The present research investigates the mediational mechanism of Heavy-Work Investment (HWI) between job engagement, managerial roles and work burnout. The paper proposes an expansion to the HWI model (as divided into two dimensions: the investment of time and efforts) by exploring the role of value congruence (between the employees and their workplaces) as a moderator, with a two-study cultural differences perspective. Data from 186 American employees (Study 1) and 221 Israeli employees (Study 2) were collected. Moderated-mediation analyses were employed using PROCESS macro for the SPSS. Among others, we found that job engagement positively associates with HWI, but negatively with burnout. Managerial position was not related to any of the variables in either sample. However, the two HWI dimensions display different relationships with burnout; while the investment of efforts at work shows negative links to burnout, the investment of time does not show any consistent correlations with it. Moreover, support for moderated-mediation model was only found in the Israeli sample.. Implications and future research suggestions are discussed.

本研究调查了工作投入，管理角色和工作倦怠之间的重工投资（HWI）中介机制。本文通过探讨价值一致性（在员工及其工作场所之间）作为主持人的作用，并从两个方面研究文化差异的观点，提出了对HWI模型的扩展（分为两个维度：时间和精力投入）。 。收集了来自186名美国雇员（研究1）和221名以色列雇员（研究2）的数据。使用PROCESS宏对SPSS进行了适度中介分析。除其他外，我们发现工作投入与HWI正相关，而与倦怠负相关。管理职位与两个样本中的任何变量都不相关。但是，两个HWI维度与倦怠的关系不同。工作投入表明工作倦怠是负面的，而时间投入却没有与工作倦怠的任何一致性。而且，仅在以色列样本中发现了对调解中介模型的支持。讨论了启示和未来的研究建议。