TABLE 3 - uploaded by Karina Mostert
Content may be subject to copyright.
Source publication
Orientation: Although work characteristics and recovery strategies are associated with work- family interference, the influence on specific types of work-nonwork interference (W-NWI) has not been investigated.
Research purpose: The aim of this study was to investigate the impact of work characteristics and recovery strategies on four types of W-NW...
Similar publications
Introduction: Sickle cell disease is an inherited blood disorder with diverse clinical variability, which predisposes
patients to additional complications and frequent hospitalizations.
Aims and Objectives: This study assessed the level of knowledge of students about sickle cell disease and their
perception of pre-marital genotype screening.
Materi...
Entrepreneurship has been important in recent years due to its contributions to national economy and the society at large (Gerba, 2012). Entrepreneurship contributes to the economy by reducing one of major economic problem of unemployment. Although Sri Lanka has more educated work force, the unemployment rate in Sri Lanka increased to 4.2 percent i...
This article contributes to the literature on the models of immigrants’ labour market incorporation in Western Europe by analysing the employment returns to tertiary education for both natives and immigrants. By using yearly EU-LFS data (2005–2013) for a selection of Western European countries, cross-country differences in the employment returns to...
The paper discusses basic strategies for Teaching difficult concepts in Physics at Tertiary Education level
Citations
... Individual work and family field is inseparable and has a strong permeability. When individuals are in a low level of psychological detachment, they can easily transmit negative emotions from work to family life, causing dissatisfaction among family members and resulting in workfamily conflict (Frenkel et al., 2011;Oosthuizen et al., 2011;Ma et al., 2014). Therefore, this study proposes the hypothesis that psychological detachment is negatively related to individual work-family conflict. ...
Although a number of studies have examined the effects of abusive supervision variability, which refers to leaders engaging in differential abuse toward different subordinates within the team on work-related outcomes, scant research has investigated whether and how abusive supervision variability affects non-work outcomes. Drawing on the conservation of resources theory, the current study explores how abusive supervision variability affects work–family conflict through psychological detachment, as well as the moderating role of optimism. Results based on a survey of 260 employees from nine companies show that abusive supervision variability is significantly and positively related to work–family conflict. Psychological detachment mediates the effect of abusive supervision variability on work–family conflict. Optimism moderates the relationship between abusive supervision variability and psychological detachment and the indirect effects of abusive supervision variability on work–family conflict through psychological detachment. This study extends the literature on the effects of abusive supervision variability and provides several important practical implications.
... The SDM postulates that job stressors increase negative activation, which in turn prevents detachment. Such negative activation, pervades physically, cognitively, and emotionally, thus maintaining systems active during off-work periods of time [7,[30][31][32]. ...
Psychological detachment is the central experience of recovery from work-related stress that allows individuals to reduce burnout symptoms. The stressor-detachment model (SDM) contends that job resources moderate the relationship between job stressors and psychological detachment. We designed an instrument to measure job resources from a multidimensional perspective. A sample of n = 394 individuals from the health service industry participated in the study. Data indicate that job resources comprise a four-factor structure underlying a formative model. Consistent with the SDM, a partial least squares structural equation modeling (PLS-SEM) analysis suggests a moderating effect of job resources (e.g., control over working conditions, leaders’ emotional support), between work intensification and psychological detachment. In addition; results indicate that workers who perceive high levels of support from their organization achieved higher levels of detachment compared with those who perceived low levels of support. Theoretical as well as practical implications for stress management practices, occupational health, and well-being are discussed.
... Similar results were reported in an international study by Adebayo (2006), on 126 employed postgraduate students in Nigeria, where a relationship was found between workload, conceptualised similarly to job demands, and WSC. Similarly, in the South African context, Oosthuizen, Mostert, and Koekemoer (2011) found that where employees experienced high job demand, they experienced high worknon-work interference with the four non-work roles researched in their study, namely, parent, spouse, religion and domestic. It is therefore expected that if the work role interferes with the other non-work roles, it possibly interferes with the school role as well. ...
... Job control, the second antecedent considered in relation to WSC, is the 'control over how or what work is completed' (Butler 2007, 503). This concept has also been defined as autonomy (Oosthuizen, Mostert, and Koekemoer 2011), and been found to negatively predict WSC (Butler 2007). That is, the more individuals were able to decide which activities to undertake and how to do so at work, the less WSC they experienced. ...
While there has been a proliferation of interest and research into work-family studies we know little about how employees who study while working manage their multiple and sometimes conflicting roles. This research focuses on non-traditional students (NTS), whose representation in the general student population has increased, and explores how they attempt to balance their work and school responsibilities. The question of what factors potentially impact NTS’s academic and job satisfaction remains mostly unanswered and is the question this article attempts to address. Data were collected from over 200 non-traditional students studying across different regional campuses of a US university, testing several hypotheses including relevant demographic and non-demographic variables. Results revealed academic satisfaction was impacted by job-related factors while job satisfaction tended to be influenced mostly by factors in the general work domain. Demographic factors did not appear to predict job satisfaction and nor did they significantly predict academic satisfaction. The paper outlines some future opportunities for research to better understand the work-school dynamic in the lives of non-traditional students.
... There is evidence showing that both are related to lack of detachment from work during off-job time. For example, decision-making and other cognitive demands (related to job complexity) have been associated with lack of detachment (Kinnunen, Feldt, Siltaloppi, & Sonnentag, 2011;Oosthuizen, Mostert, & Koekemoer, 2011). Emotional demands (Oosthuizen et al., 2011) as well as emotional dissonance, that is, displaying emotions other than one actually feels (Sonnentag, Kuttler, & Fritz, 2010), have also been related to poor detachment from work. ...
... For example, decision-making and other cognitive demands (related to job complexity) have been associated with lack of detachment (Kinnunen, Feldt, Siltaloppi, & Sonnentag, 2011;Oosthuizen, Mostert, & Koekemoer, 2011). Emotional demands (Oosthuizen et al., 2011) as well as emotional dissonance, that is, displaying emotions other than one actually feels (Sonnentag, Kuttler, & Fritz, 2010), have also been related to poor detachment from work. As far as we know, the role of cognitive and emotional demands in affective rumination and problem-solving pondering has not yet been examined. ...
The aim of this 2-year longitudinal study was to identify long-term patterns of work-related rumination in terms of affective rumination, problem-solving pondering, and lack of psychological detachment from work during off-job time. We also examined how the patterns differed in job demands and wellbeing outcomes. The data were collected via questionnaires in three waves among employees (N = 664). Through latent profile analysis (LPA), five stable long-term patterns of rumination were identified: (1) no rumination (n = 81), (2) moderate detachment from work (n = 228), (3) moderate rumination combined with low detachment (n = 216), (4) affective rumination (n = 54), and (5) problem-solving pondering (n = 85), both combined with low detachment. The patterns differed in the job demands and well-being outcomes examined. Job demands (time pressure, cognitive and emotional demands) were at the highest level across time in patterns 3–5 and lowest in pattern 1. Patterns 3 and 4 were associated with poorer well-being outcomes (higher job exhaustion and more sleeping problems, and lower work engagement) across time. By contrast, pattern 5 showed positive outcomes, especially high level of work engagement. Thus, the different patterns of work-related ruminative thoughts suggest diverse relationships with job demands and well-being.
Download a free copy here: http://www.tandfonline.com/eprint/mUNg7mCepkyXSYSBdFQC/full
... More specifically, average between-person correlations with detachment were lower and less heterogeneous in diary studies than in cross-sectional studies with one measurement occasion. This finding might be explained by the more reliable measurement of variables in diary studies due to repeated measurement and a reduction of retrospective bias (Ohly et al., 2010). Moreover, the average negative association between negative affectivity/neuroticism and detachment was no longer significant in diary studies (and also in three longitudinal studies). ...
Detachment from work has been proposed as an important non-work experience helping employees to recover from work demands. This meta-analysis (86 publications, k = 91 independent study samples, N = 38,124 employees) examined core antecedents and outcomes of detachment in employee samples. With regard to outcomes, results indicated average positive correlations between detachment and self-reported mental (i.e., less exhaustion, higher life satisfaction, more well-being, better sleep) and physical (i.e., lower physical discomfort) health, state well-being (i.e., less fatigue, higher positive affect, more intensive state of recovery), and task performance (small to medium sized effects). However, average relationships between detachment and physiological stress indicators and work motivation were not significant while associations with contextual performance and creativity were significant, but negative. Concerning work characteristics, as expected, job demands were negatively related and job resources were positively related to detachment (small sized effects). Further, analyses revealed that person characteristics such as negative affectivity/neuroticism (small sized effect) and heavy work investment (medium sized effect) were negatively related to detachment whereas detachment and demographic variables (i.e., age and gender) were not related. Moreover, we found a medium sized average negative relationship between engagement in work-related activities during non-work time and detachment. For most of the examined relationships heterogeneity of effect sizes was moderate to high. We identified study design, samples' gender distribution, and affective valence of work-related thoughts as moderators for some of these aforementioned relationships. The results of this meta-analysis point to detachment as a non-work (recovery) experience that is influenced by work-related and personal characteristics which in turn is relevant for a range of employee outcomes.
... Several studies have failed to find that job control is directly associated with psychological detachment and relaxation (Siltaloppi et al., 2009;Sonnentag & Fritz, 2007). On the other hand, decision-making demands, which are highly related to job control, have been negatively associated with psychological detachment (Kinnunen et al., 2011;Oosthuizen, Mostert, & Koekemoer, 2011). Because the direct effects of job control remain inconclusive, we investigate whether job control serves as a boundary condition (cross-level moderator) rather than as a predictor for psychological detachment and relaxation. ...
The aim of this study was (1) to investigate whether threat (e.g., anxiety, fear) and challenge (e.g., confidence, excitement) emotions that employees experience before work while thinking about the upcoming workday predict their recovery experiences (i.e., psychological detachment, relaxation, mastery, and control) after work and (2) to explore the moderating role of job control on the effect of threat and challenge emotions on recovery experiences. For two to four weeks, 57 blue-collar workers at an airport’s hub station completed a diary. Multilevel analyses (N=1104) reveal that threat emotions in the morning decrease psychological detachment and relaxation after work. Job control buffers this negative effect. Furthermore, challenge emotions in the morning boost mastery after work. Next, when employees have low job control, challenge emotions also boost the recovery experience control. Practical implications and the need for future studies to examine more fine-grained mechanisms for better understanding how threat and challenge emotions experienced before starting work affect recovery experiences after work are discussed.
... The Job Demand-Resources model (JDR-model) (Demerouti et al. 2001;Schaufeli & Bakker 2004) has been applied to different studies (Bakker & Demerouti 2006;Buys 2008;Buys & Rothmann 2009;Demerouti et al. 2001;Schaufeli & Bakker 2004;Van Emmerik, Bakker & Euwema 2009). However, only a few studies included this model along with worknonwork interference (Koekemoer & Mostert 2006;Mostert et al. 2010;Oosthuizen, Koekemoer & Mostert 2011). The JDR-model (Bakker & Demerouti 2006;Demerouti et al. 2001) specifies how well-being and motivation may be produced as a consequence of working conditions. ...
... This could indicate that, when ministers spend time with their children (or fulfil their parental role), they are also cognitively (mentally) occupied with their work. This is in line with previous findings of Nel (2011) as well as Oosthuizen et al. (2011). ...
... pace and amount of work), the less time they spend with their children, at home or are involved in religious activities. Both and Oosthuizen et al. (2011) found statistical, practical and significant correlations between the emotional demands and pace and amount of work, as well as the various dimensions of work-nonwork interference, even though they did not conduct their studies amongst ministers. ...
Ministers of religion have a unique occupation with designated job demands and incongruous resources at their disposal. Literature indicates that stressors within the work environment are significant predictors of work-nonwork interference. Ministers play a key role within society and provide support for individuals on multiple levels. However, limited studies are found in South Africa focussing on ministers’ job characteristics related to work-nonwork interference, and how ministers cope. The main objective of this study was to investigate job demands and job resources as significant predictors of work-nonwork interference amongst ministers of religion, and to identify which coping strategies are most significant for ministers in dealing with work-nonwork interference. A cross-sectional survey design was used amongst ministers working in the three sister churches (N = 199). Various instruments were administered to measure job characteristics, work-nonwork interference and coping strategies empirically. Statistical analyses included descriptive statistics, product-moment correlations and multiple regression analyses. Results indicated that for ministers different job demands (i.e. cognitive demands and pace and amount of work) and job resources (i.e. financial support and job significance) significantly predicted work-parent, work-home and work-religion/spirituality interference. Results indicated turning to religion as the only significant coping strategy used by ministers to deal with work-parent interference and work-religion interference. Ministers of religion are continually exposed to increasing job demands and a lack of job resources, and therefore experience work-nonwork interference. Nevertheless, the ministers apparently cope by using the strategy best related to their profession, turning to religion/spirituality. Turning to religion/spirituality seems to be the most effective in dealing with work-nonwork interference.
... From reviewing the censuses undertaken in 2001 and 2011, it seems that the number of women entering the labour market showed an increase from 31.5% in 2001 to 34.6% in 2011, whilst a decrease was evident of unemployed and economically inactive females (Statistics South Africa, 2001;2011). Women are becoming even more prominent in the work context; several reasons can be provided for this upsurge (i.e. more rigorous implementation of the Employment Equity Act, global economic changes) (Fernandez, 2013;McLellan & Uys, 2009;Van den Berg & Van Zyl, 2008). ...
... The first limitation is that a cross-sectional research design was used, which means that the data was gathered at one point in time (De Vos et al., 2011). As a result, no casual inferences could be drawn amongst the variables and the researcher was therefore not able to establish a causal relationship (Oosthuizen, 2011). This method also does not allow for the changing values of the variables that were used in this study to be measured over time (Olwage, 2012). ...
... Therefore, using longitudinal studies will increase the validation of the hypothesised causalities of the relationships. Such studies will show whether the tested relationships are also true and accurate over a period of time (Montgomery et al., 2003;Oosthuizen, 2011). In addition, the use of this method will help researchers to acquire more integrated data and thus help to decrease research bias (Olwage, 2012). ...
Orientation: Women are involved in both a work and a family domain. Work-family enrichment is a concept that describes how these domains can enrich each other through the transfer of resources from one domain to the other.
Research purpose: The objective was to determine the relationship between work resources,home resources, work engagement, family engagement and work-family enrichment. The aim was also to test two models representing work-to-family and family-to-work enrichment as mediators.
Motivation for the study: By investigating work-family enrichment, as a new research concept,and its antecedents and outcomes, this study will add to the positive side of the work-family interface literature and provide information to organisations.Research design, approach and method: A cross-sectional survey design was used in this study with a sample of female workers (N = 420) in South Africa. Polychoric correlations, fit indices, structural equation modelling and testing mediation were used to analyse the data.Omegas and alpha coefficients were employed to determine the reliability.
Main findings: A positive relationship between work-family enrichment and its antecedents and outcomes was found. Furthermore, work-family enrichment (W-FE) mediated (large effect)the relationship between work resources and work engagement and family-work enrichment mediated (small effect) the relationship between home resources and family engagement.
Practical/managerial implications: The results provide more insight and understanding to organisations and female workers on the benefits of being involved in both the domain of work life and the domain of family life.
Contribution/value-add: The study contributes to the limited research undertaken on work family enrichment within the South African context. The present study also contributes to the literature on the use of the newly developed MACE Work-Family Enrichment Instrument.
... From reviewing the censuses undertaken in 2001 and 2011, it seems that the number of women entering the labour market showed an increase from 31.5% in 2001 to 34.6% in 2011, whilst a decrease was evident of unemployed and economically inactive females (Statistics South Africa, 2001;2011). Women are becoming even more prominent in the work context; several reasons can be provided for this upsurge (i.e. more rigorous implementation of the Employment Equity Act, global economic changes) (Fernandez, 2013;McLellan & Uys, 2009;Van den Berg & Van Zyl, 2008). ...
... The first limitation is that a cross-sectional research design was used, which means that the data was gathered at one point in time (De Vos et al., 2011). As a result, no casual inferences could be drawn amongst the variables and the researcher was therefore not able to establish a causal relationship (Oosthuizen, 2011). This method also does not allow for the changing values of the variables that were used in this study to be measured over time (Olwage, 2012). ...
... Therefore, using longitudinal studies will increase the validation of the hypothesised causalities of the relationships. Such studies will show whether the tested relationships are also true and accurate over a period of time (Montgomery et al., 2003;Oosthuizen, 2011). In addition, the use of this method will help researchers to acquire more integrated data and thus help to decrease research bias (Olwage, 2012). ...
... Several studies show a negative relationship between time pressure or workload on the one hand and psychological detachment on the other hand (e.g., Burke et al., 2009;Potok & Littman-Ovadia, 2014;Safstrom & Hartig, 2013;Shimazu et al., 2012;Sonnentag & Fritz, 2007). Similarly, studies found negative relationships between number of work hours or hours of overtime and psychological detachment (e.g., Burke et al., 2009;Kinnunen et al., 2011;Oosthuizen et al., 2011). Additionally, decisionmaking demands and other cognitive demands (similar to job complexity) have been found to be associated with a lack of psychological detachment (Kinnunen et al., 2011;Oosthuizen et al., 2011). ...
... Similarly, studies found negative relationships between number of work hours or hours of overtime and psychological detachment (e.g., Burke et al., 2009;Kinnunen et al., 2011;Oosthuizen et al., 2011). Additionally, decisionmaking demands and other cognitive demands (similar to job complexity) have been found to be associated with a lack of psychological detachment (Kinnunen et al., 2011;Oosthuizen et al., 2011). ...
... Examining between-person relationships, research revealed negative relationships for situational constraints (Sonnentag & Fritz, 2007), emotional dissonance (i.e. displaying emotions other than the ones one actually feels; Sonnentag, Kuttler, et al., 2010), and emotional demands (Oosthuizen et al., 2011). Sonnentag and Fritz (2007) further found that role ambiguity-a lack of clear role assignments-was negatively associated with psychological detachment from work during nonwork time. ...
This paper reviews empirical evidence on psychological detachment from work during nonwork time. Psychological detachment as a core recovery experience refers to refraining from job-related activities and thoughts during nonwork time; it implies to mentally disengage from one's job while being away from work. Using the stressor-detachment model as an organizing framework, we describe findings from between-person and within-person studies, relying on cross-sectional, longitudinal, and daily-diary designs. Overall, research shows that job stressors, particularly workload, predict low levels of psychological detachment. A lack of detachment in turn predicts high strain levels and poor individual well-being (e.g., burnout and lower life satisfaction). Psychological detachment seems to be both a mediator and a moderator in the relationship between job stressors on the one hand and strain and poor well-being on the other hand. We propose possible extensions of the stressor-detachment model by suggesting moderator variables grounded in the transactional stress model. We further discuss avenues for future research and offer practical implications. Copyright © 2014 John Wiley & Sons, Ltd.
