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WA in Relation to Job and Organizational Characteristics
Several studies have shown that WA is influenced by individual, job-related, and lifestyle factors. To understand the factors that sustain WA, researchers have analyzed specifically the role of job resources in supporting WA, both directly and indirectly, by buffering the negative effects of job demands on WA. Specifically, studies have highlighted the direct effect of decision authority, skill discretion, social support, and the meaning of work on WA in various working populations (). For example, showed that social support was positively and directly associated with WA, while an underlined the importance of control in maintaining WA in particular have shown that job control moderates the negative impact of aging on WA. In this direction, in a study by among healthcare workers, supervisor support and skill discretion were found to moderate the negative relationship between job demands and WA. have highlighted similar findings: team health climate emerged as particularly important for older employees’ WA because the social context may support those compensation strategies that older workers may employ when job demands exceed their physical or mental capabilities.
Furthermore, the lifespan perspective on work design proposes that some job resources are more positively related to indicators of occupational well-being among older workers. More specifically, the literature shows that decision authority, skill discretion, social support, and meaning of work are very important dimensions to promote WA and, more generally, well-being at work, in particular within older workers.
WA in Relation to Personal Resources
Personal resources are considered positive self-evaluations that are linked to resilience and refer to an individual’s sense of ability to successfully control or impact his or her environment (they may have similar motivational potential to those of job resources). For example, in the psychological capital model perspective, found that hope had a positive effect on employee satisfaction and work happiness; other researchers have shown that optimism correlates with employee engagement and performance, while resilience positively correlates with workplace performance and work happiness