Positive Psychological Micro-Interventions to Improve the Work-Family Interface: Use Your Resources and Count Your Blessings.

The present study is designed to test the effectiveness of two positive psychological micro-interventions ("use your resources" and "count your blessings") aimed at improving the combination of work and family roles. Based on the Transactional Model of Stress (TMS), the Conservation of Resources (COR) Theory and the Work-Home Resources (WH-R) Model, it was expected that the interventions would result in a more positive cognitive appraisal of combining both roles as well as in less work-to-family and family-to-work conflict and more work-to-family and family-to-work enrichment. The hypotheses were tested in a field experiment with three conditions and three measurement waves.

Transitioning Towards New Ways of Working: Do Job Demands, Job Resources, Burnout, and Engagement Change?

Purpose The purpose of this study was to investigate the effects of a mandatory transition to New Ways of Working (NWW) on employees' job demands (i.e., mental demands, workload, and task ambiguity), job resources (i.

Work-family enrichment, work-family conflict, and marital satisfaction: a dyadic analysis.

This study was designed to examine whether spouses' work-to-family (WF) enrichment experiences account for their own and their partner's marital satisfaction, beyond the effects of WF conflict. Data were collected from both partners of 215 dual-earner couples with children. As hypothesized, structural equation modeling revealed that WF enrichment experiences accounted for variance in individuals' marital satisfaction, over and above WF conflict.

Workload and the trajectory of marital satisfaction in newlyweds: job satisfaction, gender, and parental status as moderators.

Stress, on average, is bad for relationships. Yet stress at work is not always associated with negative relationship outcomes. The premise of the current study was that associations between workload and trajectories of marital satisfaction depend on circumstances that may constrain or facilitate partners' ability to negotiate their multiple roles.

How work and family can facilitate each other: distinct types of work-family facilitation and outcomes for women and men.

This study was designed to gain more insight in the different ways in which work and family roles can benefit each other. Both qualitative (N=25) and quantitative (N=352) results obtained in a financial service organization supported the distinction between energy-based, time-based, behavioral, and psychological work-family facilitation, in addition to different types of work-family conflict that were identified in previous research. As expected, facilitation contributed substantially and differentially to the prediction of work and nonwork outcomes, over and above the effects of conflict.