence":"first","affiliation":[]},{"given":"Ant\u00f3nio","family":"Caetano","sequence":"additional","affiliation":[]},{"given":"Rita","family":"Rueff","sequence":"additional","affiliation":[]}],"member":"140","published-online":{"date-parts":[[2023,5,9]]},"reference":[{"issue":"2","key":"key2023112006181592500_ref001","doi-asserted-by":"crossref","first-page":"330","DOI":"10.1080\/09585192.2012.679950","article-title":"The link between perceived human resource management practices, engagement and employee behavior: a moderated mediation model","volume":"24","year":"2013","journal-title":"The International Journal of Human Resource Management"},{"key":"key2023112006181592500_ref002","doi-asserted-by":"crossref","unstructured":"Bakker, A.B. 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