Traditional research on employee well-being often relies on regression-based models that assume unidirectional effects of job demands and resources on well-being outcomes, oversimplifying the complex interplay between these factors. This study uses the psychological network approach (PNA) to offer a more holistic understanding of how job demands, resources, and well-being variables act as an interconnected network, and change over time. First, we apply PNA to comprehensively understand the interplay among job demands, job resources, personal resources, and well-being variables, considering all their relationships simultaneously. Second, we use PNA to explore how these relationships change over time, specifically before and after a coaching intervention, designed to foster proactive personal and professional development. In total, 332 Dutch physicians completed online questionnaires before and after a coaching program. The Time 1 network highlighted the importance of personal resources for well-being, particularly in their connections with work engagement and stress. A comparison of the Time 1 and Time 2 networks suggested that coaching may mitigate the detrimental cycle of stress and exhaustion. Our study demonstrates the potential of network analysis as a promising tool in the research on well-being and related constructs in work and organizational psychology.
