Enrichment processes and gain spirals at work and at home: A 3‐year cross‐lagged panel study

By J. Hakanen, Marianne Peeters, R. Perhoniemi. 2011

221 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/ecac9941ac18b4cc0218a0b3e18134758eac103e

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

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Citations in the corpus

Enough is enough : Cognitive antecedents of workaholism and its aftermath (2014, background): “In line with Hakanen, Peeters, and Perhoniemi (2011), we additionally tested the direct associations between the predictors (i.e., cognitive antecedents) and the outcome (i.e., exhaustion).”
Crafting your Career: How Career Competencies Relate to Career Success via Job Crafting (2017, methodology): “Furthermore, Hakanen, Peeters, and Perhoniemi (2011) found that job resources can have a positive impact on WHE over time.”
Getting to the “COR” (2014, background): “For instance, Hakanen, Peeters, and Perhoniemi (2011) examined the cumulative nature of resources in the form of resource caravans and gain spirals.”
Can job crafting reduce job boredom and increase work engagement? A three-year cross-lagged panel study (2016, unknown): “…positive gain cycles by fostering work engagement, which further increases the resources related to conditions such as work-family enrichment (Hakanen, Peeters, & Perhoniemi, 2011), and personal initiative, which is a more general indicator of proactive behaviors (Hakanen, Perhoniemi, &…”
Community embeddedness and work outcomes: The mediating role of organizational embeddedness (2014, methodology): “In turn, greater well-being allows individuals to become more engaged in the work domain (Hakanen et al., 2011).”
The Buffering Effect of Perceived Organizational Support on the Relationship Between Work Engagement and Behavioral Outcomes (2016, methodology): “A number of researchers have begun to use the JD-R model and conservation of resources theory concomitantly to explain the correlates of work engagement (e.g., Hakanen et al., 2011).”
Do burnout and work engagement predict depressive symptoms and life satisfaction? A three-wave seven-year prospective study. (2012, background): “In addition, longitudinal studies have shown that, for example, work engagement may negatively predict frequency of sickness absences (Schaufeli et al., 2009a, 2009b), and positively influence organizational commitment (Hakanen et al., 2008a), and work–family enrichment (Hakanen et al., 2011b).”