Psychological detachment from work is crucial for employees to replenish resources and maintain well-being. In this study, we tested the stressor detachment model (Sonnentag & Fritz, 2015) by examining the mediation of psychological detachment between workload and emotional exhaustion. Furthermore, we investigated work engagement and occupational selfefficacy as moderators in the stressor-detachment model Our study comprised a 3-wave lagged design with 257 participants with flexible working hours. The results show that psychological detachment mediated the workload-exhaustion relationship and that work engagement buffered the negative effect of workload on psychological detachment. We found no moderated mediation for occupational self-efficacy; however, occupational self-efficacy significantly predicted psychological detachment. Our findings suggest that research should conceive a broader stressor-detachment model that considers different paths (i.e., moderators, mediators, and predictors). Moreover, organisations should support engagement and resource replenishment to ensure detachment from work.

Summary Building on the premises of the conservation of resources theory, the aim of this study was to investigate long‐term effects of job resources on vigor among native and immigrant employees in Israel. More specifically, we investigated the effects of baseline and change in job control and supervisor support on change in vigor levels, as well as the degree to which these effects differ among educated native and immigrant employees in Israel. We surveyed 235 white‐collar Eastern European and Russian immigrants and 235 white‐collar native Israelis matched on occupational and demographic characteristics at two points of measurement with a 30‐month time lag. Latent change score modeling revealed that among both immigrants and natives, change in job control was related to change in vigor. Multiple group analyses further revealed that among immigrant employees only, baseline levels of supervisor support were associated with change in vigor. In conclusion, these findings suggest that the utilization of resources as a means of acquiring new resources may be influenced by immigrant background. Managerial implications are discussed. Copyright © 2016 John Wiley & Sons, Ltd.

Job crafting refers to the act of employees actively altering work aspects to better suit their values and interests. Slemp and Vella-Brodrick (2013) proposed a Job Crafting Questionnaire (JCQ) in English consisting of three facets: task crafting, cognitive crafting, and relational crafting. This is in line with the original conceptualization of job crafting by Wrzesniewski and Dutton (2001) . However, there has not yet been an evaluated German translation of this measure. Therefore, this paper aims at evaluating the psychometric properties of scores from a German translation of the JCQ, using the original Australian dataset and a German sample of 482 employees. Our findings showed first evidence for the reliability and validity of the scores. We also extend prior research and include creative self-efficacy in the nomological network of job crafting. Importantly, strong factorial measurement invariance was demonstrated, allowing for comparisons between the job crafting scores of German- and English-speaking samples. Based on this example, we highlight the importance of enriching measurement invariance tests by including other key constructs. Our results suggest that the German JCQ is an acceptable tool for measuring job crafting, as originally conceptualized by Wrzesniewski and Dutton (2001) .

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