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The purpose of this paper is to examine the role of job crafting behaviors in predicting work-family enrichment. It is hypothesized that employees who are able to adjust their work environment proactively by increasing structural and social job resources, increasing challenging job demands and decreasing hindering job demands would be more engaged and experience work-family enrichment.

The sample for the study consisted of 496 employees working in diverse nature of organizations in India. Structural equation modeling with the help of SPSS AMOS 20 was used for testing the study hypotheses.

The results reveal a strong relationship between job crafting and work-family enrichment experiences among employees. The study also established the role of work engagement as a mediator of the relationship between job crafting and work-family enrichment.

The study significantly advances the underdeveloped literature on work-family enrichment by establishing job crafting as a predictor and illuminating the underlying psychological processes in a non-western collectivist culture. The study also contributes to theory building around the construct of job crafting which is still in its infancy.

The practitioners are encouraged to provide opportunities, support and freedom for job crafting to their employees for better work and home outcomes.

The present study is one of the pioneer attempts to examine how employees themselves can influence work-family enrichment by enhancing their work engagement using job crafting.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

Why is the “education to industrial innovation” equation not working in China? Why has education development contributed to South Korea’s success but not promoted technology development and industrial upgrading in China? The purpose of this paper is to compare South Korea and China and try to address that puzzle. The author will also identify which mediating factors are crucial in linking education development to industrial innovation and industrial upgrading.

This study will use the historical comparative method to compare South Korea and China. The author will try to explore the differences in education and industrial upgrading in the two countries, and identify which factors are producing different educational development effects, mainly by narrative comparison. Data will mainly come from online databases such as Statistics Korea, the Center on International Education Benchmarking, the UNESCO Institute for Statistics, China Education Statistics and the World Bank, as well as from second-hand resources.

In summary, this research has revealed that education itself or the production of human capital may not be sufficient conditions for technology innovation or industry upgrading. For human capital to affect industrial upgrading positively, it is not enough for the Chinese government just to invest in education. Other intermediating market and social contexts are crucial too, especially the allocation of resources between the private and the public sectors, and the existence of a proper employment structure.

The role of education in economic development for the developing world is debated a lot. However, there is little development study research which directly explores the relationship between education and industrial upgrading via macroeconomic analysis. In a globalized world, the situation of international industrial value chains is an important element for sustainable long-term development. Industrial structures and their transformation are becoming more and more important for developing countries. While most past research has treated the absorbing economy’s structure as a condition that determines education’s contribution to development, this paper will treat the industrial structure as the dependent variable, and analyze how education would contribute to the upgrading of industrial structure and, in turn, be of benefit to sustainable economic development.

Departing from the Job Demands‐Resources (JD‐R) model, the paper examined the relationship between job demands and resources on the one hand, and employees' evaluations of organizational change on the other hand.

Participants were 818 faculty members within six faculties of a Dutch university. Data were analyzed using multilevel analyses with faculty as the grouping variable.

For the job demands, results show that emotional demands, but not workload, are negatively related to more favorable evaluations of organizational change. Regarding job resources, results show that support from the supervisor, job control, and opportunities for professional development is associated with more favorable evaluations of organizational change. Moreover, job control and support from the supervisor buffered the negative relationship between emotional demands and favorable evaluations of organizational change.

One of the clear implications of this study is that organizations should try to provide their employees with adequate resources together with the ascertaining of jobs with low job demands such that people can fulfill their job without severe adverse working outcomes. If it is impossible to reduce or optimize specific demands, additional job resources should be provided.

The finding that job resources are important in shaping evaluations of organizational change perceptions is consistent with the idea that employees with enough resources will be motivated to do their job and to be motivated to participate in change processes. Employees, who perceive their work environment and their job as highly resourceful, are more likely to anticipate into a pending change effort.

The purpose of this paper is to examine whether and how employed single-parents differ from parents in two-parent families in their experience of work-to-family conflict (WFC) and family-to-work conflict (FWC). Looking at job-related as well as family-related demands and resources, this research investigated to what degree these demands and resources contribute to differences in WFC and FWC, how their relevance in predicting conflicts varies between single parents and other parents and the role of compositional differences in work and family demands and resources.

Cross-sectional linear regression analyses were applied to analyze a random sample of employees in large work organizations in Germany. The sample included 3,581 parents with children up to the age of 25, of whom 346 were single parents.

The results indicated that single parents face more FWC, but not more WFC, than other parents. For all parents, job demands such as overtime, supervising responsibilities and availability expectations were associated with higher levels of WFC, whereas job resources such as job autonomy, support from supervisors and flexible working hours were associated with lower levels of WFC. In predicting FWC, family demands and resources played only a minor role. However, results provide only scant evidence of differences between single parents and other parents in terms of the effects of job and family demands and resources.

This study offers interesting insights into the diversity of WFC and FWC experiences in Germany. It provides first evidence of the impact of job and family demands and resources on both directions of work–family conflicts among employed single parents as a specific social group.

Digital technologies comprehensively change work processes and working conditions. However, the use of digital technologies and the modes of collaboration between technologies and human workers differ in terms of specific work organization and automatization. Referring to the job demands-resources model (JD-R), this paper investigates job demands and resources from the workers' perspectives and develops a digital work typology according to dimensions of digitalization and forms of human–computer interaction (HCI).

The authors conducted a qualitative-empirical study with 49 interviews in four German production and logistics organizations, emphasizing different job demands and job resources for five digital work types identified.

The results indicate that job demands and resources are to be differentiated in relation to specific work contexts. In this sense, this paper presents an analysis of dimensions of technology use and the impact of technology use on working conditions through empirically analyzing job demands and resources in digital work settings.

The contribution of this paper is to empirically analyze job demands and resources in digital work settings from the workers' perspectives and to develop a digital work typology based on the dimensions of digitalization and form of HCI. This typology can set the basis for further research insights as well as management practice measures in human resources management (HRM).

The purpose of this paper is to use the job demands-resources model to investigate intra-individual engagement-burnout profiles, and demands-resources profiles.

A representative sample of the US workforce was surveyed online. Latent profile analysis (LPA) and configural frequency analysis examined intra-individual profiles and their inter-relations.

A negative inter-individual correlation between engagement and burnout suggested that burnout tends to be lower when engagement is high, but intra-individual analyses identified both aligned engagement-burnout profiles (high, moderate, and low on both variables), and discrepant profiles (high engagement – low burnout; high burnout – low engagement). High engagement and burnout co-occurred in 18.8 percent of workers. These workers reported strong mixed (positive and negative) emotions and intended to leave their organization. Another LPA identified three demands-resources profiles: low demands – low resources, but moderate self-efficacy, low workload and bureaucracy demands but moderate information processing demands – high resources, and high demands – high resources. Workers with high engagement – high burnout profiles often reported high demands – high resources profiles. In contrast, workers with high engagement – low burnout profiles often reported profiles of high resources, moderate information processing demands, and low other demands.

This study examined the intersection of intra-individual engagement-burnout profiles and demands-resources profiles. Previous studies examined only one of these sides or relied on inter-individual analyses. Interestingly, many employees appear to be optimally engaged while they are burned-out and considering to leave their jobs. Demands and resources facets were distinguished in the LPA, revealing that some demands were associated with resources and engagement.

The purpose of this paper is to extend the job demands-resources (JD-R) model by including the factor of “personal demands” and conceptualise experience on personal and job dimensions separately as personal thrust and job thrust. Further, different psychological work states that individuals experience through intra-dimensional balance across personal and job dimensions are proposed.

The paper explains various possible psychological work states experienced by a job incumbent by conceptually developing intra-dimensional fluctuations within the person and job dimensions, respectively, as the new concepts of person and job thrust.

Personal thrust and job thrust have been identified as the two dimensions which impact the work state. Complete engagement and complete disengagement have been identified as two ends of a continuum. Complete work engagement is defined as the balance across these two dimensions. Various combinations of balances and imbalances across these two dimensions results in four different states of disengagement identified as work exhaustion, work boredom, work search and work neutrality.

This paper suggests a novel approach to using personal demand to look at work states which would significantly impact existing research in the JD-R model. This paper tries to bridge the gap between work engagement as a construct and the psychological work states as a phenomenon. Further, it is contended that the psychological work states are manifestations of the interactions between the two dimensions identified as personal and job thrust, which could further be developed into various work-related attitudes and behaviours.

Instead of only relying on the engagement/disengagement dichotomy to plan interventions, managers can plan the appropriate interventions depending on the specific disengagement state analysed through personal and job thrust.

The newly developed model of work states explains the fluctuation of an individual across different work states and links the personal and job-related demand–resource balance at the workplace with distal work-related outcomes, thereby significantly extending the JD-R model.

To determine conditions under which a hotel in Barbados can benefit from the use of revenue management.

Monte Carlo simulation is used to compare a first‐come first‐served approach for accepting booking requests to a bid price approach. Comparisons are made using different assumptions about upgrading, downgrading and overbooking.

When demand intensity is high, the bid price method yields higher revenue than the first‐come first‐served method. If demand intensity is low, but some necessary resources are scarce and the hotel practises upgrading and downgrading, then the bid price approach can also lead to improved revenue. No evidence was found to suggest that overbooking or downgrading costs affect the relative performances of the two approaches if these costs are taken into consideration.

This research was conducted for one type of hotel using a particular sample period and the conclusions will not necessarily be true for other sample periods and other types of hotels.

The results show that hotels, which practise upgrading, downgrading and overbooking, should consider adopting a revenue management approach, when allocating their scarce resources among competing market segments.

Existing linear programming models of the revenue management problem are extended here to allow for upgrading and downgrading, when one resource is substituted for another in a package, and to allow for overbooking, when the hotel cannot honour a booking because of the unavailability of some resource. This formulation emphasizes the efficient allocation of all of the hotel's scarce resources.

Using the job demands-resources (JD-R) model as a theoretical framework, the purpose of this paper is to investigate how job demands and job resources affect older employees’ desired retirement age, through an energy-depletion and a motivational process. Furthermore, the importance of gain and loss cycles (i.e. recursive effects) for the desired retirement age was investigated.

A two wave full panel design with 2,897 older employees ( > 50) served to test the hypotheses. Confirmatory factor analysis and structural equation modeling were used to test the measurement and research model. Cross-lagged analyses tested the presence of gain and loss cycles.

Results from cross-lagged analyses based on two waves over a one-year period indicated the presence of both a gain and a loss cycle that affected the desired retirement age.

This is the first longitudinal study applying the JD-R model to a retirement context. Limitations relate to employing only two waves for establishing mediation, and using self-reports.

Because work conditions can create a cycle of motivation as well as a cycle of depletion, organizations should pay special attention to the job resources and demands of older workers. The findings can inspire organizations when developing active aging policies, and contribute to interventions aimed at maintaining older employees within the workforce until – or even beyond – their official retirement age in a motivated and healthy way.

This is the first longitudinal study applying the JD-R model to a retirement context and finding evidence for gain and loss cycles.