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.

亲密伴侣攻击受害者如何成功应对工作？借鉴资源节约理论及其在工作-家庭界面中的应用——工作家庭资源 (WH-R) 模型，我们提出了一种将亲密伙伴攻击 (IPA)、工作投入和工作联系起来的有节制的中介模型（即，绩效、保留率）和职业（即职业赞助）结果。我们还假设职业适应性是一种与职业相关的个人资源，可以作为 IPA 和工作投入之间的缓冲。来自两个独立样本的多源和多波数据（样本 1，n  = 228 个员工-同事二元组；样本 2，n = 215 名来自菲律宾的工作男女的员工-主管二人组为我们的假设提供了支持。结果表明，（1）工作投入在 IPA 与工作（即绩效、保留）和职业（即职业赞助）结果之间的关系中起中介作用，并且 (2) IPA 通过工作投入预测工作结果的间接影响是相对于高水平的职业适应性，低水平更强。心理困扰被测试为一种替代中介，但没有显着影响假设的关系。讨论了这些发现的理论和实践意义。