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In this study, we combined the Job Demands‐Resources model and Conservation of Resources theory with work‐family enrichment (WFE) literature, using the Resource–Gain–Development perspective in particular, in order to (1) investigate the motivating and wellness‐promoting role of job and home resources in predicting enrichment in work and family leading to further positive outcomes, and (2) examine positive gain spirals between the study variables over time. More specifically, we investigated whether job resources predict work engagement through WFE, and similarly, whether home resources predict marital satisfaction through FWE. We also investigated the reciprocal effects between job and home resources, enrichment in both directions, and well‐being in both domains. The study was based on a two‐wave, 3‐year, full panel design among Finnish dentists (N= 1,632). Results showed that job resources at T1 predicted WFE at T2, and WFE and engagement reciprocally influenced each other over time. Home resources at T1, on the other hand, did not predict family‐work enrichment (FEW) at T2; instead, FWE at T1 influenced both home resources and marital satisfaction at T2. Moreover, we found reciprocal impacts (‘gain spirals’) between domain‐specific resources (job/home resources) and domain‐specific well‐being (engagement/marital satisfaction) and between WFE and engagement, thus supporting the Conservation of Resources theory. The same results were found for both genders, suggesting that similar enrichment processes may take place among both women and men. Theoretically, this study suggests that adding the idea of positive feedback loops might benefit the models theorizing WFE.

In this study, we compared perceived discrimination and its influence on psychological stress symptoms, and general health status in a nation-wide probability sample of immigrants in Finland (N ¼ 3595, 42% males, 58% females). The study represents an expansion of a previous work (Liebkind, K., & Jasinskaja-Lahti, I. (2000a). Journal of Community & Applied Social Psychology, 10, 1-16) by drawing on a representative sample of the adult immigrant population (age group 18-65), and by assessing not only perceived ethnic discrimination but also experiences of racist crimes. The results obtained regarding group differences in perceived discrimination were consistent with previous studies, with results from attitude surveys indicating the hierarchy among the host population regarding preferred immigrant groups, and with our predictions based on the length of residence, cultural distance and visibility of the different immigrant groups studied. Perceived racism and discrimination, especially everyday racism, was highly predictive of the psychological wellbeing and general health status of the immigrants. The differences between grouping are discussed in the light of additional factors potentially mediating and moderating the effects of perceived discrimination on well-being and general health. Copyright # 2006 John Wiley & Sons, Ltd.Key words: perceived discrimination; racism; racist crime; psychological well-being; general health; immigrants; victim study Both the acculturation experiences and the more general well-being of immigrants are dependent on various social and psychological factors, such as experiences prior to migration, socio-demographic background, personality of the individual, acculturation strategies, degree of acculturation and ethnic identity. Acculturation experiences are also greatly affected by the employed prevailing immigration and integration policies of the society one settles in, and the attitudes of the host population towards immigrants (Berry,

Using the stability and change model, conservation of resources theory and the job demands-resources model, this study aimed to determine: (1) the extent to which work engagement and job resources can be explained by a component reflecting stability and a component reflecting change in these constructs, and (2) the strength and direction of the relationship between work engagement and job resources when their stable components are controlled for. The study was carried out among 1,964 Finnish dentists over a seven-year time period (2003-2010), using a three-wave dataset. Some of the dentists had changed jobs during the follow-up, and therefore the research questions were validated among groups of job stayers and job changers. The stability and change models were examined using structural equation modelling. The results showed that 69-77% of the variance of dentists' work engagement, and 46-49% of the variance of job resources was explained by the component reflecting stability. However, although there was a positive relationship between job resources and work engagement, the primary direction of this relationship could not be determined. Either job resources or work engagement may be considered as the initiator of this relationship. Job change did not affect the results.