Toward a Dual-Process Model of Work-Home Interference

By Arnold B. Bakker, S. Geurts. 2004

386 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/da3bbac8252f6bc240fdb39798b1900f9a4ed55b

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

Psychological capital bolsters motivation, engagement, and achievement: Cross-sectional and longitudinal studies (2018, background): “First, the job demands–resources theory (Bakker & Geurts, 2004) argues that the existence of various resources (e.g. personal and social resources) may enable individuals to cope effectively with the difficult aspects of a job and to exhibit positive work-related outcomes.”
Is There a Downside to Schedule Control for the Work-Family Interface? (2010, background): “Many scholars have identified schedule control as a resource that helps people navigate the boundary between work and family and minimize conflict between those domains (Bakker & Geurts, 2004; Christensen & Staines, 1990; Clark, 2001; Golden, 2008; Voydanoff, 2005a).”
Elucidating the Positive Side of the Work-Family Interface on International Assignments: A Model of Expatriate Work and Family Performance (2010, neutral): “Furthermore, burnout and engagement have consistently been found to be moderately to highly negatively correlated (e.g., Bakker, van Emmerik, & Euwema, 2006; Bakker et al., 2004; Schaufeli & Bakker, 2004).”
The crossover of burnout and work engagement among working couples (2005, background): “Third, recent research (Bakker & Geurts, 2004) has shown that positive work-related states (e.g. intrinsic motivation and work-related happiness) have a positive influence on private life, as employees come home cheerfully after a successful day at work.”
Work engagement versus workaholism : a test of the spillover-crossover model (2013, neutral): “The results confirm that work-family conflict and work-family facilitation have different origins (cf. Bakker and Geurts, 2004).”
Explaining employees' evaluations of organizational change with the job‐demands resources model (2009, background): “Work environments that offer job control and opportunities for professional development may foster the willingness to dedicate one’s abilities to the task and yield positive outcomes (Bakker and Geurts, 2004) instead of developing negative attitudes, such as unfavorable evaluations of organizational”
Recovery opportunities, work – home interference, and well-being among managers (2006, background): “One of these is that most research on the effects of recovery on worker well-being has focused on the effects of lack of recovery on stress, strain and ill-health (eg, sickness absence, De Croon et al, 2003 , Sluiter, De Croon, Meijman, & Frings-Dresen, 2003 ; exhaustion, Geurts et al, 2003 ; psy”
Crafting your Career: How Career Competencies Relate to Career Success via Job Crafting (2017, background): “To illustrate, Bakker and Geurts (2004) argued that work can influence one s private life in both a positive and a negative way, and that this work–home interaction is an important consequence of one s job characteristics.”
Introducing Theoretical Approaches to Work-Life Balance and Testing a New Typology Among Professionals (2011, neutral): “, 1964), role enhancement (Marks, 1977; Sieber, 1974), and role balance (Marks and MacDermid, 1996) and also aims to incorporate the main underlying points from recent theories on work-family balance (Bakker and Geurts, 2004; Clark, 2000; Frone, 2003; Greenhaus et al., 2003; Voydanoff, 2005) into on”
Work–Family Role Blurring and Work–Family Conflict (2012, neutral): “According to Bakker and Geurts (2004): Job demands refer to those physical, psychosocial, or organizational aspects of the job that require sustained physical and/or mental effort and are, therefore, associated with certain physiological and/or psychological costs . . . Job resources refer to those…”
Are communications about work outside regular working hours associated with work-to-family conflict, psychological distress and sleep problems? (2013, methodology): “According to Bakker and Geurts (2004): ‘‘Job demands refer to those physical, psychosocial, or organizational aspects of the job that require sustained physical and/or mental effort and are, therefore, associated with certain physiological and/or psychological costs’’ (p. 348).”
Blurred Boundaries: Gender and Work–Family Interference in Cross-National Context (2014, background): “Predictably, work demands are associated with negative physical, psychosocial, and organizational costs, whereas work resources bring positive benefits in these domains (Bakker & Geurts, 2004).”
Job demands and resources as antecedents of university teachers’ exhaustion, engagement and job satisfaction (2020, background): “Bakker and Geurts (2004) suggested that an environment providing more control and opportunities for employee development would foster a willingness in employees to dedicate their abilities to the tasks at hand and lead to positive outcomes.”