Cross-Lagged Relations Between Work–Family Enrichment, Vigor at Work, and Core Self-evaluations: A Three-Wave Study

Moazami-Goodarzi, Ali; Nurmi, Jari‐Erik; Mauno, Saija; Rantanen, Johanna

doi:10.1007/s10869-014-9376-3

Cited by 28 publications

(19 citation statements)

References 46 publications

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“…This indicates that feeling inspired, enthusiastic, and proud of one's job may be the triggering factor that leads employees to develop the positive emotions and resource surpluses that contribute to making them better companions and more interesting persons at home. This finding stands in contrast to the argument by Moazami-Goodarzi, Nurmi, Mauno, and Rantanen (2015) in their longitudinal study of the relationship between core self-evaluations, vigour, and work-family enrichment. They argued that due to its energetic characteristics, vigour would be more likely to facilitate performance and quality of life in other life domains, rather than feelings of dedication and absorption.…”

Section: Discussioncontrasting

confidence: 99%

Work Engagement: A Double-Edged Sword? A Study of the Relationship between Work Engagement and the Work-Home Interaction Using the ARK Research Platform

Listau¹,

Christensen²,

Innstrand³

2017

Scandinavian Journal of Work and Organizational Psychology

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The aim of the present study was to investigate how being engaged at work affects academics' work-home interaction. Using the Conservation of Resources theory as a theoretical framework, the study contributes to existing research by examining the relationship between the work engagement subscales (i.e. vigour, dedication, and absorption) and both work-home facilitation and work-home conflict. In order to test the hypotheses, a Partial Least Squares-Structural Equation Modelling analysis was conducted using a large sample of academics from the Norwegian university sector (N = 4378). The results indicated that vigour and dedication had a positive relationship with work-home facilitation and a negative relationship with work-home conflict. In contrast, absorption was not significantly related to work-home facilitation, but was positively associated with work-home conflict. Thus, we conclude that work engagement seems to have the potential to create both positive and negative outcomes.

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Section: Discussioncontrasting

confidence: 99%

Work Engagement: A Double-Edged Sword? A Study of the Relationship between Work Engagement and the Work-Home Interaction Using the ARK Research Platform

Listau¹,

Christensen²,

Innstrand³

2017

Scandinavian Journal of Work and Organizational Psychology

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“…To date, however, only two studies of which we are aware have examined individual difference antecedents of vigor (i.e. core self-evaluations; Moazami-Goodarzi et al, 2015; and attachment styles; Little et al, 2011). Our findings show that self-verification striving has both main and interactive effects on vigor, thereby answering the call of Little et al (2011) to identify both more individual difference factors related to vigor and moderating aspects of the work environment.…”

Section: Discussionmentioning

confidence: 99%

Is ‘be yourself’ always the best advice? The moderating effect of team ethical climate and the mediating effects of vigor and demand–ability fit

et al. 2020

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Although we know that individuals who tend to reveal their true selves to others at work are better performers, little is known about why this is the case or in which workplace environments this trait will be most helpful. In the present study, we leveraged selfverification theory to better understand the internal and interpersonal effects that self-verification striving has on employees. Specifically, we proposed and found that self-verification striving serves to increase both employee vigor and demand-ability fit, ultimately leading to better job performance. Results of a multilevel, two-wave study involving 222 employees and their supervisors further revealed that ethical climates also play a critical role in affecting the self-verification striving-employee outcome relationship. Specifically, self-verification striving leads to higher vigor and better demand-ability fit and subsequently higher job performance only in teams with high

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“…Zhang, Xu, Jin, and Ford (2018) have conducted a thorough meta‐analyses of the consequences of affective, resource, and performance consequences on WFE as well as on general well‐being. The literature also documents positive relationships between WFE and job satisfaction (Chung, Kamri, & Mathew, 2018; Daniel & Sonnentag, 2016; Shockley & Singla, 2011) and work engagement (Moazami‐Goodarzi, Nurmi, Mauno, & Rantanen, 2015; Qing & Zhou, 2017; Timms et al, 2015). De Klerk, Nel, and Koekemoer (2015) explain the relationship between WFE and job satisfaction clearly; they suggest that the enrichment experience gives employees a sense of autonomy or assists them to develop new skills.…”

Section: Literaturementioning

confidence: 99%

Work–family enrichment, job satisfaction, and work engagement: The mediating role of subjective career success

Koekemoer

Olckers

Nel

2020

Australian Journal of Psychology

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The aim of the study was to explore the possible indirect effect of subjective career success on the relationship between work-family enrichment and job satisfaction and work-family enrichment and work engagement. Method: A cross-sectional, quantitative research design approach was followed using a convenience sample (N = 334). Results: Results revealed that work-family enrichment was not only positively related to subjective career success, job satisfaction and work engagement, but also predictive of the mentioned constructs. Furthermore, subjective career success was found to indirectly effect the relationship between work-family enrichment and job satisfaction and work engagement. Conclusion: Using the resource-gaindevelopment framework, new insights are provided into the processes and mechanisms relating to work-family enrichment. Our findings suggest that resources are creating positive affect in not only the work and career domains of employees, but also leading to more engaged and satisfied employees. (i.e., the indirect effect of subjective career success). Organisations can benefit when they enhance work environments (e.g., by providing relevant resources) to promote work-family enrichment and, by implication, subjective career success and positive work outcomes such as job satisfaction and work engagement.

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Cross-Lagged Relations Between Work–Family Enrichment, Vigor at Work, and Core Self-evaluations: A Three-Wave Study

Cited by 28 publications

References 46 publications

Work Engagement: A Double-Edged Sword? A Study of the Relationship between Work Engagement and the Work-Home Interaction Using the ARK Research Platform

Work Engagement: A Double-Edged Sword? A Study of the Relationship between Work Engagement and the Work-Home Interaction Using the ARK Research Platform

Is ‘be yourself’ always the best advice? The moderating effect of team ethical climate and the mediating effects of vigor and demand–ability fit

Work–family enrichment, job satisfaction, and work engagement: The mediating role of subjective career success

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