Too engaged? A conservation of resources view of the relationship between work engagement and work interference with family.

By Jonathon R. B. Halbesleben, Jaron Harvey, M. Bolino. Journal of Applied Psychology, 2009

668 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/bc73d8958e6ee9b496de27223f53128b975b23f4

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Citations in the corpus

Work engagement versus workaholism : a test of the spillover-crossover model (2013, positive): “Halbesleben et al. (2009) found a positive relationship between work engagement and work-family conflict, through increased organisational citizenship behaviour.”
Procedural Justice and Employee Engagement: Roles of Organizational Identification and Moral Identity Centrality (2013, background): “Employee identities are particularly relevant for employee engagement motivation, as employee engagement involves volitional allocation of personal energy/resources into work roles and a certain level of self-sacrifice (Halbesleben et al. 2009; Rich et al. 2010).”
Research on work engagement is well and alive (2011, background): “Thus, this study suggests that what can be regarded as a positive effect of work engagement (high levels of OCB at work) has at the same time a detrimental effect on life outside work (Halbesleben et al., 2009; cf. George, 2010).”
A self-regulation approach to understanding citizenship behavior in organizations (2012, background): “For instance, research suggests that performing OCBs consumes resources (e.g., time, energy) and can be associated with work stress (Bolino & Turnley, 2005; Halbesleben et al., 2009; Jex, Adams, Bachrach, & Sorenson, 2003).”
The Curvilinear Relationship between Work Passion and Organizational Citizenship Behavior (2014, neutral): “Similarly to the study by Halbesleben et al. (2009), this work shows how personality characteristic may be valuable in acquiring, maximizing, and protecting one’s resources.”
Mindfulness at Work: Positive Affect, Hope, and Optimism Mediate the Relationship Between Dispositional Mindfulness, Work Engagement, and Well-Being (2015, neutral): “…work engagement per se can have negative consequences for employees, for instance in terms of work-life conflicts such as work-family interference (Halbesleben et al. 2009), and psychological well-being is positively related to work engagement (Fairlie 2011; Shimazu and Schaufeli 2009; Simpson…”
Conservation of Resources in the Organizational Context: The Reality of Resources and Their Consequences (2018, background): “In other words, conscientiousness typically is seen as a resource that helps individuals better manage other resources (see Halbesleben et al. 2009, ten Brummelhuis & Bakker 2012), but in other cases it can lead individuals to divert their attention from broader performance goals.”
Personality and counterproductive work behaviour: Using conservation of resources theory to narrow the profile of deviant employees (2011, background): “Recently, COR theory has been used to explain how conscientiousness and ES act as resources individually and jointly to reduce psychological strain (Halbesleben et al., 2009; Perry et al., 2007; Zellars et al., 2006), but COR has not yet been leveraged to explain how those traits are related to CWB.”
Getting to the “COR” (2014, background): “Investment decisions are also based on demographic factors, such as age (Ng & Feldman, 2013), and personality factors, such as conscientiousness (Halbesleben et al., 2009; Witt, Andrews, & Carlson, 2004).”
Linking organizational trust with employee engagement: the role of psychological empowerment (2014, background): “Many researchers (e.g., Halbesleben & Wheeler, 2008; Halbesleben, Harvey, & Bolino, 2009; Bakker, & Xanthopoulou, 2009) also used 5 points as opposed to 7 points in their separate studies.”
Work engagement as mediator between job characteristics and positive and negative extra-role behaviors (2012, background): “Conscientiousness, a personality dimension, has been considered an important personal resource (Halbesleben et al., 2009).”