Engaged at Work and Happy at Home: A Spillover–Crossover Model

Rodríguez‐Muñoz, Alfredo; Sanz‐Vergel, Ana Isabel; Demerouti, Evangelia; Bakker, Arnold B.

doi:10.1007/s10902-013-9421-3

Cited by 144 publications

(138 citation statements)

References 43 publications

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“…Consistent with our expectation, work engagement was negatively associated with psychological distress and positively associated with health, job satisfaction, happiness and job performance. These findings are consistent with previous studies 5,6,8,11) that provided support for the construct validity of the UWES-N. However, because of the cross-sectional design of the current study, we cannot infer the causal direction of the relationships.…”

Section: Discussionsupporting

confidence: 90%

“…Thus, work engagement is defined as a positive, fulfilling work-related state of mind that is characterized by vigor (i.e., high levels of energy and mental resilience while working, the willingness to invest effort in one's work and persistence even in the face of difficulties), dedication (i.e., a sense of significance, enthusiasm, inspiration, pride and challenge) and absorption (i.e., being fully concentrated and happily engrossed in one's work, whereby time passes quickly and one has difficulties detaching oneself from work) 3) . Previous studies found that work engagement has been positively associated with job satisfaction and quality of life 5) , happiness 6) , health 7) , job performance and life satisfaction 8) and negatively associated with ill health 8) . To sum up, work engagement is associated with better well-being.…”

mentioning

confidence: 98%

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Validation of Nepalese Version of Utrecht Work Engagement Scale

Panthee

Shimazu

Kawakami

2014

Journal of Occupational Health

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tive:The objective of the current study was to examine the psychometric properties of the Nepalese version of the Utrecht Work Engagement Scale (UWES-N) in a sample of hospital nurses. Method: Registered nurses from three hospitals in Nepal (total N=438) voluntarily completed a self-administered paper-and-pencil questionnaire. Results: Confirmatory factor analysis revealed that the hypothesized three-factor model of the 9-item version of the UWES-N (UWES-N-9) fitted the data best. The internal consistency of the scale was acceptable. Work engagement was positively related to job satisfaction, job performance, happiness and health, and it was negatively related to psychological distress, confirming its construct validity. Conclusions: In conclusion, the findings of our study indicated that the UWES-N-9 has satisfactory psychometric properties and provided supportive evidence for use of the UWES-N-9 in the Nepalese context. (J Occup Health 2014; 56: 421-429)

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Section: Discussionsupporting

confidence: 90%

mentioning

confidence: 98%

Validation of Nepalese Version of Utrecht Work Engagement Scale

Panthee

Shimazu

Kawakami

2014

Journal of Occupational Health

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“…In line with this positive view of engagement, research investigating the relationship between engagement and the work-home interaction (WHI) has mostly focused on the way in which being engaged at work can benefit employees' home lives through work-home facilitation (Clark, Michel, Stevens, Howell, & Scruggs, 2014;Culbertson et al, 2012;Rodríguez-Muñoz et al, 2014). For instance, Siu et al (2010) found that work engagement partially mediated the relationship between job resources (i.e.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

“…Others have argued that, since highly engaged employees are usually in a positive mood and have better access to job resources, they are likely to experience a positive work-home balance through increased work-home facilitation (Culbertson, Mills, & Fullagar, 2012;Siu et al, 2010). Rodríguez-Muñoz, Sanz-Vergel, Demerouti, and Bakker (2014) therefore call for more research on this subject, in order to "better understand how work engagement relates to experiences lived outside the work domain" (p. 279).…”

mentioning

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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“…Rodríguez-Muñoz, Sanz-Vergel, Demerouti, and Bakker (2014), and therefore call for more research on this subject to "better understand how work engagement relates to experiences lived outside the work domain" (p. 279). In this study, we are interested in whether the work-home interactions can influence the level of employee work engagement.…”

Section: Work-home Interactions and Their Relationship With Work Engamentioning

confidence: 99%

Vietnamese Employee Work Engagement. Influence Of Organizational Socialization Tactics And Work-Home Interactions

Bui¹,

Duc²

2017

European Proceedings of Social and Behavioural Sciences

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Work engagement is seen to be affected by plenty of organizational factors and individual psychological characteristics of an employee. This study was conducted in an effort to discover which organizational socialization tactics and work-home interactions factors have the strongest influence on an employee's work engagement. As such, the study aims at measuring and exploring the impacts of organizational socialization tactics (content, context and social tactics) and work-home interactions (positive work-home interaction, negative work-home interaction, positive home-work interaction and negative home-work interaction) on Vietnamese young employees' work engagement. Data were collected from questionnaires with 675 respondents with highly academic background, under 30 years old and with less than 5-year working experience at their organizations.

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Engaged at Work and Happy at Home: A Spillover–Crossover Model

Cited by 144 publications

References 43 publications

Validation of Nepalese Version of Utrecht Work Engagement Scale

Validation of Nepalese Version of Utrecht Work Engagement Scale

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

Vietnamese Employee Work Engagement. Influence Of Organizational Socialization Tactics And Work-Home Interactions

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