Major life events in family life, work engagement, and performance: A test of the work-home resources model.

Bakker, Arnold B.; Du, Danyang; Derks, Daantje

doi:10.1037/str0000108

Cited by 60 publications

(64 citation statements)

References 51 publications

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“…Theoretical Implications. These longitudinal results are in line with those from prior studies showing that work engagement is more strongly related to individual differences than to environmental factors (Bakker, Du, & Derks, 2018;Kim & Beehr, 2018). For instance, Salmela-Aro and Upadyaya (2018) showed that the effects of personal resources (resilience) on work engagement were stronger than those of job resources (ability to work, team climate, and role in the organization) in the mid-and late career stages.…”

Section: A Longitudinal Perspectivesupporting

confidence: 89%

Complementary variable- and person-centred approaches to the dimensionality of work engagement: a longitudinal investigation

Gillet

Caesens

Morin

et al. 2019

European Journal of Work and Organizational Psychology

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HAL is a multidisciplinary open access archive for the deposit and dissemination of scientific research documents, whether they are published or not. The documents may come from teaching and research institutions in France or abroad, or from public or private research centers. L'archive ouverte pluridisciplinaire HAL, est destinée au dépôt et à la diffusion de documents scientifiques de niveau recherche, publiés ou non, émanant des établissements d'enseignement et de recherche français ou étrangers, des laboratoires publics ou privés.

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Section: A Longitudinal Perspectivesupporting

confidence: 89%

Complementary variable- and person-centred approaches to the dimensionality of work engagement: a longitudinal investigation

Gillet

Caesens

Morin

et al. 2019

European Journal of Work and Organizational Psychology

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“…In this line of reasoning, the Covid-19 pandemic is a normative history-graded life event influencing older adults’ development. Such a life event can be disruptive ( Akkermans, Seibert, & Mol, 2018 ) and can lead to the depletion of one’s personal resources ( Ten Brummelhuis and Bakker, 2012 ) and to person-environment misfit ( Kooij, Zacher, Wang, & Heckhausen, 2020 ), thus harming work outcomes ( Bakker, Du, & Derks 2018 ). Similarly, Akkermans, Richardson, and Kraimer (2020) suggest that Covid-19 is a career shock, which might disrupt career outcomes by causing resource loss cycles.…”

Section: A Lifespan Development Perspective: Engaging In Self-regulatmentioning

confidence: 99%

The Impact of the Covid-19 Pandemic on Older Workers: The Role of Self-Regulation and Organizations

Kooij

2020

Work, Aging and Retirement

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We live in an unusual time, which effects all of us in different ways. Due to the Covid-19 pandemic, some people are working harder than ever, some people have lost their job, some people can only work from home, and some people have to reinvent how they work (Kniffin et al., 2020). Older 50+ workers might even be more affected by the pandemic compared to younger workers because they are labeled as vulnerable and as being at risk in terms of Covid-19 (Ayalon et al., 2020). However, emerging studies on the impact of Covid-19 suggest that older workers respond more effectively to measures that counter Covid-19 (Losada-Balter et al., 2020). This is in line with the lifespan developmental perspective, which theorizes and demonstrates that older adults generally are very capable of adapting and very effective in dealing with the aging process (Baltes and Baltes, 1990; Freund, 2008). Multiple studies show that older adults engage in various self-regulation strategies aimed at continuously maintaining or restoring person-environment fit (e.g., Kooij et al., 2020; Taneva and Arnold, 2018; Zacher, Kooij, & Beier, 2018a) thus helping them to age successfully at work. In this commentary, I will take a more positive perspective on older workers and discuss the self-regulation strategies that older workers engage in and how organizations can stimulate this. I will end my commentary with some suggestions for future research.

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“…The daily processes of work-family conflict and enrichment have been analyzed in various studies (Bakker et al, 2019;Brosch & Binnewies, 2018;Du et al, 2018;Haar et al, 2018;Ilies et al, 2009). However, only two of these studies (Brosch & Binnewies, 2018;Du et al, 2018) refer to the Work-Family Resource Model.…”

Section: The Daily Processes Of Work-to-family Conflict and Enrichmentmentioning

confidence: 99%

Testing the Two Directions of the Work–Family Interface: A Diary Study

2021

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The work–family interface can be viewed as a process in which daily fluctuations in work demands and resources influence family functioning and behavior, and vice versa. This study aimed to test the daily processes of both directions of the work–family interface through two studies. The first study consisted of 103 male and female workers from 17 Brazilian states. The participants’ ages ranged from 20 to 61 years (M = 33.68; SD = 9.13). Each participant answered a daily questionnaire over the course of 10 days, totaling 1,030 answers. The second study’s sample consisted of 101 male and female workers from 15 states in Brazil. Participants’ ages ranged from 20 to 62 years (M = 33.77; SD = 8.46). Each participant answered the daily questionnaire over the course of ten days, with the number of answers totaling 1,010. The first study showed that at the daily level, perceived work-related demands and social support at work were significantly related to family satisfaction. The second study indicated that at the daily level, perceived family demands and family social support showed significant associations with job satisfaction. Positive affect had a mediating role in these relationships, whereas the use of problem-solving coping strategies had a moderating role. Both studies also showed that the relationships identified remain significant when the variables were tested at different times: independent variables, mediating variable and moderator variable on one day, and the dependent variable on the following day. Day-to-day implications for organizations are discussed, and suggestions for a future research agenda on the work–family interface are presented.

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Major life events in family life, work engagement, and performance: A test of the work-home resources model.

Cited by 60 publications

References 51 publications

Complementary variable- and person-centred approaches to the dimensionality of work engagement: a longitudinal investigation

Complementary variable- and person-centred approaches to the dimensionality of work engagement: a longitudinal investigation

The Impact of the Covid-19 Pandemic on Older Workers: The Role of Self-Regulation and Organizations

Testing the Two Directions of the Work–Family Interface: A Diary Study

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