This daily diary study among 55 dyads of co-workers working within the same unit examined the crossover of expansive job crafting which, framed within the Job-Demands Resources Model, consists of two distinct behaviours: seeking challenges and seeking resources. We hypothesized that seeking resources and seeking challenges are transferred from one employee (actor) to the other (partner) on a daily basis and that there is more crossover of job crafting from actor to partner when the partner is high in empathy. Moreover, job crafting was expected to relate positively to daily adaptation to changes as measured both by self-reports and peer-reports. Multilevel analyses confirmed the crossover of seeking challenges and partly confirmed the crossover of seeking resources. Empathy of the partner acts as a moderator in this latter crossover process: there is more crossover of seeking resources from actor to partner when the partner is high in empathy. Moreover, day-level seeking resources and seeking challenges were both positively related to self-rated day-level adaptivity. Day-level seeking resources was also positively related to other-rated day-level adaptivity. These results imply that stimulating job crafting within organizations is valuable because it spreads around and can help in the adaptivity to changes.
The present study is designed to test the effectiveness of two positive psychological micro-interventions ('use your resources' and 'count your blessings') aimed at improving the combination of work and family roles. Based on the Transactional Model of Stress, the Conservation of Resources Theory and the Work-Home Resources Model, it was expected that the interventions would result in a more positive cognitive appraisal of combining both roles as well as in less work-to-family and family-to-work conflict and more work-to-family and family-to-work enrichment. The hypotheses were tested in a field experiment with three conditions and three measurement waves. In total, 218 working mothers participated in the study. The 'use your resources' intervention appeared effective in sorting positive effects on the work-family outcome variables measured. Participating in the 'count your blessing' micro-intervention did not result in a better (appraisal of the) combination of work and family roles. Moreover, for generating positive effects it was important that the participants performed the exercises on a regular basis: the more days women performed the exercise, the stronger the effects. The implications of our findings for future interventions to improve work-family role combining are discussed.
Purpose The purpose of this paper is to examine whether work‐family (WF) interference functions as an explaining mechanism in the link between work‐family culture and well‐being, hereby distinguishing between a negative and a positive process. The negative, energy depleting process initiates from a hindrance work‐family culture and ends up to burnout through the experience of work‐family conflict. The positive, motivation generating process initiates from a supportive work‐family culture and ends up to work engagement through work‐family enrichment. Design/methodology/approach The paper employs a quantitative study among employees from three different organizations ( n =516). Findings Work‐family conflict fully mediates the relationship between a hindrance WF‐culture and the exhaustion dimension of burnout and partially mediates the relationship between a hindrance WF‐culture and the cynicism dimension of burnout. With regard to the mediational role of work‐family enrichment the results also confirm the paper's hypothesis. Work‐family enrichment partially mediates the relationship between a supportive WF‐culture and work engagement. Interestingly, analyses of some alternative mediational paths reveal some additional findings. Specifically, a supportive work‐family culture relates to work engagement through the perception of less work‐family conflict. Moreover, a supportive culture is also related to less feelings of burnout through work‐family enrichment. Originality/value The study shows that it pays off to invest in a supportive work‐family culture because such a culture contributes to work engagement and in the same time helps to prevent burnout.
Deze studie heeft als doel de relaties te onderzoeken tussen werkgerelateerde temporele focus (d.w.z. gerichtheid op het professionele heden, verleden of de toekomst) en de motivatie van oudere werknemers om aan het werk te blijven tot aan de pensioensleeftijd. Hierbij veronderstellen we dat doelorientatie de relatie tussen temporele focus en pensioenintenties medieert. Aan dit onderzoek hebben 548 werknemers van 45 jaar en ouder deelgenomen. De resultaten laten zien dat een verledenfocus positief samenhangt met het stellen van leervermijdingsdoelen, terwijl een toekomstfocus positief samenhangt met leertoenaderingsdoelen. Het stellen van leertoenaderingsdoelen is positief gerelateerd aan de intentie om langer door te werken en het hebben van leervermijdingsdoelen negatief. Geconcludeerd wordt dat het stimuleren van een toekomstfocus in combinatie met een leertoenaderingsorientatie een belangrijke rol speelt bij het motiveren van ouderen om door te werken tot de pensioengerechtigde leeftijd.
