TY - JOUR
T1 - To engage or to quit
T2 - Work consequences of intimate partner aggression and the buffering role of career adaptability
AU - Deen, Catherine Midel
AU - Restubog, Simon Lloyd
AU - Chen, Yueyang
AU - Garcia, Patrick Raymund James M.
AU - He, Yaqing
AU - Cayayan, Peter Lemuel T.
N1 - Publisher Copyright:
© 2021 Elsevier Inc.
PY - 2021/12
Y1 - 2021/12
N2 - How do intimate partner aggression victims successfully cope at work? Drawing upon the conservation of resources theory and its application in the work-family interface—the work home resources (WH-R) model, we proposed a moderated mediation model linking intimate partner aggression (IPA), work engagement, and work (i.e., performance, retention) and career (i.e., career sponsorship) outcomes. We also hypothesized that career adaptability, a vocationally relevant personal resource, serves as a buffer between IPA and work engagement. Multi-source and multi-wave data from two independent samples (Sample 1, n = 228 employee-coworker dyads; Sample 2, n = 215 employee-supervisor dyads) of working men and women from the Philippines lend support to our hypotheses. Results revealed that (1) work engagement mediated the relationships between IPA and work (i.e., performance, retention) and career (i.e., career sponsorship) outcomes, and that (2) the indirect effect of IPA in predicting work outcomes via work engagement was stronger for low as opposed to high levels of career adaptability. Psychological distress was tested as an alternative mediator but did not significantly influence the hypothesized relationships. Theoretical and practical implications of these findings are discussed.
AB - How do intimate partner aggression victims successfully cope at work? Drawing upon the conservation of resources theory and its application in the work-family interface—the work home resources (WH-R) model, we proposed a moderated mediation model linking intimate partner aggression (IPA), work engagement, and work (i.e., performance, retention) and career (i.e., career sponsorship) outcomes. We also hypothesized that career adaptability, a vocationally relevant personal resource, serves as a buffer between IPA and work engagement. Multi-source and multi-wave data from two independent samples (Sample 1, n = 228 employee-coworker dyads; Sample 2, n = 215 employee-supervisor dyads) of working men and women from the Philippines lend support to our hypotheses. Results revealed that (1) work engagement mediated the relationships between IPA and work (i.e., performance, retention) and career (i.e., career sponsorship) outcomes, and that (2) the indirect effect of IPA in predicting work outcomes via work engagement was stronger for low as opposed to high levels of career adaptability. Psychological distress was tested as an alternative mediator but did not significantly influence the hypothesized relationships. Theoretical and practical implications of these findings are discussed.
KW - Career adaptability
KW - Career sponsorship
KW - Conservation of resources theory
KW - Intimate partner aggression
KW - Intimate partner violence
KW - Retention
KW - Work and family
KW - Work engagement
KW - Work performance
UR - http://www.scopus.com/inward/record.url?scp=85118590105&partnerID=8YFLogxK
U2 - 10.1016/j.jvb.2021.103641
DO - 10.1016/j.jvb.2021.103641
M3 - Article
SN - 0001-8791
VL - 131
JO - Journal of Vocational Behavior
JF - Journal of Vocational Behavior
M1 - 103641
ER -