A resource perspective on the work-home interface: the work-home resources model.

By Lieke L Ten Brummelhuis, Arnold B. Bakker. American Psychologist, 2012

1,510 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/985b601ce94c733c5a683c131f5d2b071696b7b2

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

Achieving Work-Family Balance: An Action Regulation Model (2019, background): “For example, on the individual level, emotional stability, internal locus of control, and optimism can be regarded as key personal resources (ten Brummelhuis & Bakker, 2012).”
Job Demands–Resources theory and self-regulation: new explanations and remedies for job burnout (2020, background): “Ten Brummelhuis et al. (2011) found in their two-year followup study that employees who scored higher on burnout reported a stronger decrease in social support, a stronger reduction in job autonomy and information, and less opportunities to participate in decision-making (see also, De Beer et al., 2”
The ripple effect: A spillover model of the detrimental impact of work–family conflict on job success (2017, background): “Specifically, based on COR's concept of loss spirals (ten Brummelhuis & Bakker, 2012), we detail how employees' emotional exhaustion due to conflict and stress in the home domain provides fewer available personal resources that may be applied in the workplace.”
Need for recovery after emotional labor: Differential effects of daily deep and surface acting (2018, methodology): “Drawing on the work‐home resources model (Ten Brummelhuis & Bakker, 2012) and in agreement with the emotional labor (Grandey, 2000; Holman, Martínez‐Iñigo, & Totterdell, 2008; Morris & Feldman, 1996) and recovery (Geurts & Sonnentag, 2006; Sonnentag & Fritz, 2015; Zijlstra, Cropley, & Rydstedt,…”
Job Demands–Resources Theory: Taking Stock and Looking Forward (2017, background): “This may occur because of loss spirals, as high demands regarding one specific aspect of the job may lead to losses of one’s finite personal energetic resources (Ten Brummelhuis & Bakker, 2012), resulting in a weakening of resource reserves for confronting other job demands.”
Relationship between protean career orientation and work–life balance: A resource perspective (2015, background): “Resources may be contextual (outside the self) or personal (within the self) and may be durable or volatile (Hobfoll, 2002; ten Brummelhuis & Bakker, 2012).”