Work–Life Imbalance as a Moderator in the Relationship Between Resources and Work Engagement

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Abstract

This study examines the interplay between (a) job resources, (b) personal resources (organizational-based self-esteem, self-efficacy), and personality traits (conscientiousness, extraversion, and emotional stability), (c) a specific job demand (work–life imbalance), and (d) work engagement, in line with the alternative JD-R model proposed by Bakker (2011). Data was collected from 223 Romanian employees. Results show that work–life imbalance (WLI) undermines the positive relationship between self-efficacy and work engagement. In a three-way Job resources × Personal resources × Job demands interaction, self-efficacy and job resources had a positive relationship with work engagement when work–life imbalance was low. Also, in a three-way Job resources × Personality × Job demands interaction, the association between emotional stability and job resources was positive when work–life imbalance was low.

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