Personal Resources and Work Engagement in the Face of Change

When fit matters more: The effect of regulatory fit on adaptation to change

“…Taken together, our findings confirm propositions about the beneficial character of regulatory fit during organizational change (Taylor-Bianco & Schermerhorn, 2006;Van den Heuvel et al, 2010). Furthermore, they refine these propositions by illustrating the differential role of regulatory fit for prevention-focused individuals, for whom more is at stake, and for promotion-focused individuals, for whom fit will not play such a crucial role.…”

“…Exhaustion is a type of psychological strain that can be a result of organizational change (Bordia, Hunt, Paulsen, Tourish, & DiFonzo, 2004) and involves feeling depleted of one's emotional and physical resources (Maslach & Leiter, 2008). Work engagement, on the other hand, which is a positive, fulfilling, workrelated state of mind characterized by vigour, dedication, and absorption (Schaufeli, Bakker, & Salanova, 2006), indicates successful employee adaptation to change (van den Heuvel, Demerouti, Bakker, & Schaufeli, 2010). By enhancing self-confidence and the experience of feeling right, regulatory fit leads to improved health, subjective well-being (Aaker & Lee, 2006), and work engagement (Bakker, Schaufeli, Leiter, & Taris, 2008).…”

Verification of a Predictive Model of Psychological Health at Work in Canada and France

“…According to different theoretical models, at least three categories of predictors appear to be essential for explaining PHW: job demands, job resources, and personal resources (de Jonge & Dorman, 2003;Houkes et al, 2003Houkes et al, , 2008Lent, 2004;van den Heuvel, Demerouti, Bakker, & Schaufeli, 2010;Xanthopoulou, Bakker, Demerouti, & Schaufeli, 2007). However, few attempts have been made to integrate key factors associated with each category simultaneously in a single predictive model that could be tested empirically.…”

“…However, few attempts have been made to integrate key factors associated with each category simultaneously in a single predictive model that could be tested empirically. Therefore, the ways these factors are interrelated, as well as the mechanisms leading to PHW, have rarely been tested in an integrated fashion even if modeling efforts have been made at the conceptual level (Lent, 2004;van den Heuvel et al, 2010).…”

How work–self conflict/facilitation influences exhaustion and task performance: A three-wave study on the role of personal resources.

“…Thus, according to the WORK-SELF CONFLICT/FACILITATION 8 work-home resources model, personal resources represent the way through which inter-role conflict or facilitation may influence outcomes and behaviors in a given role. Personal resources refer to the person-environment interplay: Self-efficacy represents judgments about the ability to deal effectively with the environment, including the ability to mobilize resources and thereby meet situational demands, while optimism represents a tendency to expect positive outcomes (Van den Heuvel, Demerouti, Schaufeli & Bakker, 2010).…”