We examined how affective (AC), normative (NC), perceived sacrifice (PS), and few alternatives (FA) commitments combine to form profiles and determine turnover intention and turnover. We theorized that three mechanisms account for how profiles operate, i.e., the degree to which membership is internally regulated, the perceived desirability and…

The purpose of this 3-wave study is to examine the micro process of how employees adapt to change over time. We combined Conservation of Resources theory with insights from the organizational change literature to study employees in a Dutch police district undergoing reorganization. A model was tested where employee adaptability, operationalized by…

In order to better understand the precursors of bridge employment, this study aimed to investigate whether individual action strategies in terms of selection, optimization, and compensation (SOC; Baltes & Baltes, 1990) are able to buffer the well-known negative impact of poor health on the intention to remain in the workforce. 784 employees (60-85…

To prevent the potential threats of career plateauing for mid-career employees, it has been suggested to give them challenging assignments. This approach is inspired by empirical findings demonstrating that challenging job assignments generally have positive effects on job performance and career development. However, these studies have…

This study examines relationships between support from work, family and community domains with time- and strain-based work-family conflict in a sample of low-income workers. Results reveal significant within-domain and cross-domain relationships between support from all three life domains with work--family conflict. With respect to family support,…

Are individuals bounding work and family the way they would like? Much of the work-family boundary literature focuses on whether employees are segmenting or integrating work with family, but does not explore the boundaries workers would like to have, nor does it examine the fit between desired and enacted boundaries, or assess boundary stability.…

Many scholars of organizational socialization have argued that the interaction between newcomers and more experienced members in an organization is the main channel through which newcomers can learn their roles in the organization. This study examined how the newcomers' leader-member and social network relationships related to their role…

With increasing globalization of business and diversity within the workplace, there has been growing interest in cultural differences in employee commitment. We used meta-analysis to compute mean levels of affective (AC; K=966, N=433,129), continuance (CC; K=428, N=199,831), and normative (NC; K=336, N=133,277) organizational commitment for as…

This study examines the mechanisms by which family-supportive supervision is related to employee work-family balance. Based on a sample of 170 business professionals, we found that the positive relation between family-supportive supervision and balance was fully mediated by work interference with family (WIF) and partially mediated by family…

This study examines social support (from both coworkers and partners) and its path to satisfaction through work-family balance. This study fills a gap by explaining how support impacts satisfaction in the same domain, across domains, and how it crosses over to impact the partner's domain. Using a matched dataset of 270 job incumbents and their…

It is well established that employee commitment can take different forms (e.g., affective, normative, and continuance), yet it is only recently that theory has been advanced to explain how these different forms combine to influence behavior (Meyer & Herscovitch, 2001). We tested this theory with data from employees in three human services…

The current study examines the relationship between external job mobility and salary for employees in different career stages. Based on career stage and career timetable theories, we predict that external job mobility would generate the greatest salary benefits for early-career employees whereas external job mobility would generate fewer salary…

Eudaimonic notions of well-being have increasingly figured in the well-being literature. The impact of such constructs in the organizational psychology literature has been more limited. Within an Organizational Health Research Framework (OHRF), we present findings that demonstrate the importance of eudaimonic, or psychological well-being (PWB),…

Given the complex and rapidly changing nature of the current work environment, individuals' capabilities to effectively influence their environment and regulate their behavior may be critical to career success. Drawing from the model of emergent interactive agency (Bandura, 1989), the current research examines this perspective, focusing on…

We developed and validated a scale to measure job crafting behavior in three separate studies conducted in The Netherlands (total N=1181). Job crafting is defined as the self-initiated changes that employees make in their own job demands and job resources to attain and/or optimize their personal (work) goals. In Study 1 and 2 the Dutch job…