Daily use of self-leadership strategies and employee work engagement while working from home and the office.

The usual frequency of working from home was a marginally significant cross-level moderator of the path between self-goal setting and work engagement (estimate = ˗0.005, SD = 0.003, p = 0.052), and a significant cross-level moderator of the path between self-reward and work engagement (estimate = ˗0.010, SD = 0.003, p < 0.001), self-punishment and work engagement (estimate = ˗0.005, SD = 0.003, p < 0.05), and visualization of successful performance and work engagement (estimate = ˗0.008, SD = 0.003, p < 0.01).

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