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Resilience has become a priority of most agendas for disaster risk reduction at different scales leading to an increase demand for measurement of resilience. However, resilience is mostly defined, assessed and measured by outsider experts rather than by those primarily concerned – local people. This article presents the development of people-centred indicators of resilience in New Zealand. It details both the process and outcomes of these indicators.

The study draws from participatory methods to develop a six-step tool kit for people-centred indicators of resilience. The people-centred indicators were implemented with four communities in New Zealand in 2019 and 2020.

The paper highlights that people are capable at defining and assessing their own resilience. The indicators enabled people identify and measure areas of low resilience and foster dialogue between locals and practitioners to strengthen it.

People-centred indicators also have limitations and pose challenges. Their development requires strong facilitation skills; it limitedly enables comparison across communities and implies downward accountability.

The findings should stimulate discussions about who should measure resilience and for whom such measurement is it for. It provides a tool kit that can be used by practitioners and policy makers to measure and strengthen community resilience.

Most resilience indicators is outsider-driven and limitedly involves local people. This study uses a radically different approach placing people at the centre of resilience measurement.

Being involved at work advances accountants' contribution to organizational success. However, scholars are not consistent in discussing involvement's implications on work–life balance (WLB). The article aims to address this issue, investigating involvement's effects on the accountants' ability to manage the work–life interplay.

Secondary data on a sample of 538 accountants were collected from the sixth European Working Condition Survey (EWCS). A serial mediation analysis was designed to obtain evidence of involvement's implications on WLB through the mediating role of work engagement and work satisfaction.

Involvement negatively affected the accountants' ability to deal with the work–life interplay. Engagement and satisfaction with work mediated this relationship. More specifically, involved accountants who were engaged and satisfied with their work conditions were less likely to report struggles between work and life.

Involvement implies an intensification of work, heralding an overlapping between work and life. Nonetheless, accountants who are engaged and satisfied with work are less touched by involvement's drawback on WLB. A precautionary approach should be taken to avoid that involvement results in workaholism, thus undermining individual well-being.

The article originally discusses involvement's implications on WLB across accountants. Being involved at work impairs the individual ability to achieve a balance between work and life, endangering well-being at work. Whilst the findings cannot be generalized beyond the accounting profession, they deliver some intriguing insights that highlight avenues for further developments.