Lieke L ten Brummelhuis

• PhD Organizational Sociology
• University of Pennsylvania

Underlying the “ideal worker” image that pervades many organizational cultures is the assumption that working longer hours equates to higher performance, despite recovery research that suggests that long work hours might actually impair future work performance. In an effort to reconcile these differences in how long work hours are thought to relate...

In this article, we integrate social exchange theory with insights from contingent self-esteem to explain why leader transparency (LT) might not always be reciprocated by enhanced follower voice. We theorize that when leaders are transparent, they initiate a social process that offers the exchange of honesty by signaling that the work environment i...

Working parents of children with special needs (i.e., emotional, behavioral, and/or learning difficulties) face recurrent stressors that can make balancing work and family demands difficult. This strain has been magnified during the COVID-19 pandemic, as these parents often need to take on greater responsibility in supporting their children’s remot...

Although organizations increasingly offer wellness programs that enable employees to work out before or during work, it remains unknown what implications physical activity before or during the workday might have for work outcomes. Whereas a workout might be rewarding, especially for those who enjoy exercise, working out might also be draining, espe...

This study addressed the question of how two sides of being constantly connected to work (i.e., availability and interruptions) affect work performance. Applying Self-Determination Theory's (SDT) three basic human needs to the communication realm, we examine how being available for others versus being interrupted by others affects feelings of commu...

We extend the literature in relation to daily diary and managers’ wellbeing by unravelling how daily work and family factors influence managers’ wellbeing the following day. Four days’ diary data were collected from 131 managers. Family–work conflict from one day positively influenced job burnout in the following day, while autonomy satisfaction fr...

We aimed to shed light on the reason why individual employees adjust their absence levels to their co-workers' absence behavior and under what conditions imitation is most likely by integrating social learning theory and social exchange theory. In Study 1, a vignette study among 299 employees, we found that respondents were more likely to call in s...

The aim of this study was twofold. First, we examined depleting and enriching effects of employees' home domain (home demands and quality time spent at home) on unscheduled absence from work. Second, we tested the assumption of the medical and withdrawal models that absence duration and frequency are uniquely predicted by respectively health condit...

This study examines the impact of work-related smartphone use on daily recovery from work-related efforts. The literature shows that work–home interference (WHI) is an important inhibitor of the recovery process. We propose that the extensive use of smartphones with its implicit request of 24/7 availability inhibits the process of engaging in activ...

Although studies on employee recovery accumulate at a stunning pace, the commonly used theory (Effort-Recovery model) that explains how recovery occurs has not been explicitly tested. We aimed to unravel the recovery process by examining whether off-job activities enhance next morning vigor to the extent that they enable employees to relax and deta...

A majority of today’s workforce juggles work and family roles, whereby family life often interferes with work. Thus far, not much is known about work–family interference at the team level. This study explores how team members’ family demands influence team processes (taskwork and teamwork) and consequently, team performance. In addition, we investi...

The objective of this article is to provide a theoretical framework explaining positive and negative work–home processes integrally. Using insights from conservation of resources theory, we explain how personal resources (e.g., time, energy, and mood) link demanding and resourceful aspects of one domain to outcomes in the other domain. The resultin...

The present study examines whether the relationship between work engagement and job performance is moderated by the extent to which individuals are inclined to work hard, careful, and goal-oriented. On the basis of the literature, it was hypothesized that conscientiousness strengthens the relationship between work engagement and supervisor ratings...

Although New Ways of Working (NWW) are increasingly implemented in organizational practice, few studies have addressed its pros and cons for employee outcomes. NWW enable employees to choose when and where to work, while being supported by electronic communication. We examined the effects of NWW on work engagement and exhaustion, and investigated w...

Work–home interference (WHI) is a prevalent problem because most employees have substantial family responsibilities on top of their work demands. The present study hypothesized that high job demands in combination with low job resources contribute to WHI. The job demands–resources (JD-R) model was used as a theoretical framework. Using a sample of...

We aimed to study burnout as a process that develops over time. On the basis of the Conservation of Resources theory (Hobfoll, 2002), we tested whether burnout induces a loss cycle, depleting resources, and enhancing demands. In addition, we investigated whether intrinsic job motivation and externally regulated job motivation attenuated or aggravat...

Previous studies have convincingly shown that employees' family lives can affect their work outcomes. We investigate whether family-to-work interference (FWI) experienced by the employee also affects the work outcomes of a co-worker. We predict that the employee's FWI has an effect on the co-worker's outcomes through the crossover of positive and n...

Juggling work and family life has become a daily topic of conversation. As more women enter the workforce and as men increasingly take on household chores and childcare duties, it has become more likely that employees are combining work and a considerable number of family responsibilities. The impact of working on family life has been widely discus...

We aimed to explain the influence of family involvement on feelings of burnout among employees who combine work and family tasks. As proxies for family involvement, we used the family structure (partner, number and age of children) and family tasks (e.g. hours spent on household chores). We compared conflict theory and enrichment theory, and invest...