Are job and personal resources associated with work ability 10 years later? The mediating role of work engagement

By Auli Airila, J. Hakanen, Wilmar B. Schaufeli, R. Luukkonen, A. Punakallio, S. Lusa. 2014

201 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/63845f97e3c36d82e707640b281a04425b2d230c

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In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

What Is a Resource: Toward a Taxonomy of Resources for Employee Engagement (2020, background): “One example was by Airila et al. (2014), who defined personal resources as “positive self-evaluations that are linked to resilience, and refer to an individual’s sense of ability to successfully control and impact on his or her environment” (p. 90).”
Conservation of Resources in the Organizational Context: The Reality of Resources and Their Consequences (2018, result): “For example, Airila et al. (2014) examined two sets of data from Finnish firefighters collected 10 years apart.”
The job demands-resources model: A meta-analytic review of longitudinal studies (2018, background): “The gender distribution also varies between the studies: Some samples consist of females only (Hu, Schaufeli, & Taris, 2017; Lu, Siu, Chen, & Wang, 2011), while one sample is completely male (Airila et al., 2014).”
The drivers of work engagement: A meta-analytic review of longitudinal evidence (2020, methodology): “Airila et al., 2014; Bal & de Lange, 2015; Nakamura & Otsuka, 2013). As mentioned above, we rely on the definition of work engagement from Schaufeli et al. (2002). Hence, we included only studies that also rely on this definition, although this does not necessarily mean that they had to use the UWES”
The consequences of job crafting: a three-wave study (2016, background): “, Airila et al., 2014) as well as to relevant organizational outcomes, such as job performance (Bakker & Bal, 2010), customer loyalty (Salanova, Agut, & Peiró, 2005), innovativeness (Hakanen, Perhoniemi, & Toppinen-Tanner, 2008), productivity and pay level (Hakanen & Koivumäki, 2014), as well as red”
The Job Demands-Resources Model (2015, result): “Finally, in a ten‐year study among Finnish firefighters, Airila et al. (2014) showed that the initial level of job resources predicted later work engagement and work ability, which is also consistent with the motivational predic‐ tions of the JD‐R. However, this study did not include a measure of in”