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The impact of vacation and job stress on burnout and absenteeism
Psychology & Health
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Abstract The purpose of the present study was to test the hypothesis that vacation relief decreases psychological and behavioral strains caused by job stressors. We examined the impact of job stress and vacation on strain on 87 blue-collar employees in an industrial enterprise in central Israel. Whereas former respite research focused on the impact of vacation only on psychological strains such as burnout and job and life satisfaction, the current study also examined a behavioral strain, absenteeism. The employees completed questionnaires before and after vacation and again four weeks later. Our findings show that vacation alleviated perceived job stress and bumout as predicted, replicating findings that a respite from work diminishes levels of strain to lower than chronic, on-the-job levels. We found declines in burnout immediately after the vacation and a return to prevacation levels four weeks later, and a similar pattern with regard to absenteeism.
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... Many researchers have revealed the positive psychological consequences of vacation (e.g., Westman and Etzion, 2001, Chen et al, 2013, Chen et al, 2016. For example, Westman and Etzion (2001) found that vacation can benefit businesses by reducing stress and burnout, allowing a person to step away from work and thereby break the cycle of resource loss. ...
... Many researchers have revealed the positive psychological consequences of vacation (e.g., Westman and Etzion, 2001, Chen et al, 2013, Chen et al, 2016. For example, Westman and Etzion (2001) found that vacation can benefit businesses by reducing stress and burnout, allowing a person to step away from work and thereby break the cycle of resource loss. Moreover, the relationship between taking vacations, employee health and the challenges employees experience at work has begun to attract the attention of scholars. ...
... Moreover, the relationship between taking vacations, employee health and the challenges employees experience at work has begun to attract the attention of scholars. Since then, research on vacation has examined its relationship with variables such as LS (Chen et al, 2017, 2018; Hoopes and Lounsbury, 1989; Lončarić et al, 2018; Pagán, 2015; Pan et al, 2020; Sirgy et al, 2011, JS (Dries, 2010), burnout (Etzion, 2003; Westman andEtzion, 2001), work stress (Etzion, 2003; Westman andEtzion, 2001), well-being (Chen et al, 2013; De Bloom et al, 2012; Strauss-Blasche et al, 2000, behavioural intention (Lončarić et al, 2018) and health (Tarumi et al, 1998). These studies underline the growing recognition that taking vacations not only improves individual well-being but also enhances organisational outcomes. ...
This article empirically examines the relationship between holiday recovery experience and life satisfaction, along with the mediating
roles of optimism and job satisfaction after vacation. Data were collected from a sample of 361 white-collar workers in Istanbul. Struc-
tural equation modelling was employed to test the hypotheses. The findings reveal a positive relationship between holiday recovery
experience and life satisfaction. In addition, holiday recovery experience was positively associated with both optimism and job satis-
faction after vacation. Optimism and job satisfaction after vacation were found to partially mediate the relationship between holiday
recovery experience and life satisfaction. The results offer practical implications for white-collar employees and business organisations.
Understanding the importance of the holiday recovery experience and its influence on life satisfaction may help individuals plan more
restorative and effective vacations. This study is the first in the literature to explore the mediating effects of optimism and job satisfaction
after vacation in the relationship between holiday recovery experience and life satisfaction. It contributes to the growing body of research
on the psychological and organisational benefits of recovery experiences for white-collar workers.
... Furthermore, if overcommitment is a way for the worker to forget about mental doubts and anxieties, attention-diverting activities, like sports [47], meditation and mindfulness [48], relaxation [49], or even taking vacations [91], could reduce burnout symptoms. However, the benefit of these activities would be limited as, once they are over, the worker would return to painful and doubtful thoughts. ...
... However, the benefit of these activities would be limited as, once they are over, the worker would return to painful and doubtful thoughts. It seems that, if the burnout score decreases during vacations, it returns to its pre-vacation level four weeks after returning to work [91]. Some attention-diverting activities might therefore be beneficial for the worker as long as they are performed daily. ...
Burnout, a major concern defined most commonly in the literature with a symptoms-based classification, can also be described as a temporal process with various stages experienced by workers, each composed of unique characteristics and challenges. This intricate process of burnout emphasizes pivotal moments, such as engagement and enthusiasm with a high job ideal (Stage 0), weakening of the ideal (Stage 1), protective withdrawal (Stage 2) and confirmed burnout (Stage 3). Through an opinion review, the objective of this article is to examine which prevention level, and more specifically which prevention actions, can be developed at each stage of this temporal process of burnout. The review criteria allow for the integration of both individual- and organization-focused interventions, ranging from early organizational-level strategies (primary prevention) to clinical consultations addressing the erosion of professional ideals (secondary prevention), as well as psychoeducational sessions aimed at promoting worker well-being. In conclusion, the article underscores the need for a holistic approach, combining organization-focused interventions with individual-focused interventions. Through a comprehensive review, this research provides insights into evidence-based practices, identifies gaps in current research, and offers guidance for future interventions for better support of workers facing burnout.
... Leaves are essential for employee well-being. Adequate leave policies, including vacation, sick leave, and personal days, help employees manage personal responsibilities, reduce burnout, and improve overall satisfaction [8]. Providing sufficient leave can enhance employee satisfaction and reduce turnover rates. ...
Background
Employee satisfaction is a critical factor in organizational success. Satisfied employees are more productive, engaged, and loyal, which leads to better overall performance. Understanding the factors that influence employee satisfaction can help organizations implement effective strategies to enhance employee well-being.
Objective
This research aims to model the changes in employee satisfaction levels (Satisfied, Neutral, Not satisfied) based on various dependencies using ordinary differential equations (ODEs). The dependencies considered in this study are work environment, salary, shift hours, leaves, perks, and timely promotions.
Methods
We defined variables representing satisfaction levels and dependencies, formulated ODEs to model the changes, and performed manual calculations to demonstrate the impact of varying each dependency. The initial proportions of employees in each satisfaction level were assumed, and the changes were calculated over a small-time interval. Results The model shows that improvements in work environment, salary, leaves, perks, and timely promotions positively affect satisfaction levels, while increased shift hours have a negative impact. The manual calculations illustrate how varying each dependency changes the proportions of satisfied, neutral, and not satisfied employees over time.
Conclusion
The ODE model provides valuable insights into the dynamics of employee satisfaction. Organizations can use this model to inform policies aimed at improving employee well-being. The findings highlight the importance of a positive work environment, competitive salary, adequate leaves, attractive perks, and timely promotions in enhancing employee satisfaction.
... Thus, a rested employee is more productive and accurate in their work. Reference [40] also explains that not taking vacation leave can result in diminished job performance. Also, employees working in suboptimal conditions are less efficient, less creative, and more prone to errors. ...
Effective leave management encompasses integrated processes that involve employees, supervisors and human resource managers. The study aimed to determine the impact of leave practices on employees’ well-being and organizational performance in Morogoro Municipality. The study used a mixed approach (triangulation) qualitative and quantitative approach based on an exploratory sequential design. The study involved 200 respondents including 87(43.5%) from the Department of Education, 62(31%) from the Department of Health, and 51(25.5%) were headquarter employees. The study used multi-stage, purposive, stratified and convenience sampling techniques to select the respondents. The data were collected using semi- structured interviews, questionnaires, and documentation. The study found that supportive leave policies and practices significantly enhance employee well-being by reducing stress, preventing burnout, and promoting a healthier work-life balance. Conversely, inadequate or poorly implemented leave policies contribute to high levels of presenteeism, decreased job satisfaction, and increased turnover rates that negatively affect organizational performance. Recommendations for action include promoting work-life balance, fostering a supportive organizational culture, addressing financial constraints, streamlining leave processes, monitoring and evaluating leave practices, mitigating presenteeism, tailoring policies to local needs, and engaging with stakeholders. Implementing these measures will improve employee well-being and enhance organizational performance, resulting in a more productive and motivated workforce in Morogoro Municipality and other areas.
... 1,2 Vacation time also enhances job performance and satisfaction while mitigating burnout and attrition. 3,4 Despite these benefits, fewer than half of American workers use their entire allocated paid time off. 5 A recent study of U.S. physicians across all specialties demonstrated that approximately 60% of physicians reported taking 15 or fewer days (≤3 weeks) of vacation, with 20% taking 5 or fewer days, in the past 12 months. ...
This qualitative phenomenological study explored the lived experiences of teachers during the one-month uninterrupted vacation mandated by the Department of Education (DepEd) at Tambacan Elementary School, Iligan City, for the school year 2024–2025. The study was guided by the Job Demands-Resources (JD-R) Model, Conservation of Resources (COR) Theory, and Self-Determination Theory (SDT). It aimed to investigate how this uninterrupted break influenced teachers’ physical, mental, and psychological well-being and to understand the challenges and informal learning experiences encountered during the vacation period. Ten public elementary school teachers, each with at least five years of teaching experience, participated in focus group discussions and interviews. Thematic analysis revealed that the one-month vacation contributed significantly to teachers' relaxation and rejuvenation. Participants reported enhanced physical health, emotional stability, and improved mental clarity. Informal learning activities such as traveling, engaging in hobbies, spending quality time with family, and reflecting on personal growth were also found to enhance their sense of fulfillment and readiness to return to work. Despite the overall positive impact, several challenges emerged, including difficulty transitioning back to work, financial constraints, and lingering uncertainty due to changes in educational policies. However, peer support and family engagement served as strong coping mechanisms. Findings emphasized the importance of uninterrupted rest in promoting sustainable teacher well-being and highlighted the need for supportive policies, professional development, and inclusive implementation. The study concluded that uninterrupted vacation periods are essential in fostering teacher well-being, contributing to long-term job satisfaction and professional effectiveness. It recommends institutionalizing structured wellness programs, integrating flexible schedules, and ensuring psychological safety to maximize the benefits of such initiatives.
Jarring events inspiring reflection, known as “shocks” in the literature, are the driving force in explaining changes in employee embeddedness and retention within the unfolding model of labor turnover. Substantial research effort has examined strategies for insulating valued employees from adverse shocks. However, this article provides empirical evidence that unambiguously negative shocks can increase employee retention when underlying firm and employee incentives with respect to these shocks are aligned. Using survival analysis on a unique data set of 466,236 communication records and 45,873 employment spells from 21 trucking companies, we show how equipment‐related shocks tend to increase the duration of employment. Equipment shocks also generate paradoxically positive sentiments that demonstrate an increase in employees' affective commitment to the firm. Our results highlight the important moderating role that aligned incentives play in how shocks ultimately translate into retention. Shared hardships strengthen bonds in employment, as in other areas.
Many studies have documented that workplace stress can harm health. But in an open, competitive economy, can these harmful effects realistically be prevented? To find out, we used publicly available data to compare U.S. and European estimates of health care costs and mortality from workplace stress. We found that if the United States had workplace policies that were comparable to those of a European country of similar wealth, it would spend approximately $40 billion less on health care costs related to potentially preventable workplace stress than it spends now. These results suggest that focusing policy interventions on the workplace could help address soaring U.S. health care costs.
Turizm, modern dünyada ekonomik, sosyal ve kültürel boyutlarıyla önemli bir olgu haline gelmiştir. Ancak bu geniş kapsamlı önemi, turizm araştırmalarında çoğunlukla tek boyutlu ve yanlı yaklaşımlarla ele alınmaktadır. Turizm araştırmacılarının, inceledikleri fenomenle ontolojik bir birlik kurmaktan uzak olduğu gözlemlenmektedir. Çoğu araştırma, tatil deneyimini ve turizm olgusunu bütüncül bir şekilde anlamaya çalışmaktan çok, bu olguyu yüceltici bir tavırla yalnızca işletmecilik açısından olumlu yönlerini öne çıkarmaktadır. Bu yaklaşım, yalnızca yayınlanabilir sonuçlar üretmeye odaklanan ve değişkenler arası korelasyonlara hapsolan bir araştırma paradigmasını beslemektedir. Serinin ikinci makalesinde, turist deneyimi ve turizmi konu edinen turizm araştırmalarının eleştirel bir değerlendirmesi yapılacak, ekonomik perspektifin hakimiyetinin ve COVID-19 pandemisinin turizm araştırmalarında paradigmatik bir dönüşüm gerekliliğini ortaya koyduğu savunulacaktır. Turizm araştırmaları, sıklıkla değişkenler arası ilişkilerin istatistiksel korelasyonlarını incelemekle sınırlı kalmaktadır. Bu "kolerasyonalizm" olarak tanımlanabilecek yaklaşım, turizmi derinlemesine anlamayı engelleyen bir araştırma döngüsü yaratmaktadır. Kolerasyonalizm, varyans dünyasından bir türlü çıkamayan araştırmacıların konuya olgusal (değişkenler arası korelasyon) bakmakla yetinmelerine, gerçek neden-sonuç ilişkilerini ortaya koymaktan çok, yüzeysel bağlantılara odaklanma ve turizmin karmaşık doğasını kavramakta yetersiz kalmalarına neden olmaktadır. Bu yöntemsel sınır, turizmin teorik temellerine katkıda bulunmamakta ve pratikteki sorunları çözmekten uzak kalmaktadır. Örneğin, turist deneyimlerinin yalnızca "mutluluk" veya "tatmin" düzeyleri üzerinden incelenmesi, bu deneyimlerin kültürel, psikolojik ve sosyolojik boyutlarını göz ardı etmektedir. Araştırmalarda sıklıkla kullanılan standartlaştırılmış anketler ve nicel analiz yöntemleri ya da nicelleşmiş nitel çalışma, turizmin bireysel ve toplumsal etkilerini anlamada derinlikten yoksundur. Bu yaklaşım, turizmi anlamaktan ziyade, yalnızca mevcut pratiklere dayalı olarak geçici (palyatif) ve anlamsız bulgular üretmekte ve bu sonuçlar, sektörel veya akademik anlamda uzun vadeli bir değer yaratmamaktadır.
This meta-analysis examined how demand and resource correlates and behavioral and attitudinal correlates were related to each of the 3 dimensions of job burnout. Both the demand and resource correlates were more strongly related to emotional exhaustion than to either depersonalization or personal accomplishment. Consistent with the conservation of resources theory of stress, emotional exhaustion was more strongly related to the demand correlates than to the resource correlates, suggesting that workers might have been sensitive to the possibility of resource loss. The 3 burnout dimensions were differentially related to turnover intentions, organizational commitment, and control coping. Implications for research and the amelioration of burnout are discussed.
In this field study a preliminary social exchange model was proposed that related perceived inequity in the employment relationship to subsequent absenteeism and turnover intention. From an equity perspective, it was hypothesized that absenteeism and turnover intention are indirectly related to perceived inequity in the exchange relationship with the organization, mediated by feelings of resentment and poor organizational commitment. By employing covariance structure modelling, the model was tested among mental health care professionals (N = 90). The results demonstrated that the relationship between perceived inequity and turnover intention was fully mediated by poor organizational commitment, which was, in turn, partially triggered by feelings of resentment that were associated with perceived inequity. In contrast, there was a strong direct link between inequity in the employment relationship and absenteeism, not mediated by resentment and poor organizational commitment. It was concluded that absenteeism and turnover intention can both be considered to be withdrawal reactions to perceived inequity, but that the two reactions differ in their underlying dynamics. The implications of these findings were discussed.