Work-home interaction from a work psychological perspective: Development and validation of a new questionnaire, the SWING

By S. Geurts, Toon W. Taris, Michiel A. J. Kompier, J. Dikkers, Madelon L. M. van Hooff, Ulla Kinnunen *. 2005

602 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/bea67c160a0e5ddc72321547af6c13cbc93c22b2

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In General Health Professions

In Organizational Behavior and Human Resource Management

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Citations in the corpus

Voluntary or involuntary? Control over overtime and rewards for overtime in relation to fatigue and work satisfaction (2008, unknown): “Both the Effort-Reward Imbalance Model (Siegrist, 1996 , 1998 ) and Effort-Recovery Theory (Geurts & Sonnentag, 2006 ; Meijman & Mulder, 1998 ) posit that such costs may lead to negative consequences for health and well-being (see also Geurts, Taris, Kompier, Dikkers, Van Hooff, & Kinnunen, 200”
Measuring procrastination at work and its associated workplace aspects (2016, unknown): “Phase 1: questionnaire development In the process of developing the PAWS, we followed four steps (cf. Geurts et al.,2005).”
Recovery opportunities, work – home interference, and well-being among managers (2006, methodology): “Karasek & Theorell, 1990) According to Merllié and Paoli (2001), 29% of European workers have no say about the pace of their work; 39% cannot decide when to take a break; 56% work at high speed; and 60% work to tight deadlines.”
How job characteristics relate to need satisfaction and autonomous motivation: implications for work effort (2013, unknown): “; Geurts et al., 2005).”
Crafting your Career: How Career Competencies Relate to Career Success via Job Crafting (2017, methodology): “Job crafting refers to employees proactively modifying aspects of their job to create a better person–job fit (Tims, Bakker, & Derks, 2012; Wrzesniewski & Dutton, 2001), and recent studies show that it can enhance employee performance and well-being (Petrou, Demerouti, Peeters, Schaufeli, & Hetland,”
Does home life interfere with or facilitate job performance? (2010, methodology): “The extent to which the home situation negatively interferes with work (HWI) was assessed with three items from the Dutch questionnaire Survey Work-home Interference NijmeGen (SWING; Geurts et al., 2005).”
The time-pressure reducing potential of telehomeworking: the Dutch case (2007, methodology): “time-based WHI is measured through a single item (Geurts et al., 2005) asking: ‘How often does it happen that your work schedule makes it difficult for you to fulfil your domestic obligations?’ .”
Work-Family Conflict as a Cause for Turnover Intentions in the Hospitality Industry (2010, background): “Also work seems to have a disruptive effect on family life rather than the other way round ( Eagle et al , 1997 ; Eby et al , 2005 ; Geurts et al , 2005 ).”
Switching on and off … : Does smartphone use obstruct the possibility to engage in recovery activities? (2014, methodology): “Work–home interference was measured using the eight-item subscale of the SWING (Survey Work– home Interaction NijmeGen; Geurts et al., 2005).”
Introducing Theoretical Approaches to Work-Life Balance and Testing a New Typology Among Professionals (2011, background): “The four-fold taxonomy is based on the notion of bi-directionality between work and family domains, meaning that participation in the work role may interfere with or enhance the performance in the family role, and likewise, participation in the family role may interfere or enhance performance in the”
Smartphone use and work-home interference: The moderating role of social norms and employee work engagement (2015, methodology): “DailyWHIwasmeasured using the 8-item subscale of the SWING (SurveyWork-home Interaction NijmeGen; Geurts et al., 2005).”