Table 3
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Although earlier research has shown that work engagement is associated with positive outcomes for the employee and the organization, this paper suggests that employees also need time periods for temporarily disengaging (i.e., psychological detaching) from work. We hypothesized that work engagement and psychological detachment from work during off-j...
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Context 1
... for persons with a low level of work engagement (one standard deviation below the mean), psychological detachment from work during off job time was not significantly related to positive affect on Friday afternoon (γ = 0.0276; SE = 0.074; z = 0.3733; ns). Figure 1 displays this interaction pattern. Table 3 shows the findings for negative affect on Friday afternoon as outcome variable. Similarly to the results for positive affect, person-level control variables did not predict negative affect at the end of the working week. ...
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Building on Affective Events Theory (AET), this study examined within-person relationships between employee perceptions of day-level leader-member exchange (LMX) and day-level positive affect as well as between positive affect and recovery from work in the evening (i.e., relaxation, mastery, control, and psychological detachment from work). In addi...
Citations
... Tämä ilmentää palautumiseen liittyvää psykologista irrottautumista stressiä aiheuttavasta asiasta (esim. Sonnentag, Mojza, Binnewies & Scholl, 2008). Myös Folkman (2008) on korostanut positiivisten tunteiden merkitystä stressaavissa tilanteissa, sillä positiiviset tunteet auttavat palauttamaan fysiologisia ja psykososiaalisia hallintaresursseja. ...
Tässä tutkimuksessa tarkasteltiin korkeakouluopiskelijoiden kokemaa päivittäistä opintoihin liittyvää stressiä, opiskelijoiden käyttämiä keinoja stressin hallitsemiseksi sekä stressinhallintakeinojen yhteyksiä stressitason muutokseen päivien välillä. Mobiilipäiväkirjatutkimukseen osallistui 86 maisterivaiheen opiskelijaa, jotka vastasivat sekä strukturoituihin että avoimiin päiväkirjakysymyksiin viikon ajan, kerran päivässä (N = 602). Avoimet vastaukset stressinhallintakeinoihin liittyen luokiteltiin ja kvantifioitiin, ja stressinhallintakeinojen yhteyksiä stressitason muutokseen kolmena perättäisenä päivänä tarkasteltiin monitasomallinnuksella. Tulokset osoittivat, että tutkimusviikolla opiskelijoiden stressitasossa esiintyi huomattavaa päivittäistä vaihtelua. Opiskelijat pyrkivät kuitenkin hallitsemaan opiskeluun liittyvää stressiä seitsemän eri keinon avulla, esimerkiksi opintojaan edistämällä tai liikunnan avulla. Kun stressinhallintakeinojen käytön yhteyttä stressitason muutokseen tarkasteltiin kolmena peräkkäisenä päivänä, sosiaaliset suhteet, opintojen edistäminen, ajanhallinta sekä positiivinen asenne ja reflektio osoittautuivat toimiviksi keinoiksi laskea opintoihin liittyvää stressiä.
... The JD-R model offers a valuable perspective on these interactions, emphasizing how job control combines with other resources to mitigate stressors and promote well-being [27]. For instance, studies suggest that the positive effects of autonomy are amplified when paired with supportive leadership, highlighting the importance of complementary resources for maximizing outcomes [58]. ...
This study investigated the factors influencing teachers’ organizational commitment in China. We employed a survey design with a sample of 506 full-time teachers from various public middle and high schools across mainland China. Social connectedness, job control, and work engagement were measured using self-reported scales. Structural equation modeling (SEM) was utilized to examine the hypothesized relationships. The results indicated that social connectedness and job control were directly associated with higher levels of organizational commitment among teachers. Furthermore, work engagement played a mediating role in these relationships. Specifically, teachers who felt more connected to their colleagues and had greater control over their work reported higher levels of work engagement, which, in turn, predicted stronger organizational commitment. These findings highlight the importance of fostering a supportive and collaborative school environment to cultivate social connectedness and provide teachers with greater autonomy and decision-making opportunities to enhance job control. By nurturing these factors, schools can promote work engagement, ultimately leading to a more dedicated and committed teaching workforce.
... Conversely, feelings of engagement that originate in one area of life might lead people to feel energised in other areas, as is indicated by research into spillover effects that shows how certain experiences can be transmitted between life domains (Rodríguez-Muñoz et al. 2013). Engagement has also been linked to better recovery from stress (Sonnentag et al. 2008), which again suggests that engagement in one area of life might provide an individual with more energy in other areas of life. ...
... This result is somewhat surprising, as it was previously argued that employees who are generally highly engaged in their work could detach better at the end of the workday, even if there were high workloads (Clauss et al., 2021). It was also suggested that a balance between engagement at work and psychological disengagement from work-related effort during free time is highly relevant for protecting employees' well-being, pointing to the crucial relationship between engagement, detachment, and individual health (Sonnentag et al., 2008). ...
Finding a balance between work-invested effort and recovery moments represents one of the key paths to preserving employee health and well-being. The present research aims to facilitate this line of study in the East European context by adapting the Recovery Experience Questionnaire (REQ; Sonnentag & Fritz, 2007) to the Romanian culture. Based on two cross-sectional designs, the REQ was administered online to Romanian employees from various occupations (N = 264, Study 1), and to a sample of Romanian higher education professionals (N = 176, Study 2). Confirmatory factor analyses were conducted, which supported the first-order four-factor structure and the two-factor second-order model of REQ. Nomological validity received support through the expected correlations between the recovery experiences factors and antecedent job demands (i.e., work pressure, role conflict) and an antecedent resource (i.e., autonomy). Criterion validity was sustained by the concurrent relationships with consequences of recovery (i.e., work engagement, job performance, mental and physical health complaints). REQ demonstrated excellent reliability with internal consistencies marginal to or above .90. Moreover, the instrument was invariant across genders and study populations. Overall, the present research suggests that the Romanian version of the REQ is an adequate measure that can be used in this cultural context to assess recovery experiences.
... Workplace activities that evoke and cultivate positive emotions and experiences, which include pleasure, meaning, and accomplishment, are critical in achieving success, psychological growth, and improved mental and physical health (well-being)(Aarrestad et al., 2015; Quoidbach et al., 2015; Wall et al., 2017).In addition, the results revealed a positive and significant relationship between concentration at work and meaningful work, support at work, and work environment.Dubreuil et al. (2014) highlight that when employees use their strengths, they enter into a state of deep concentration and involvement, which involves attention to detail and effective and efficient information processing. In addition, despite the literature not being consistent on the relationship between psychological detachment from work and work performance, remaining mentally present at work is not ideal for employee satisfaction, well-being, and health(Sonnentag et al., 2008;Olafsen & Bentzen, 2020). According toAsmui et al. (2012), good ergonomic practices have the potential to create a comfortable and welcoming work environment as well as influence the physical and mental capabilities of employees.Kim and Jang (2022) affirm that a comfortable working environment positively influences the psychological responses of employees.Moreover, the findings revealed a positive and significant correlation between meaningful work and work environment, as well as the availability of coworker and supervisor support at work.Albrecht et al. (2021) highlight that apart from fostering meaningful work through diverse practices, organizations have the responsibility to establish the basic moral conditions that allow meaningful workplaces to flourish.Kahn's (1990) employee engagement model posits that meaningfulness results from employees experiencing challenging work, task variety, and jobs that allow employees to feel that they are making a valuable contribution. ...
An engaged workforce is vital for higher education institutions to contribute positively to the developing world. The purpose of this study is to examine employee engagement and its significance for academic and administrative employees at the Durban University of Technology in the Province of KwaZulu-Natal in South Africa. The study opted for a quantitative research design to explore the role and importance of employee engagement. The target population consisted of 1,861 university employees at the selected university in South Africa, and 320 employee from different university units and positions were selected using simple random sampling without replacement. The results revealed that 80% of respondents exert high levels of physical energy, concentration, and dedication toward achieving institutional objectives. Additionally, the results showed a significant difference in the support employees get, with administrative staff receiving more support than academic staff members. The study concluded that university employees exhibit high levels of physical energy at work. In addition, the study found a significant and positive relationship between employees exhibiting high levels of physical energy at work and employees who find their work meaningful and experience inspiration.
... Engagement: Emotional Engagement; Cognitive Engagement; Behavioral Engagement; Social Engagement; Physical Engagement (Kahn, 1990;Rich et al., 2010;Sonnentag et al., 2008) ...
Organizational commitment and transformational leadership play an important role in organizational success. This study explores the interrelationships between organizational commitment and employee engagement, highlighting their interconnected nature and implications for organizational effectiveness. A conceptual framework approach is used to map the interdependencies between transformational leaders, organizational commitment, and employees. Key findings and models from the selected studies are extracted to identify common themes and gaps. The conceptual framework aims to provide a foundational reference for future empirical studies and will assist practitioners in devising leadership strategies that effectively harness the potential of their workforce. The framework provides a comprehensive understanding of how leadership behaviors influence employees' emotional attachment to the organization and their subsequent engagement in their work roles.
... Firstly, avoidancefocused proactive recovery strategies could help employees to intentionally lower their mental tension and negative activation after the working day, such as by making time in the evening to engage in a preferred activity for relaxation. This self-management of perceived pressures is likely to aid employees to stabilize emotions such as anxiety or irritability after a stressful workday, diminishing negative affect (see also Sonnentag et al., 2008;Sonnentag & Niessen, 2020). Secondly, actively focusing on potentially detaching and relaxing activities may create important opportunities for experiencing pleasant emotions such as enjoyment and contentment. ...
Although both employee wellbeing and performance are valued by organizations, achieving them conjointly is not simple in practice. Prior studies have highlighted the role of daily experiences of recovery from work stress for employee wellbeing and performance. In a work-life characterized by pressures to intensify the pace of work, employees may increasingly use proactive efforts to shape their daily off-job time to effectively recover from stress and maintain their wellbeing and performance. Based on the integrative needs model of crafting, effort-recovery model, and conservation of resources theory as guiding frameworks, we examine whether employees’ daily proactive recovery strategies predict daily off-job and work stress, affect, and subjective work performance through enhanced recovery experiences. Daily diary measurements were collected among a sample of 377 Norwegian employees across a period of two weeks in early 2022 (from Monday to Thursday, i.e., eight measurement days in total). Results of Bayesian multilevel models showed that crafting for detachment, for relaxation, and for autonomy during off-job time negatively predicted off-job stress and negative affect through matching recovery experiences, whereas crafting for mastery positively predicted positive affect through mastery experiences. Crafting for relaxation and for autonomy were directly negatively related to next-day work stress, but these effects were not mediated by matching recovery experiences. Crafting for autonomy positively predicted next-day self-rated work performance through control experiences. Our study contributes to the literature on recovery from work by highlighting proactive recovery strategies as important initiators of daily recovery processes.
... Work engagement could be positioned as a key work resource-one that catalyzes further resource gain (see Mazzetti et al., 2023)-that angry, sad, or otherwise emotionally perturbed employees would have trouble cultivating. Perhaps unsurprisingly, work drawing from these frameworks has found that the relationship between state negative affect and work engagement tends to be a negative one (e.g., Cheng et al., 2022;Gorgievski et al., 2014;Sonnentag et al., 2008;Spagnoli et al., 2018;van Wijhe et al., 2011). Thus, we propose the following hypothesis: ...
Recent occupational health research has begun exploring unhelpful workplace social support (UWSS). UWSS refers to actions taken by a colleague that the recipient believes are intended to be helpful but are perceived as ineffective. For example, a colleague may provide help that is not wanted or do something incorrectly while providing aid. Despite the perceived good intentions of UWSS providers, empirical research suggests that UWSS is a potent workplace demand negatively associated with occupational well-being. The mechanisms that link UWSS and reduced occupational well-being, however, have yet to receive empirical examination. We integrate the job demands–resources model, conservation of resources theory, and basic needs theory to construct a multistage model linking UWSS to reduced work engagement via the frustration of basic psychological needs and the consequent experiencing of negative emotions. We test this model across two studies—a three-wave weekly study (NLevel 1 = 960, NLevel 2 = 320) and a 5-day daily diary study (NLevel 1 = 1,680, NLevel 2 = 336)—and find several significant direct and indirect effects. Across both studies (though at different levels of analysis), partial support was linked to reduced work engagement via the frustration of both the need for competence and relatedness and the experiencing of negative affect, while in Study 2, a daily link between undependable support and work engagement through relatedness frustration and the experiencing of negative affect was found. Implications for research and practice are discussed, and future research directions are offered.
... The self-efficacy of academic staff will increase through routine evaluation and development of the current working environment (Kowalski, 2003;Noorossana et al., 2021). Third, "time and rest" is another aspect of decent work that was found to benefit both the employee and the organization (Sonnentag et al., 2008). Maintaining a balance between one's professional and personal lives outside of work is another way to increase motivation. ...
Decent work was proposed by International Labour Organization (ILO) as an institutional measure to address challenges faced by labor in the current competitive dynamic labor market. This study aims to investigate the impact of “decent work” dimensions on faculty members’ Innovative Work Behaviour (IWB) in higher education institutes. The study also explores the possible role of work engagement in mediating this relationship. Moreover, the study aims to discover the role of job self-efficacy in mediating the relationship between decent work and work engagement. Using the SEM (Structural Equational Modelling) method, we test our model’s hypotheses with data from 224 faculty members working in higher education institutes through the use of questionnaires. Results suggest that “decent work” was a predictor of IWB only through the full mediation of work engagement. Decent work was found to significantly impact job self-efficacy and work engagement. Furthermore, job self-efficacy was found to play an important role in promoting work engagement and acts as a mediating variable in the relationship between decent work and work engagement. Findings encourage education policymakers to implement new strategies and policies to promote higher levels of decent work for faculty members, with greater emphasis on work engagement, to enhance their IWB. This study is one of a few studies conducted in emerging economies that highlight “decent work” as an essential job resource, useful in enhancing work engagement and leading to higher IWB among faculty members in higher education institutions.
... Furthermore, it has been found that rumination is a variable that prevents employees from fully recovering from job demands and can impair employees' health (e.g., Fritz et al., 2010;Kivimaki et al., 2006;Meijman & Mulder, 1998;Schwartz et al., 2003;Sonnentag, 2006;Zijlstra, 2006). Thus, the process of recovery appears to be influenced in the way in which people can disconnect from their work demands and those thoughts related to them (e.g., Cropley et al., 2006;Rook & Zijlstra, 2006;Sonnentag & Zijlstra, 2006;Sonnentag et al., 2008). Nevertheless, we assumed that workaholism may impact employees' psychological well-being depending on their rumination characteristics, such as affective rumination, which can be considered as a negative characteristic or problem-solving pondering, which can be considered as a positive characteristic. ...
... Because it hinders an individual's ability to recuperate, thinking about work-related issues while not at work can worsen health (Fritz et al., 2010;Kivimaki et al., 2006;Meijman & Mulder, 1998;Schwartz et al., 2003;Zijlstra & Sonnentag, 2006). People's ability to disconnet from workaholism and its associated ideas appears to have a negative impact on the recovering process (Cropley et al., 2006;Sonnentag et al. 2008;Sonnentag & Zijlstra, 2006;Rook & Zijlstra, 2006). Meanwhile, the biggest effect of problem-solving pondering was on work engagement; however, this effect can be considered as a small one. ...
Introducción: El presente estudio examinó los efectos de la adicción al trabajo en el bienestar psicológico y el papel mediador de la rumiación. Estudios han estimado la prevalencia de la adicción al trabajo en un 14.1%, donde uno de cada siete personas empleadas pudiera padecer de esta condición. Más allá, una gran cantidad de investigaciones sugieren que la adicción al trabajo tiene un impacto negativo en la salud de las personas empleadas; sin embargo, no se ha examinado el papel mediador de la rumiación en estas relaciones. Método: Un total de 803 personas empleadas en diferentes organizaciones en Puerto Rico participaron en el presente estudio que tuvo un diseño transversal-correlacional. Se probaron las hipótesis utilizando el modelamiento de ecuaciones estructurales. Resultados: La adicción al trabajo se relacionó significativamente con ansiedad, burnout, engagement con el trabajo, rumiación afectiva y resolución de problemas. Ambas formas de rumiación mediaron la relación entre la adicción al trabajo y el bienestar psicológico. Discusión: Los resultados obtenidos en relación con los efectos directos de la adicción al trabajo en el bienestar psicológico son cónsonos con resultados de la literatura en los cuales se apoya que esta condición tiene un efecto nefasto en la salud de las personas empleadas. Además, los resultados sugieren que el efecto mediador de la rumiación, especialmente la rumiación afectiva, pudiera ser un mecanismo importante a través del cual la adicción al trabajo ejerce un efecto perjudicial en la salud de los trabajadores. Se discuten las implicaciones teóricas y prácticas. Palabras clave: Adicción al Trabajo, Ansiedad, Burnout, Engagement con el Trabajo, Rumiación, Mediación Abstract Introduction: The present study examined the effects of workaholism on psychological well-being and the mediating role of rumination. Studies have estimated the prevalence of work addiction at 14.1%, where one in seven employees could suffer from this condition. Furthermore, a large body of research suggests that workaholism has a negative impact on the health of employees; however, the mediating role of rumination in these relationships has not been examined. Method: A total of 803 employees from different organizations in Puerto Rico participated in the present cross-sectional design study. Hypotheses were tested using structural equation modeling. Results: Workaholism was significantly related to anxiety, burnout, work engagement, affective rumination, and problem-solving pondering. Both forms of rumination mediated the relationship between workaholism and psychological well-being. Discussion: The results obtained in relation to the direct effects of workaholism on psychological well-being are consistent with results from the literature which support that this condition has a harmful effect on employees' health. Furthermore, the results suggest that the mediating effect of rumination, especially affective rumination, could be an important mechanism through which workaholism exerts a detrimental effect on workers' health. Theoretical and practical implications are discussed.
