Business & Economics
Supervisors
100%
Work-family
74%
Protean Career
41%
Resources
41%
Career Orientation
39%
Employee Creativity
38%
Crossover
37%
Family Support
36%
Servant Leadership
35%
Psychological Empowerment
35%
Colombia
32%
Employees
27%
Work Outcomes
27%
Spillover Effects
25%
Sleep
24%
Follower
24%
Managers
19%
Spillover
19%
Congruence
18%
Gender Inequality
14%
Conservation of Resources
14%
Performance
12%
Social Exchange
12%
Chile
12%
Turnover Intention
12%
Diary
11%
Employee Perceptions
11%
Resource-based View
10%
Skill Development
10%
Well-being
9%
Quality Adjustment
9%
Work Engagement
9%
Emotion
8%
Dual-earner Couples
8%
Work-family Enrichment
8%
Servants
7%
Exhaustion
7%
Burnout
7%
Deviance
7%
Creativity
6%
Work-family Conflict
6%
Cultural Context
6%
Structural Equation Modeling
6%
Employee Well-being
6%
Exchange Relationships
6%
Work Demands
6%
Leader-member Exchange
6%
Social Support
6%
Mediator
6%
Boundary Conditions
5%
Social Sciences
family work
59%
spousal support
42%
individualization
30%
employee
28%
Colombia
25%
exploitation
24%
flexibility
21%
creativity
21%
elite
21%
worker
17%
examination
15%
performance
15%
individuality
12%
resources
10%
subjectivity
9%
labor
7%
organizational psychology
7%
personality development
6%
governmentality
6%
literature
5%
alienation
5%
burnout
5%
job satisfaction
5%
neoliberalism
5%