No full-text available
To read the full-text of this research,
you can request a copy directly from the authors.
Recovery from job stress: The stressor-detachment model as an integrative framework
Abstract
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.
... Drawing on the stressor-detachment model (Sonnentag and Fritz 2015), we build a moderated mediation model that outlines the indirect relationship between multitasking and creative process engagement via psychological detachment, and the moderating role of temporal leadership in this indirect relationship. Due to conflicting task priorities, workplace distractions, and the constant need to shift attention between tasks within limited time frames (Mochi and Madjar 2018), multitasking emerges as a significant task-related stressor (Sonnentag and Frese 2003). ...
... The stressor-detachment model underscores the intricate dynamics between job stressors and stress responses via psychological detachment (Sonnentag and Fritz 2015). This model elucidates the role of job resources in moderating the impact of job stressors on psychological detachment and subsequent reactions to those stressors (de Jonge et al. 2012). ...
... First, job stressors influence individuals' ability to psychologically detach, which in turn induces stress responses, such as behavioral strains (e.g., reduced work engagement) (Sonnentag and Fritz 2015). Job stressors encompass various factors present in the work environment that can elicit tension (Larson 2004). ...
In the digital‐driven workplace, individuals are required to multitask frequently while maintaining high levels of creativity to stay indispensable. But does multitasking promote or hinder creative process engagement? Utilizing the stressor‐detachment model, this study examines the links between multitasking and creative process engagement. Through a survey of 329 employees conducted over three time points, findings reveal that psychological detachment mediates the negative relationship between multitasking and creative process engagement. Furthermore, temporal leadership mitigates the negative relationship between multitasking and psychological detachment and, by extension, the indirect relationship between multitasking and creative process engagement via psychological detachment.
... The possibility for the individual to detach from work may depend on the prerequisites given by the organization, the culture in the workgroup, and the employees' work strategies and preferences. For example, high job demands at the organizational level (e.g., time pressure and high workload) may require employees to engage in additional work during non-work hours, thus impairing detachment (Bennett et al. 2018;Sonnentag & Fritz 2015). At the workgroup level, a working culture in which co-workers regularly contact each other during non-work time and are expected by colleagues to be constantly available can lead to difficulties in switching off work (Kühner et al. 2023;Mellner 2016). ...
... At the workgroup level, a working culture in which co-workers regularly contact each other during non-work time and are expected by colleagues to be constantly available can lead to difficulties in switching off work (Kühner et al. 2023;Mellner 2016). At the individual level, yet with dependence on factors at the organizational level, compensatory work strategies to handle job demands during non-work time, expectations of being constantly available, and overtime work can impair detachment (Mellner 2016;Park et al. 2011;Sonnentag & Fritz 2015;Wendsche & Lohmann-Haislah 2017). ...
... However, while these recommendations are commonly proposed to promote recovery, recommendations are largely based on research that has neither tested practical interventions nor focused on office workers with FWAs as their target population. There is, therefore, from both practical and theoretical perspectives, an overall need for studies of practically tested interventions aimed at promoting detachment and recovery in office workers with FWAs (Bennett et al. 2018; Shiri et al. 2022;Sonnentag et al. 2017;Sonnentag & Fritz 2015;Steed et al. 2021;Verbeek et al. 2019). ...
Objective: Psychological detachment facilitates recovery from work, but detachment is sometimes difficult in flexible work arrangements (FWAs). This study examined the effects of a co-created two-step workplace intervention that introduced new work strategies to facilitate psychological detachment and promote recovery in office workers with FWAs. The intervention comprised an individual-level course on digital tools and work strategies, followed by a workgroup-level workshop to develop common rules and routines in FWAs. Methods: Office workers with FWAs in a Swedish governmental agency (intervention group, n = 97; control group, n = 70) completed a web-based questionnaire on three occasions between 2018 and 2020: at baseline 3 months before the intervention; after the individual-level course 6 months after baseline, and after the workgroup-level workshop 12 months after baseline. Effects of the intervention on need for recovery (NFR) as mediated by psychological detachment, and moderation of these effects by baseline NFR, were estimated with adjustment for covariates. Results: At the 6- and 12-month follow-ups, we found no unmoderated statistically significant changes in NFR mediated by psychological detachment. However, the intervention appeared more beneficial for employees with high baseline NFR compared to those with low NFR, with moderated mediation by detachment at the 12-month follow-up. Conclusions: Introducing new work strategies and common rules and routines for flexible work may be an effective intervention to facilitate detachment and reduce the need for recovery among office workers with particularly high needs.
... Additionally, research has shown that low job disengagement can affect employees' sleep quality, heighten stress and burnout, cause health problems, and lower their general well-being (Sonnentag & Fritz, 2015;Harrison & Green, 2024). Studies suggest that employees who struggle to detach from their work due to workplace telepressure are more prone to experiencing higher stress levels and poorer mental and physical health Smit & Roberts, 2024). ...
... Furthermore, research shows that employees who feel less psychologically detached from their work due to workplace telepressure are more likely to experience increased levels of stress linked to poor psychological and physical well-being Green & Harris, 2024). Telepressure is also associated with occupational burnout and poor well-being, leading to the need for more time and energy for recovery activities, which exacerbates the amount of work-family conflict employees experience (Sonnentag & Fritz, 2015;Nelson & Miller, 2024). Drawing on Work-Life Spillover Theory, the mediating role of psychological detachment is crucial in understanding how workplace telepressure affects employees' well-being and leads to workfamily conflict. ...
... According to the theory, work-related stress might spill over into personal life, resulting in adverse outcomes in both contexts (Greenhaus & Beutell, 1985;Roberts & Green, 2024). When employees are unable to detach from work due to persistent telepressure, they face increased stress, health problems, and burnout, which negatively affect their work-life balance (Sonnentag & Fritz, 2015;. This lack of psychological detachment worsens work-family conflict as employees struggle to recover and engage in personal and family responsibilities (Bakker & Demerouti, 2007;Miller & Harrison, 2024). ...
This study examines how workplace telepressure affects work-family conflict (WFC) employees in the employees in the nursing field of the health sector in Islamabad, with psychological detachment acting as a mediator. Data were collected through a survey of 315 employees in Islamabad and analyzed using AMOS and SPSS software. The results reveal a significant positive correlation between workplace telepressure and work-family conflict (b = 0.10, p < 0.01), indicating that employees experiencing high levels of telepressure struggle to disconnect from work, leading to conflict between work and family responsibilities. Psychological detachment negatively mediated this relationship (b = -0.06, p < 0.01), suggesting that the inability to detach from work mentally exacerbates the work-family conflict. The findings contribute to the literature by validating the Work-Family Spillover Theory and highlighting the role of psychological detachment in mitigating the negative impact of telepressure. These results have practical implications for organizational policies aimed at reducing work-family conflict by fostering better recovery and detachment from work.
... Etenkin poikkileikkaustutkimukset osoittavat, että psykologinen irrottautuminen työstä vapaa-ajalla kytkeytyy vähäisempään uupumusasteiseen väsymykseen (ks. katsaus Sonnentag & Fritz, 2015). Tämä yhteys on todennettu myös ainakin yhdessä pitkittäistutkimuksessa, jossa psykologinen irrottautuminen ennusti uupumusasteisen väsymyksen vähentymistä vuoden aikavälillä (Sonnentag, Binnewies & Mojza, 2010). ...
... Aiemmin on osoitettu, että työasioiden tunnepitoinen vatvominen on yhteydessä sekä aamun että illan kortisolin eritykseen (Cropley, Rydstedt, Deveroux & Middleton, 2013), mutta tietääksemme palautumisen kokemuksia ei ole tutkittu tässä suhteessa. Erityisesti työstä irrottautumisen merkitystä olisi kiinnostavaa tutkia, sillä työstä irrottautumisen heikkenemisessä on myös osittain kysymys työasioiden vatvomisesta (Sonnentag & Fritz, 2015). Työstä irrottautuminen tarkoittaa myös positiivisista työasioista irrottautumista, mikä erottaa sen tunnesuuntautuneesta vatvomisesta, joka keskittyy negatiivisiin asioihin. ...
... Kahta ensimmäistä tulisi lisätä ja viimeksi mainittua vähentää. Aiemman tutkimuksen perustella tiedämme, että työn vaatimukset, kuten työn aikapaineet, ovat avainasemassa, sillä ne heikentävät työstä irrottautumista (Sonnentag & Fritz, 2015) ja lisäävät työasioiden vatvomista (Querstret & Cropley, 2012;Syrek ym., 2017). Näin ollen aikapaineiden vähentäminen työssä olisi yksi ratkaisukeino edistää työntekijöiden jaksamista. ...
Työntekijöiden jaksaminen on työelämässä koetuksella. Tarkoituksemme on tutkia, kuinka uupumusasteisen väsymyksen taso muuttuu kahden vuoden aikana ja miten tämä muutos tai pysyvyys kytkeytyy työstä palautumiseen. Palautumista tutkimme sitä ylläpitävien palautumisen kokemusten (työstä irrottautuminen, rentoutuminen, taidonhallinta ja kontrolli vapaa-ajalla) ja estävien (työasioiden tunnepitoinen ja ongelmasuuntautunut vatvominen vapaa-ajalla) tekijöiden avulla. Tutkimukseen osallistui 664 eri alojen työntekijää. Heistä 58 prosenttia oli naisia, keski-ikä oli 47.5 vuotta, ja 38 prosentilla oli vähintään ylempi korkeakoulututkinto. Tulokset osoittivat, että suurimmalla osalla (61 %) tutkittavista uupumusasteisen väsymyksen oireet pysyivät vakaina tutkitun kahden vuoden ajan (37 %:lla ei oireita, 17 %:lla lieviä ja 7 %:lla vakavia oireita). Oireet vähenivät 19 prosentilla ja lisääntyivät 20 prosentilla tutkittavista. Uupumusoireiden taso ja muutos kytkeytyivät selvimmin tunnepitoiseen työasioiden vatvomiseen, psykologiseen työstä irrottautumiseen ja rentoutumiseen vapaa-ajalla. Ryhmissä, joissa uupumuksen taso pysyi samana, vatvominen, irrottautuminen ja rentoutuminen vapaa-ajalla säilyivät myös samalla tasolla tutkitun kahden vuoden ajan. Niillä, joilla uupumusoireet vähenivät, väheni myös tunnepitoinen vatvominen, kun taas työstä irrottautuminen ja rentoutuminenlisääntyivät. Vastaavasti niillä, joilla uupumusoireet lisääntyivät, vatvominen lisääntyi ja työstä irrottautuminen ja rentoutuminen heikkenivät. Myös viikoittaisissa työtunneissa ja työn aikapaineissa raportoidut muutokset tukivat havaittua uupumuksen muutosta ja pysyvyyttä.
... Les enseignants exprimant une satisfaction quant à leur environnement professionnel présentent un taux réduit d'épuisement professionnel (47 % contre 8 %), confirmant ainsi les résultats obtenus par Kinman & Wray (2020). Par ailleurs, la présence d'un épuisement constant est associée à une prévalence très élevé du burnout soit 37 %, en accord avec Sonnentag & Fritz (2015). ...
... Leiter (2016). L'accès aux ressources nécessaires constitue également un élément déterminant pour atténuer l'incidence du burn-out avec un Odds Ratio estimé à 0,46. Un équilibre satisfaisant entre vie professionnelle et personnelle semble aussi jouer un rôle protecteur vis-à-vis du burn-out, comme indiqué dans divers travaux dont celui réalisé par Sonnentag & Fritz. (2015) où cet équilibre présente enfin son importance majeure en matière préventive. Il convient aussi d'alerter sur le fait qu'un impressionnant pourcentage soit 87% d'enseignants constamment stressés manifeste déjà certaines formes avérées de Burnout comme démontré par Kinman & Wray (2020). ...
Le burnout, ou épuisement professionnel, est en augmentation, particulièrement chez les enseignants universitaires en raison de la nature exigeante de leur travail. C’est une étude quantitative transversale menée auprès de 157 enseignants à Kikwit dans le but d’identifier les facteurs associés au burnout. Les résultats révèlent que l'âge est un facteur clé, avec un taux de 56 % de burnout chez les enseignants âgés de 40 à 49 ans, contre seulement 8 % pour ceux de 20 à 39 ans. Une disparité entre les sexes est également observée : 39 % des hommes et 10 % des femmes souffrent de burnout. Les enseignants à temps partiel affichent un taux élevé (48 %) par rapport à ceux à temps plein (6 %). L'expérience professionnelle joue un rôle significatif, avec 84 % des enseignants ayant plus de six ans d'ancienneté en burnout, contre 17 % pour les moins expérimentés. Les titulaires d'une licence souffrent davantage (87 %) que ceux ayant un master ou un doctorat. Des variations institutionnelles sont notées, avec 50 % des enseignants de l'Institut Supérieur des Techniques Médicales de Kikwit en burnout, contre seulement 7 % de l’Université de Kikwit. La charge de travail et la satisfaction au travail sont également déterminantes, tandis que l'accès aux services de soutien psychologique et l'utilisation de stratégies de gestion du stress contribuent à réduire le burnout. Cette étude vise à sensibiliser les décideurs et les établissements d'enseignement à la nécessité d'adopter des stratégies adaptées pour prévenir le burnout et améliorer la qualité de vie professionnelle des enseignants, garantissant ainsi un environnement éducatif plus sain et productif.
... Insufficient organizational support and resources strengthen the relationships between burnout, loss of performance, and commitment (Jun et al., 2021). Occupational stress triggers feelings of emotional exhaustion and inadequacy caused by workload, causing individuals to emotionally disengage from their jobs while also causing a lack of commitment and low motivation in the long term (Sonnentag & Fritz, 2015;Wendsche & Lohmann-Haislah, 2017). These studies emphasize that higher level of stress, in particular, direct individuals to work in ways that require only minimum effort, leading to serious organizational outcomes. ...
... Stress also triggers emotional exhaustion and feelings of inadequacy caused by workload, leading individuals to disengage from their jobs emotionally. Over time, this disengagement contributes to a lack of commitment and decreased motivation (Sonnentag & Fritz, 2015;Wendsche & Lohmann-Haislah, 2017). Similarly, Amelia (2024) highlights that decreased teacher performance is closely linked to increased workload, low job satisfaction, and insufficient support. ...
This study investigated the effects of occupational stress, burnout, and change fatigue on quiet quitting among teachers. The study adopted a cross-sectional design and hierarchical regression analysis. The sample was reached through convenience sampling method and included 366 teachers (185 male [50.5 %] and 181 female) aged between 21 and 59 years (M = 36.25, SD = 6.13). Data were collected using the Quiet Quitting Scale (QQS), Perceived Occupational Stress Scale (POSS), Job-Related Emotional Exhaustion Scale (J-REES), Change Fatigue Scale (CFS), and a demographics information form. The analysis was conducted on the SPSS 25. The findings suggested positive and significant relationships among occupational stress, burnout, change fatigue, and quiet quitting. Hierarchical regression analysis revealed that occupational stress, burnout, and change fatigue explained 35 % of the variance in quiet quitting. The findings also suggested that higher levels of occupational stress, burnout, and change fatigue significantly and positively influenced quiet quitting, identifying them as its predictors. These findings highlight the significance of implementing programs and interventions to reduce occupational stress, burnout, and change fatigue among teachers and mitigate quiet quitting.
... Regeneracja po pracy odnosi się do procesu łagodzenia objawów napięcia spowodowanego przez wymagania pracy [1] oraz przywracania energii i zasobów psychicznych pracowników [2]. Proces regeneracji może być rozumiany więc jako przeciwieństwo procesu obciążenia/napięcia. ...
... W teorii zachowania zasobów [6] kluczową rolę pełnią zasoby 1 , czyli: "przedmioty, warunki, 1 Zasoby pracy odnoszą się do takich fizycznych, społecznych i organizacyjnych czynników środowiska pracy, które redukują wymagania pracy i związane z nimi fizyczne i psychologiczne koszty, pomagają w osiąganiu celów zawodowych, stymulują rozwój osobisty, uczenie się i rozwój ( cechy osobowości i pokłady energii, które albo są cenione same w sobie jako potrzebne do przetrwania (bezpośrednio lub pośrednio), albo służą do zdobycia owych zasobów umożliwiających przetrwanie" [6]. Ochrona zasobów oraz ich zdobywanie jest podstawowym celem aktywności człowieka, natomiast konsekwencją utraty (lub zagrożenia utratą) zasobów czy braku zysków z ich inwestycji jest stres. ...
A review of research on the predictors and effects of post-work recovery on employee well-being The aim of this article is to provide a comprehensive review of research on the subject of recovery from work, focusing on its predictors and effects on employee well-being. The concept of recovery is defined, and the psychological approach to the recovery process proposed by Sonnentag and Fritz is presented. Factors influencing employee recovery processes are described, including individual factors and work environment characteristics, such as job demands and resources. The effects of recovery on employee well-being are also discussed, including aspects such as mood, vigour, psychological well-being, life satisfaction, and sleep quality. Practical implications are presented, and directions for future research are formulated. Keywords: recovery from work, well-being, job demands, job resources
... Hidayatullah dan Kuriawan (2023) dalam studi mereka di Indonesia mengungkapkan bahwa fleksibilitas waktu kerja dan umpan balik positif dari atasan dapat membantu mengurangi stres kerja karyawan. Bentuk dukungan ini dapat berupa dukungan emosional (Sonnentag & Fritz, 2022), dukungan instrumental seperti subsidi transportasi (Batubara & Abadi, 2022), dan dukungan informatif yang memberikan saran serta strategi dalam mengelola stres kerja (Bakker & Demerouti, 2020). Kurangnya dukungan dari atasan dikaitkan dengan tingkat stres kerja yang lebih tinggi dan penurunan kepuasan kerja (Batubara & Abadi, 2022). ...
ABSTRAK Penelitian ini menyelidiki hubungan antara tingkat stres akibat perjalanan (stres komuter) dan tekanan kerja pada para karyawan perempuan di PT KMI, sebuah perusahaan ritel optik yang berlokasi di Jakarta. Selain itu, penelitian ini juga mengkaji sejauh mana dukungan dari atasan berperan dalam dinamika tersebut. Tujuan utama dari studi ini adalah untuk memahami apakah stres perjalanan berkontribusi terhadap peningkatan stres di lingkungan kerja dan bagaimana dukungan atasan dapat meredakan dampak negatif tersebut. Dalam penelitian ini, metode kuantitatif digunakan dengan teknik analisis regresi linier berganda. Populasi penelitian terdiri dari 120 karyawan perempuan dengan rentang usia 18 hingga 56 tahun, yang setiap harinya menempuh perjalanan lebih dari 20 kilometer. Teknik pengambilan sampel purposif diterapkan untuk memilih 92 responden yang menunjukkan tingkat stres perjalanan yang signifikan. Hasil penelitian menunjukkan bahwa dukungan atasan memiliki peran krusial dalam mengurangi stres kerja. Keunikan dari penelitian ini terletak pada fokusnya terhadap kombinasi efek dari stres perjalanan dan dukungan atasan pada karyawan perempuan di Indonesia, yang memberikan kontribusi terhadap pemahaman yang lebih baik mengenai manajemen stres di tempat kerja. Temuan dari studi ini memiliki implikasi penting terhadap pembuatan kebijakan organisasi, yang menekankan perlunya program pelatihan bagi para atasan dan peningkatan fasilitas transportasi untuk mengurangi stres perjalanan dan meningkatkan kesejahteraan karyawan. Kata kunci: stres komuter, stres kerja, dukungan atasan. ABSTRACT This research investigates the link between stress experienced during daily travel to work (commuting stress) and job-related stress among women working at PT KMI, an optical retail company in Jakarta. Furthermore, it analyses how support from supervisors influences this relationship. The primary objective is to determine if commuting stress contributes to heightened stress levels at work and to understand how managerial support can lessen these effects. A quantitative methodology, employing multiple linear regression analysis, was utilized in this study. The target population consisted of 120 female employees, ranging in age from 18 to 56, who travel more than 20 kilometres to work each day. A focused selection method (purposive sampling) was used to identify 92 individuals who reported substantial commuting stress. The key results revealed that support from supervisors significantly reduces stress at work, while commuting stress did not demonstrate a significant effect. The innovative aspect of this study is its emphasis on the combined impact of commuting stress and supervisory support on female workers in Indonesia, thereby enhancing our understanding of effective workplace stress management. The findings suggest practical implications for organizational policy, highlighting the importance of supervisor training initiatives and improvements to transportation infrastructure to alleviate commuting stress and promote employee welfare. PENDAHULUAN Wanita yang bekerja di wilayah perkotaan menghadapi tekanan yang lebih besar dibandingkan pria, terutama karena mereka harus menjalankan peran ganda. Selain menghadapi stres akibat perjalanan kerja yang panjang dan tidak terprediksi, mereka juga dibebani oleh tuntutan pekerjaan yang tinggi, tanggung jawab rumah tangga,
... After reviewing the literature, several hints emerge suggesting that engaging in cyberloafing during micro-breaks can reduce ego depletion. Firstly, the recovery literature emphasizes the psychological detachment -stepping away from work or diverting thoughts from work-related issues -is critical for the recovery experience (Sonnentag & Bayer, 2005;Sonnentag & Fritz, 2015). Essentially, psychological detachment aids individuals in recovering their resources, which in turn mitigates ego depletion. ...
With the rapid development of Internet technology and the full coverage of smart devices in the workplace, employees can use the Internet for non-work-related activities, that is, cyberloafing. Although most studies have focused on the negative consequences of cyberloafing for organizations and employees, cyberloafing may help employees get a relaxing break after a heavy workload. This study draws on the ego-depletion theory to construct a framework for understanding the recovery effects of cyberloafing. Study 1 confirmed that cyberloafing can mitigate the ego-depletion effect but is less effective than sitting still through a laboratory experiment. Study 2 further showed that participants who used a music app for cyberloafing had better recovery effects than those who used a shopping app for cyberloafing. Through a survey of employees, Study 3 re-confirmed that cyberloafing can mitigate the effects of ego depletion, and greater levels of cyberloafing during a 10-minute micro-break yielded a better recovery effect. Overall, these findings suggest that cyberloafing has a positive side that can help recover, but at a cost. To ensure that cyberloafing has a recovery effect, organizations and employees should be aware of the cyberloafing content and avoid high-cognitive-load cyberloafing.
... This tendency is exacerbated by an inability to detach from work during offhours, which prolongs exposure to stressors and prevents recovery. Sonnentag and Fritz (2015) demonstrate that individuals who cannot mentally disconnect from their professional responsibilities are more likely to experience chronic stress and emotional exhaustion. Emotional exhaustion, a hallmark of burnout, manifests as persistent fatigue and depleted energy levels, impairing an individual's ability to meet job demands effectively (Maslach et al., 2001;Bakker et al., 2014). ...
Burnout poses a critical challenge in cybersecurity, affecting both individual well-being and organizational effectiveness. Despite its importance, limited scholarly research exists on preventive strategies specific to cybersecurity, hindering the development of evidence-based approaches. Current literature predominantly examines the causes, constructs, and theoretical models of burnout in cybersecurity, with insufficient focus on preventing this occupation phenomenon. This study addresses this gap by synthesizing existing research to propose strategic initiatives to combat burnout among cybersecurity professionals. Key prevention strategies include dynamic prioritization frameworks, flexible work policies, role-specific interventions to balance workloads and alleviate stress, personalized recognition programs, resilience-oriented onboarding, and enhanced engagement and psychological readiness. Other vital initiatives include supportive workplace cultures, inclusive environments, leadership development, and access to mental health resources, which are critical for mitigating emotional exhaustion and depersonalization. This research highlights initiatives, emphasizing the urgent need for further research to fill the gap in burnout prevention strategies for cybersecurity. By adopting a multifaceted approach, organizations can foster resilience, enhance employee well-being, and strengthen their capacity to address complex challenges to develop mitigative strategies to prevent burnout in cybersecurity.
... Subjective well-being is a more general construct that represents a global evaluation of various aspects of individuals' lives, especially their sense of satisfaction or experience of positive emotional states regarding different aspects of their lives (Bryson et al., 2017). Job stress refers to adverse psychological and physiological arousal resulting from exposure to factors in one's work environment that lead to a variety of strain responses (Sonnentag & Fritz, 2015). Lastly, intentions to quit refer to the extent to which employees wish to voluntarily quit their jobs (Hom et al., 2017). ...
Although the research literature on employees’ privacy management has grown noticeably over recent years, much of this research tends to focus on how organizations’ use of technology to monitor and manage the performance of employees might violate workers’ perceived privacy rights and privileges. While formal programs and policies such as the use of certain technologies can cause privacy concerns for workers, threats to employees’ privacy may also stem from informal communication between employees. To date, however, practically no research has directly examined whether and which aspects of informal communication between employees might be viewed as threats to employees’ privacy boundaries. Accordingly, the present research sought to stimulate further scientific exploration into this topic by providing researchers with a valid tool to examine an interesting, yet unexplored phenomenon in the organizational sciences: workplace nosiness. Workplace nosiness refers to employees’ intrusive attempts to obtain private information from others at work. Findings across four studies suggest that workplace nosiness is a relatively common experience for employees and is a multidimensional construct, and that perceptions of workplace nosiness can result from individual differences, interpersonal factors, and features of the broader work context and are related to a variety of adverse affective and behavioral outcomes for employees. We provide several suggestions for future research to further extend the nomological network of workplace nosiness.
... With 24/7 connectivity and the emergence of digital workspaces, mental exhaustion is fast becoming more common, therefore a major issue in present psychology studies (Fischer et al., 2023;Sandi, 2021;Sonnentag &Fritz, 2015). The blurring of boundaries between work and personal life has caused higher cognitive demands, more vulnerability to burnout, and lower emotional wellbeing (Derks et al., 2014;Becker et al., 2018). ...
The research intends to investigate the way perceived ostracism leads to mental exhaustion and whether or not doomscrolling and digital detox impacts this association. In this study, the effects of perceived ostracism on mental fatigue with an emphasis on the mediating effect of doomscrolling and the moderating effect of digital detox among young adults are examined. A quantitative design was utilized that involved using validated and reliable scales. Data were gathered from young adults and statistical tests, such as mediation and moderation models, were conducted. The results reveal a large-scale positive correlation between perceived ostracism and mental exhaustion. Doomscrolling acts as a mediator that increases exhaustion, whereas digital detox acts as a buffer that decreases ostracism's impact. The research emphasizes the need for organized digital detox programs to counteract stress. Longitudinal research approaches and intervention methods for improving digital well-being should be examined in future studies.
... Our study also strengthened and refined existent theory, especially the stressordetachment model (Sonnentag & Fritz, 2015). Well-being is a core construct of the stressor-detachment model. ...
Psychological detachment from work implies mentally disconnecting from work during off-job time. Using representative longitudinal data from the German Socio-Economic Panel, we identify psychological detachment from work as a key driver of employee well-being. This finding holds for a broad set of well-being indicators, including emotional responses, job satisfaction, life domain satisfactions, and global life satisfaction. Importantly, heterogeneity analyses reveal that detachment affects different subgroups of employees to a similar extent, indicating that the impact of detachment on employee well-being is universal. We further find that detachment mattered for employee well-being before as well as during the Covid-19 pandemic. Overall, organizations and policy makers could foster psychological detachment to increase employee well-being. Given that employees nowadays search for happiness at work, ensuring psychological detachment becomes also relevant in the war for talent.
... It has been proven that short breaks during working hours helps in recovery for short period of time (Meijman & Mulder, 1998). However, breaks are also of different types, for example, it can be 30 minutes or an hour; it can be a whole day during a week; one interesting argument is surprise vacation which has been tried by many organizations and provided relatively good results upon resumption to work (Sonnentag & Fritz, 2015 ...
Burnout is key concern for researchers in the current organizational setup. The impacts of burnout are clearly visible in the performance and productivity of employees. Keeping it in view this article is framed under systematic review design aiming to citing studies to explaining relationship burnout, stress, health and performance and productivity. In addition, vacations have been studied to have certain effects decreasing burnout and improving performance and productivity. For this purpose, a total of 38 studies and reports are sampled from different databases. It is evident that burnout affects mental and physical health and social life leading to decline performance and decreased productivity. Different coping strategies have been proven effective whereby vacations are one of them. The most important finding is types, nature and activities in the vacations which makes the vacations more effective to reduce burnout, improve performance and productivity.
... This tendency is exacerbated by an inability to detach from work during offhours, which prolongs exposure to stressors and prevents recovery. Sonnentag and Fritz (2015) demonstrate that individuals who cannot mentally disconnect from their professional responsibilities are more likely to experience chronic stress and emotional exhaustion. Emotional exhaustion, a hallmark of burnout, manifests as persistent fatigue and depleted energy levels, impairing an individual's ability to meet job demands effectively (Maslach et al., 2001;Bakker et al., 2014). ...
Burnout poses a critical challenge in cybersecurity, affecting both individual well-being and organizational effectiveness. Despite its importance, limited scholarly research exists on preventive strategies specific to cybersecurity, hindering the development of evidence-based approaches. Current literature predominantly examines the causes, constructs, and theoretical models of burnout in cybersecurity, with insufficient focus on preventing this occupation phenomenon. This study addresses this gap by synthesizing existing research to propose strategic initiatives to combat burnout among cybersecurity professionals. Key prevention strategies include dynamic prioritization frameworks, flexible work policies, role-specific interventions to balance workloads and alleviate stress, personalized recognition programs, resilience-oriented onboarding, and enhanced engagement and psychological readiness. Other vital initiatives include supportive workplace cultures, inclusive environments, leadership development, and access to mental health resources, which are critical for mitigating emotional exhaustion and depersonalization. This research highlights initiatives, emphasizing the urgent need for further research to fill the gap in burnout prevention strategies for cybersecurity. By adopting a multifaceted approach, organizations can foster resilience, enhance employee well-being, and strengthen their capacity to address complex challenges to develop mitigative strategies to prevent burnout in cybersecurity.
... It has been proven that short breaks during working hours helps in recovery for short period of time (Meijman & Mulder, 1998). However, breaks are also of different types, for example, it can be 30 minutes or an hour; it can be a whole day during a week; one interesting argument is surprise vacation which has been tried by many organizations and provided relatively good results upon resumption to work (Sonnentag & Fritz, 2015 ...
Burnout is key concern for researchers in the current organizational setup. The impacts of burnout are clearly visible in the performance and productivity of employees. Keeping it in view this article is framed under systematic review design aiming to citing studies to explaining relationship burnout, stress, health and performance and productivity. In addition, vacations have been studied to have certain effects decreasing burnout and improving performance and productivity. For this purpose, a total of 38 studies and reports are sampled from different databases. It is evident that burnout affects mental and physical health and social life leading to decline performance and decreased productivity. Different coping strategies have been proven effective whereby vacations are one of them. The most important finding is types, nature and activities in the vacations which makes the vacations more effective to reduce burnout, improve performance and productivity.
... The argument for causation is strengthened by this longitudinal design, which implies that high satisfaction comes before and may even be the cause of greater motivation. In their investigation, Sonnentag and Fritz (2015) used a longitudinal methodology, monitoring two sizable employee samples over a number of years. The results showed that early job attributes satisfaction (autonomy, diversity, etc.) predicted higher levels of job involvement for work in the future. ...
Job Involvement is the level at which a worker psychologically identifies with his job, and this often is reflected in his or her total self-image. Different occupational variables including job satisfaction have been to explain job involvement in the past studies, but not in the context of non-commissioned officers in the Nigerian Army. This study was therefore built on this gap in knowledge. Data was gathered through cross-sectional survey design, employing 408 non-commissioned officers (NCOs) (288 males, 120 females) from the Nigerian Army school, Ojo Cantonment using purposive sampling technique. The study revealed no significant influence of job satisfaction on job involvement (β = .082; t= 1.649; P>.05), nor a significant difference in job involvement between officers with low and high job satisfaction (t= -1.032, df (406), P>.05). The study further revealed that job involvement is significantly influenced by marital status, with single/divorced officers exhibiting higher job involvement than single and married officers. These results contradict previous studies. Some of the reasons used in explaining this is the differential contextual ambience of the NCOs’ work, which expect that armed forces members fulfil their roles based on strict military discipline. The study recommends future research to explore organizational and individual factors to better understand the relationship between job satisfaction and job involvement.
... Therefore, types of job demand, work passion, or reflection about work experiences after getting off work can be explored as potential underlying processes linking empowering leadership to employee sleep outcomes. Furthermore, on the positive side, future research is recommended to examine the role of psychological detachment that could help facilitate recovery processes such as sleep, thereby decreasing the negative spillover from work to the non-work domain on the basis of a stressor-detachment model (Sonnentag & Fritz, 2015). ...
Insecure jobs can be stressful, resulting in poor employee health, and employees’ perceptions of insecurity can be influenced by the way their leader treats them. Considerable research has assessed negative leadership styles as predictors of adverse employee outcomes. We instead focus on positive leadership styles to help provide a more complete view of the effect of job insecurity for employees. Specifically, we examine (1) empowering leadership and subordinates’ psychological resources as antecedents of job insecurity, and (2) subordinates’ sleep quality as a consequence of job insecurity. Four-waves of data with one-month intervals were collected from full-time employees in South Korea (n = 399) and the U.S. (n = 359). Structural equation modeling and comparison with alternative models assessed the mediating effects. Empowering leadership predicted subordinates feeling less insecure about their jobs via psychological capital, which in turn, predicted subordinates’ sleep problems. Overall, results showed the importance of resources (from empowering leadership and psychological capital) for employees’ sleep quality.
... This suggests that the mechanisms linking psychological detachment to children's behavioral outcomes may operate independently of nurturing attitudes. Previous studies have suggested that psychological detachment, as a cognitive and emotional disengagement process, may influence parenting indirectly through its impact on parental mental health or stress regulation [44]. This distinction emphasizes the need for future research to examine alternative pathways, such as parental self-regulation or emotional stability, that may mediate the effects of psychological detachment on child development. ...
Background
Parents can experience much stress from parenting, work, and household responsibilities. Parents’ stress recovery experiences, or their lack thereof, can affect parenting practices and influence children’s behavioral problems, which may thereby lead to difficulties for children later in life. Therefore, the relationships among these three factors deserve consideration. This study tested a model of the mediating role of parenting practices in the relationship between parents’ stress recovery experiences and children’s behavioral problems.
Methods
Parents (N = 1,112) of 14-year-old children in the third year of junior high school in Japan completed a questionnaire, yielding 583 valid responses. To accurately determine the relationship among parents’ stress recovery experiences, parenting practices, and children’s behavioral problems, parents of children diagnosed with developmental disabilities and parents who did not respond to the required items in the questionnaire were excluded from the analysis. As a result, 536 of the 583 (89.0%) parents met the inclusion criteria. We conducted a path analysis, following the hypothesis that parents’ stress recovery experiences, via their parenting practices, are associated with children’s behavioral problems.
Results
The path analysis results indicated that parents’ stress recovery experiences of relaxation and mastery were positively associated with positive nurturing attitudes, whereas mastery and control were negatively associated with negative nurturing attitudes. Furthermore, positive nurturing attitudes were negatively associated with externalizing and internalizing problem behaviors, whereas negative nurturing attitudes were positively associated with externalizing and internalizing problem behaviors. In other words, the hypothesis that parents’ stress recovery experiences of relaxation, mastery, and control reduce children’s behavioral problems via promoting nurturing parental attitudes was supported.
Conclusions
The results indicate that the higher the level of parents’ stress recovery experiences, the lower the level of reported children’s behavioral problems. Parents’ stress recovery experiences correlated with parenting practices, which partially mediated the relationship of the parents’ stress recovery with children’s behavioral problems. The suggestion is that increasing parents’ stress recovery experiences, improving parenting practices and related behaviors, and strengthening the parent–child relationship are important measures that can be mutually beneficial for parents, children, and the overall family relationship.
... Employees who perceive after-hours work connectivity as something they can manage on their terms feel empowered rather than burdened. This empowerment lowers stress levels, as employees can determine when and how to engage with work tasks outside of standard hours (Sonnentag & Fritz, 2015). ...
This study aims to explore how employees perceive technology and how these perceptions influence their job engagement, burnout, and attitudes toward work connectivity after hours, resulting in changes in their turnover intentions. The
study hypothesized that employees perceiving technology as a demand (e.g., requiring constant attention) would experience higher burnout, turnover intentions, and negative attitudes toward after-hours connectivity. Conversely, those perceiving technology as a resource (e.g., enabling flexibility) were expected to exhibit higher job engagement, positive attitudes toward after-hours connectivity, and lower burnout and turnover intentions.
Drawing on the Job Demands-Resources theory, the research surveyed 250 government employees in Azerbaijan. Participants’ perceptions of technology as demand and resource, job engagement, burnout, turnover intentions, and work connectivity after-hours attitude were assessed. Partial Least Squares Structural Equation Modeling analysis was used to test the research model. The results supported the hypotheses. Employees who perceived technology as a demand reported higher burnout, turnover intentions, and negative attitudes toward after-hours
connectivity. In contrast, those who perceived technology as a resource exhibited higher job engagement, positive attitudes toward after-hours connectivity, and lower burnout and turnover intentions. These findings highlight the importance of considering technology’s dual nature as both a demand and a resource in workplace design and management.
... Such a decision is a trade-off between focusing on measures that are well-established and easily accessible, and a thorough examination of variables that requires more resources. To examine effects on recovery, we focused on self-reports of psychological detachment as a prototypical recovery experience that has been shown to be relevant to a range of employee outcomes (Sonnentag & Fritz, 2015;Wendsche & Lohmann-Haislah, 2017). Future research could extend this focus on recovery experiences to selfreported recovery states (e.g., fatigue) and physiological indices of recovery such as blood pressure, heart rate, or hormone secretions (Rook & Zijlstra 2006). ...
Self-regulation is important for coping with demands of flexible work designs (FWD) such as telework, remote work, or flextime. This article evaluates a web-based intervention based on self-regulation models to enable workers meet challenges of FWD and thus improve recovery, work-life balance, and well-being. Over six weeks, participants learnt self-regulation strategies to detach from work, segment work and private life, and organize their workday. In a randomized controlled trial, participants were assigned to an intervention group or a waitlist control group. Study participants rated their levels of self-regulation, psychological detachment, strain-based work–family conflict (WFC), and affective, cognitive and work-related well-being (indicated by positive affect, stress, and work engagement) before and after the intervention, and at a four-week and six-month follow-up. The final sample after the training included 358 participants (intervention group: n = 147; control group: n = 211). As expected, covariance analyses revealed that the intervention improved positive affect and work engagement, and that it reduced stress and strain-based WFC. Moreover, we found positive effects on psychological detachment for participants with low baseline levels of psychological detachment. Self-regulation mediated intervention effects on positive affect and work engagement. Effects hold at four-week and six-month follow-ups, except for work engagement. Overall, findings indicate that the intervention is an effective tool for promoting self-regulation and enabling workers to achieve their goals regarding recovery, work-life balance, and well-being.
... Employees who mentally detach from work after facing high demands are likely to experience reduced emotional exhaustion (Sonnentag et al., 2010). Moreover, occupational self-efficacy, in line with the stressor-detachment model (Sonnentag & Fritz, 2015), could be advantageous for the adaptation process over time. Individuals with high self-efficacy are more likely to report elevated levels of detachment from work (Clauss et al., 2021), supporting a return to baseline levels of emotional exhaustion. ...
This study extends previous research on temporal dynamics and change processes of strain and work-related stressors by examining adaptive change in both emotional exhaustion and time pressure. Drawing on adaptation and the conservation of resource theories, we used latent growth and change score modeling to explore (a) whether employees adapt to emotional exhaustion over time and (b) how changes in the levels of emotional exhaustion and time pressure are related over time, considering their reciprocal relationship. Using data collected from 252 employees in a weekly diary study spanning 8 consecutive work weeks, our findings revealed that employees adapted to emotional exhaustion, as indicated by a negative relationship between previous levels of the construct with its change from 1 week to the next. This change was affected by the level of time pressure in the previous week, resulting in lower adaptive change in emotional exhaustion when time pressure was high, and vice versa. Specifically, time pressure had a positive effect on the change in emotional exhaustion, and emotional exhaustion had a positive effect on the change in time pressure, while the overall adaptive change process prevailed. This study contributes valuable insights into the temporal process of how time pressure relates to emotional exhaustion in a health-impairing manner (e.g., via reduced adaptation). The implications of our findings are discussed from the theoretical perspective of adaptation and resource loss, and potential directions for future research are proposed.
... In addition, high job complexity is often associated with greater levels of uncertainty and ambiguity, which can increase stress and, ultimately, fatigue. Research conducted by Sonnentag & Fritz (2015) found that uncertainty in work roles leads to an increase in stress hormones such as cortisol, which contributes to the sensation of chronic fatigue. This uncertainty forces workers to be constantly alert and ready for change, which strains their adaptive capacity and leads to a decline in mental health. ...
Occupational fatigue is a common issue in various industries, particularly in the construction sector, which is characterized by high occupational risks. This study aims to identify the risk factors contributing to occupational fatigue among construction workers and propose strategies to mitigate these risks. The research employs a systematic literature review method following PRISMA guidelines. The literature search was conducted using Google Scholar, PubMed, and ScienceDirect with keywords such as “Occupational Fatigue,” “Work Fatigue,” “Construction Worker,” “Risk Factor,” and “Construction,” covering publications from 2014 to 2024. Articles were selected based on inclusion and exclusion criteria to ensure relevance. The review of 12 selected articles identified several key risk factors associated with occupational fatigue, including job complexity, work stress, psychological health conditions, age, tenure, work climate, workload, and unsafe working conditions. Additionally, a negative work climate, excessive workload, and hazardous work environments were found to be major contributors to workplace fatigue. The findings indicate that addressing these risk factors is essential for improving worker safety and well-being. Implementing targeted interventions, such as workload management, stress reduction programs, and improvements in occupational health and safety standards, can significantly reduce fatigue levels among construction workers. These measures can also enhance productivity and overall job satisfaction in the construction industry.
... The observed negative impact of workload on employees' well-being is consistent with the existing literature on occupational stress (Bakker et al., 2023;Lepine et al., 2005). The significant negative relationship between workload and vigor, coupled with the positive relationship between workload and fatigue, underscores the importance of addressing excessive work demands to prevent employee fatigue (Sonnentag & Fritz, 2015). Organizations should recognize the detrimental effects of high workloads and implement strategies that promote workload management and allocation. ...
In contemporary, high-speed work settings, ensuring the well-being of employees is of paramount importance. The current study builds on this concern about employee well-being and aims to explore the complex connection between workload (as a job demand), micro-breaks (as behavioral resources), and psychological capital (PsyCap; as a personal resource) to understand their impact on end-of-day well-being. A daily diary approach was employed, where employees provided data from Monday to Friday throughout a workweek. Micro-breaks exhibit significant negative associations with fatigue and positive associations with vigor, suggesting that employees experience reduced fatigue and heightened vigor when engaging in short respites. However, the type of micro-break activities (work-related or non-work-related) yields distinct effects on well-being. Contrary to our expectations, the data did not support the assumption that PsyCap moderates the relationship between workload and well-being. The findings underscore the importance of recognizing the value of micro-breaks in the contemporary work landscape. Employers and organizations can foster more supportive work environments by encouraging the adoption of micro-breaks as a strategy for improving employee well-being.
... Recovery can be considered as a process, where the individual restores physical, cognitive, emotional, sensory, and social resources that have been spent when they have been exposed to demands, strains, or other challenges in the workplace. In addition, recovery can occur at work as well as outside of work (Zijlstra and Sonnentag, 2006;Sonnentag and Fritz, 2015). There are basically two types: on the one hand different breaks, rest, and sleep etc., and on the other activities, for example, physical exercise, culture, and social togetherness (eg. ...
Aim
The aim of this study was to explore the role of managers and employees with an assigned responsibility (i.e. inspirers) when integrating recovery-enhancing activities into everyday work in a primary health care setting.
Background
The possibility of recovery during the workday is essential for employee wellbeing. However, the literature on workplace interventions focusing on recovery is scarce. Especially with regard to the importance of local driving forces, like managers and inspirers.
Methods
Two focus groups and two individual interviews were conducted in this qualitative interview study. In total, ten managers and inspirers from different primary health care centres were interviewed about their experiences of brief recovery interventions at their workplaces. A semi-structured interview guide was used, and the qualitative analysis was conducted by using systematic text condensation.
Findings
From a leadership perspective, two themes with promoting factors for recovery interventions were identified. These were structural promoting factors (including authorisation, communication, and integration) and cultural promoting factors (including attitude, support, and open-mindedness). This knowledge can contribute to future workplace environment development with the focus on recovery during the workday. The results also showed several positive effects of integrated recovery, both on an individual and group level. Hence, this study is a valuable addition to the work recovery research, in terms of understanding the importance of investing in recovery at work.
... This finding suggests that extended mental disconnection from work during vacation may be the key recovery experience for improving well-being. This result aligns with the stressor-detachment model (Sonnentag & Fritz, 2015), which suggests that longer psychological detachment leads to greater recovery and well-being. While shorter breaks like a weekday evening may not fully prevent work thoughts from resurfacing, longer vacations allow for deeper, sustained detachment, leading to better recovery. ...
Previous meta-analytic research concluded that the well-being benefits of vacation are small and fade away quickly, suggesting that vacation may not be that effective of a recovery opportunity for improving employee well-being. Since the time of this initial meta-analysis, however, the number of vacation studies has increased, providing an opportunity to estimate more precise meta-analytic estimates and increase our understanding of the different factors that play a role in this vacation–well-being relationship. As such, we conduct a meta-analysis using 32 studies that include 256 effect sizes to examine how employee well-being levels change due to vacation. Our results reveal that vacation has a large effect on well-being that does not fade out as quickly as previously thought. In terms of moderators, our results suggest that vacation length, national culture, and number of nationally mandated vacation days moderate this relationship, but the role of vacation location (i.e., away from home, at home, or a mix of both) remains unclear. Finally, we examine how types of activities and specific recovery experiences during vacation correlate with well-being during and after vacation using a meta-analysis of eight studies that include 69 effect sizes. Our findings suggest that psychological detachment and physical activities during vacation may be the most beneficial for improving employee well-being. Overall, this meta-analysis provides evidence that vacation is a more effective recovery opportunity for improving employee well-being than previous work suggests.
People are increasingly spending time on digital devices, but contradictory evidence exists regarding the effect of screen time on well‐being. Instead of focusing on the focal effect of screen time, we propose that time spent on digital devices may interact with other factors in predicting resource recovery outcomes—the time on digital devices itself could be a distraction that separates people from their family and household roles and obligations and thus may attenuate or amplify the negative relationship between hostile household ecology and resource recovery. In one archival study based on the American Time Use Survey (ATUS) and two daily diary studies of young adults, we found a consistent pattern that the effect of hostile household ecology (e.g., large family size and high levels of home chaos) on recovery‐related outcomes was smaller when screen time was higher, depending on the digital device involved. This finding points to a new perspective on screen time for recovering from household demands and can shed light on the way people cope with a variety of stressors and working from home. Please refer to the Supporting Information section to find this article's .
Background: Nurses constitute the largest proportion of healthcare human resources globally, accounting for 59% of all healthcare professionals worldwide. Poor sleep quality among nurses can lead to decreased performance, lack of concentration, physical and mental health issues, and a reduced quality of life. Purpose: To determine the impact of occupational health (job dissatisfaction and work-life balance) on poor sleep quality in nurses. Method: This study employed a quantitative cross-sectional design with purposive sampling. A total of 38 respondents participated in the study. The research instruments included Microsoft Forms, utilizing the Work-Life Balance (WLB) questionnaire and the Pittsburgh Sleep Quality Index (PSQI) to assess sleep quality. Results: A total of 92.1% of nurses experienced poor sleep quality, 57.9% WLB was unbalanced, and 76.3% were dissatisfied with their jobs. The results of the bivariate analysis using the chi-square test showed that the p value of WLB was 0.651 and job satisfaction was 0.015*. This indicates that WLB is not related to sleep quality in nurses, while job satisfaction is related to sleep quality in nurses. Conclusion: There is a significant relationship between nurses' sleep quality and job satisfaction, but no association with WLB. Suggestion: Strengthening job satisfaction among nurses should be carried out extensively through strategies such as mindfulness-based stress reduction interventions. These efforts aim to enhance job satisfaction and workplace resilience, enabling nurses to provide optimal patient care in healthcare settings. Keywords: Job Satisfaction; Nurses; Occupational Health; Sleep Quality; Work-Life Balance. Pendahuluan: Perawat merupakan sumber daya manusia (SDM) tenaga kesehatan yang paling banyak secara global sebesar 59% dari seluruh profesi kesehatan di dunia. Kualitas tidur yang buruk pada perawat dapat menyebabkan kinerja berkurang, tidak konsentrasi, gangguan kesehatan baik fisik, dan mental serta menurunkan kualitas hidup. Tujuan: Untuk mengetahui dampak kesehatan kerja (ketidakpuasan kerja dan keseimbangan kehidupan kerja) terhadap kualitas tidur yang buruk pada perawat. Metode: Penelitian kuantitatif desain cross-sectional dengan teknik purposive sampling. Sampel pada penelitian sebanyak 38 responden. Instrumen penelitian menggunakan Microsoft form dengan kuesioner Work-Life Balance (WLB) dan Pittsburgh Sleep Quality Index (PSQI) untuk mengukur kualitas tidur. Hasil: Sebanyak 92.1% perawat mengalami kualitas tidur yang buruk, WLB tidak seimbang 57.9%, dan tidak puas terhadap pekerjaannya sebanyak 76.3%. Hasil analisis bivariat menggunakan uji chi-square, menunjukkan bahwa p-value WLB sebesar 0.651 dan kepuasan kerja 0.015*. Hal ini menunjukkan bahwa WLB tidak berhubungan dengan kualitas tidur pada perawat, sedangkan kepuasan kerja berhubungan dengan kualitas tidur pada perawat. Simpulan: Terdapat hubungan yang signifikan antara kualitas tidur perawat dengan kepuasan kerja, tetapi tidak ada hubungan dengan WLB. Saran: Penguatan kepuasan kerja yang diberikan kepada perawat perlu dilakukan secara massif melalui strategi, seperti intervensi mindfulness-based stress reduction program. Hal ini sebagai upaya meningkatkan kepuasan kerja pada perawat dan penguatan resiliensi di tempat kerja agar dapat memberikan asuhan keperawatan yang maksimal pasien di pelayanan kesehatan. Kata Kunci: Kepuasan Kerja; Kesehatan Kerja; Kualitas Tidur; Perawat; Work-Life Balance.
Few studies have examined the spillover effects of workload on off-work rumination and psychological detachment, and more precisely the mechanisms leading to it. Drawing on Self-Determination Theory, we proposed that psychological need frustration explains how workload leads to work-related rumination (affective rumination and problem-solving pondering) and difficulties in psychologically detaching from work over time. More specifically, using a two-wave panel design and a cross-lagged statistical approach, this study investigated the temporal relationships among these variables and the mediating role of need frustration (autonomy, competence, and relatedness). This study was conducted among a sample of 282 nurses who completed an online questionnaire at two time points over a 12-month period. Cross-lagged analyses revealed that, controlling for baseline effects, T1 workload positively predicted T2 need frustration (both autonomy and competence), T2 affective rumination, T2 problem-solving pondering, and negatively predicted T2 psychological detachment. Furthermore, the relationship between T1 workload and T2 affective rumination was mediated by T1 competence need frustration. In sum, these results highlight that, over time, workload undermines employees’ competence needs, which fosters recurrent negative thoughts and feelings about work (i.e., affective rumination). Therefore, organisational efforts to reduce employees’ workload and support their psychological needs are advised to decrease off-work work-related rumination and promote psychological detachment.
У статті розглядаються психологічні чинники професійного вигорання IT-фахівців під час воєнних конфліктів. Ключовим чинником розвитку професійного вигорання є стрес, який виснажує фізичні та емоційні ресурси людини. Це спричиняє когнітивні порушення, емоційне виснаження та депресію. Метою дослідження є оцінка впливу психологічних чинників, таких як тривога, стрес та депресивні прояви, що виникають під час воєнних конфліктів, на рівень професійного вигорання IT-фахівців у різних регіонах України. Для вирішення поставлених завдань використовувались наступні методи дослідження: теоретичні методи – аналіз, систематизація теоретичних підходів та узагальнення результатів досліджень; емпіричні методи – Госпітальна шкала тривоги і депресії (HADS); Шкала сприйнятого стресу (PSS); Діагностика професійного вигорання (Маслач, Джексон в адаптації Водопʼянової) методи математичної статистики: кореляція Спірмена. Результати. Завдяки теоретичному аналізу було досліджено основні концепції та підходи до розуміння професійного вигорання, що дозволило виявити ключові психологічні чинники, такі як тривога, стрес і депресивні прояви. Кореляційний аналіз виявив істотні зв’язки між рівнем тривоги та емоційним виснаженням, а також між депресивними проявами та деперсоналізацією. Такі результати свідчать про тісний взаємозвʼязок між психічним станом IT-фахівців та їхньою ефективністю. Висновки. Спираючись на отримані дані статистичного аналізу, було виявлено взаємозв’язки між психологічними чинниками та інтенсивністю проявів професійного вигорання. Особливо цінним виявилося порівняння отриманих даних між різними регіонами України. Зокрема, було емпірично підтверджено, що IT-фахівці у Дніпрі демонструють вищі показники тривожності, стресу та вигорання порівняно з фахівцями з Києва. Результат підтверджує, що наближеність до зон активних воєнних дій має значний вплив на психологічний стан фахівців.
Retirement has been associated with declines in memory beyond typical age-related memory decline. This may impact the ability to remember distinct events, as older adults (OA) are susceptible to interference in memory across experiences with overlapping features. Impaired hippocampal pattern separation, a computation that allows for the disambiguation of similar experiences as unique events, is thought to underlie age-related impairment in memory. Furthermore, positive experiences tend to be better remembered than neutral or negative experiences in aging. Socioemotional selectivity theory suggests that awareness of a limited remaining lifespan leads OA to prioritize emotionally fulfilling experiences, often leading to a bias towards positive information compared to negative or neutral information. However, the potential role of retirement in contributing to these age-related changes in memory has yet to be examined. Memory measures that tax hippocampal pattern separation may be more sensitive to memory impairment in retirement compared to standard memory measures. Retirement may exacerbate awareness of reduced remaining time, such that retired OA may experience a greater positivity bias in memory than their working peers. Here, we utilized an emotional memory task that taxes hippocampal pattern separation to examine memory in age-matched retired and working OA. We found that retired OA show selective impairments for memories with high interference and a greater positivity bias in memory compared to their working peers. These findings suggest that retirement may accelerate age-related memory changes, including greater susceptibility to interference as well as a bias toward remembering positive relative to neutral information.
Bilgi ve iletişim teknolojilerinde yaşanan gelişmeler, çalışanların zaman ve mekândan bağımsız bir şekilde yöneticiler ve iş arkadaşlarıyla işle ilgili iletişime geçebilmesini sağlamıştır. Ancak bu iletişim süreçlerinin rutin mesai saatleri dışında gerçekleşmesi, çeşitli iş taleplerinin bireysel özel alana taşmasına yol açarak çalışanlarda zihinsel olarak sürekli işe bağlı kalmaya, iş sonrası yenilenmeyi engelleyerek stres ve yorgunluk gibi olumsuz sonuçlara yol açabilmektedir. Diğer yandan mesai saatleri dışında telekomünikasyon araçlarıyla işle ilgili iletişim olanaklarının bulunmasının sağladığı mekânsal özgürlüğün, özel yaşam taleplerini daha iyi yönetmeyi sağladığına yönelik görüşler de bulunmaktadır. Bu bağlamda hangi durumlarda mesai dışı işle ilgili iletişimin olumlu veya olumsuz çalışan çıktılarına yol açtığını anlayabilmek ve bu konudaki araştırmaların mevcut durumunu belirleyebilmek amacıyla bir sistematik derleme yapılmıştır. PRISMA protokolü çerçevesinde çalışmaya dahil edilen 31 görgül makalenin incelenmesi sonucunda mesai saatleri dışında işle ilgili iletişimin stres, kaygı, yorgunluk, düşük iş tatmini, iş ve aile çatışması gibi olumsuzluklara yol açabildiği belirlenmiştir. Ayrıca mesai saatleri dışı işle ilgili iletişimin çalışan yenilikçiliğini arttırabileceği ve iş-özel yaşam esnekliği sağlayabileceğine yönelik bulgular da mevcuttur. Bu derleme, yöneticiler, çalışanlar, insan kaynakları uzmanları ve araştırmacılar için mesai saatleri dışında işle ilgili iletişimi etkili bir şekilde yönetmeye ve bu iletişim türünün olumsuz etkilerini azaltmaya yönelik önemli bilgiler sunmaktadır.
The rise of digital labour platforms has made side‐hustles a defining feature of modern work. The debate over whether side‐hustles benefit or burden full‐time work remains unresolved. We propose side‐hustle thriving as a key factor. Drawing on the conservation of resources theory, we theorize dual pathways: Side‐hustle thriving enhances full‐time work performance through psychological detachment from and affective well‐being within employees' full‐time roles (resource gain), yet simultaneously impairs it via side‐hustle attention residue and full‐time work resource depletion (resource depletion). Two studies, one with 10‐day experience sampling (N = 97, 644 observations) and another with a multisource, multiwave design (N = 247), support this framework. Crucially, we identify boundary segmentation preference between side‐hustles and full‐time work as a key moderator: Employees who strongly separate work domains amplify the resource gain pathway while mitigating resource depletion. This research offers a nuanced framework for managing multiple jobholding in the gig economy era.
Menopause and andropause are significant biological transitions that individuals experience, yet they are often surrounded by misunderstanding and stigma. For women, menopause signifies the end of reproductive capability, while men typically undergo a gradual decline in reproductive function. This study sought to explore the experiences of individuals undergoing menopause and andropause, focusing on their biological, cognitive, psychological, and social experiences. The researchers employed a qualitative phenomenological research design, conducting face-to-face semi-structured interviews with twelve (12) participants: six (6) women experiencing menopause and six (6) men experiencing andropause, selected through purposive sampling. The collected data were analyzed using Braun and Clarke’s (2006) thematic analysis. The results indicated that individuals experiencing menopause and andropause encounter a range of experiences, including managing health issues, adapting to physical changes, handling personal relationships, coping with heightened emotions, and changed social dynamics. Additionally, the findings revealed the interconnectedness of biological changes, cognitive difficulties, psychological effects, and social dynamics. Recognizing these diverse experiences is essential for understanding their impact on well-being. The study's findings could serve as a foundation for developing interventions to enhance individuals' welfare and provide strategies to address these multifaceted challenges.
El síndrome de Burnout también conocido como desgaste laboral, afecta a los empleados en cualquier tipo de organización, la definición más aceptada del síndrome de burnout es la que fue realizada por Maslach y Jackson describiéndolo como «Síndrome tridimensional en el que el trabajador presenta cansancio emocional, despersonalización o tratamiento cínico y actitud negativa hacia los clientes, y una baja realización personal.El estrés laboral está afectando la salud de los empleados con consecuencias graves en la sociedad, que atañen la familia y a los círculos más cercanos, los efectos del estrés varían de acuerdo a los niveles en que se encuentran sometidos los trabajadores, o al tipo de personalidad que tengan, pues existen personas que saben controlar los excesos de sobre carga laboral y otras que son más vulnerables a la presión laboral. El síndrome del quemado, genera repercusiones personales ya sea a nivel psicológico, emocional o conductual, pudiendo provocar ausentismo laboral, disminución de la productividad. En realidad, el estrés es una respuesta fisiológica natural del ser humano, pues actúa como un mecanismo de defensa que prepara nuestro organismo para hacer frente a situaciones nuevas, que presentan un nivel de exigencia superior o que se perciben como una amenaza. El problema es causado como una respuesta natural del ser humano que se activa en exceso, se satura, provocando problemas en su salud en el mediano plazo, es por eso que se recomiendan las pausas activas en toda organización o puestos de trabajo, las cuales inciden de manera positiva en el desarrollo productivo del trabajador y de la organización.
Telework gained popularity during the COVID-19
pandemic. However, for this #exible work arrangement
to be a favourable option nowadays, speci!c
conditions may be necessary such as supervisory
support (FSSB) and boundary management strategies.
Nonetheless, telework conditions during COVID-19
may have di$ered from those after the pandemic.
Drawing on border theory and the conservation of
resources theory, FSSB is framed in this paper as an
important contextual resource for teleworkers' well-
being. Furthermore, management strategies
(i.e., boundary control and enacted work-family
segmentation) are explored as linking mechanisms
between FSSB and teleworkers' well-being. Study 1,
with a cross-sectional design, captured telework during
COVID-19, and Study 2, with a daily design, captured
telework after COVID-19 with the moderating role of
frequency of daily changes in the workplace, that is,
telework and in-house work. Consistent !ndings were
observed across both studies indicating not only the
critical role of FSSB for teleworkers' well-being (i.e.,
burnout and work engagement) but also the boundary
management strategies as mediators. Moreover, Study
2 reveals that the fewer the changes in the workplace,
the more FSSB are needed.
The recently booming gig economy, in which gig workers provide on‐demand and short‐term services to customers in exchange for monetary rewards via online gig platforms, creates opportunities for workers to receive instantaneous customer feedback, particularly negative feedback. Considering the emerging controversy concerning gig workers' well‐being, the present research strives to understand how and when negative customer feedback influences gig workers' subsequent work and well‐being outcomes. Grounded in conservation of resources (COR) theory, this research hypothesizes that negative customer feedback hinders psychological detachment, contingent on gig workers' perception of their job security and their customer feedback handling time. In turn, impaired psychological detachment is related to lower job performance and job‐related well‐being for gig workers on the following day. Findings from a study using an experience sampling method (ESM) that included 147 gig workers across five consecutive workdays (Study 1) and a recall study that included 273 gig workers (Study 2) provide general support for the hypothesized model. The theoretical and practical implications of this research are also discussed.
Employee well-being has become an important indicator in measuring a company's success in managing human resources. This study aims to analyze the role of coping strategies in mediating the effect of work stress and work environment on employees' subjective well-being. This study uses a quantitative approach. The population in this study consists of all employees of XYZ Company, totaling 50 employees. This study uses data analysis methods using SmartPLS software version 3.2.7. PLS or Partial Least Square test is a structural equation modeling (SEM) approach based on variance. The results of this study found that work stress does not affect employees' subjective well-being. Work stress does not affect coping strategies. Work environment affects employees' subjective well-being. Work environment affects coping strategies. Coping strategies have a significant effect on employees' subjective well-being. Coping strategies mediate the effect of work stress on employees' subjective well-being insignificantly. Coping strategies mediate the effect of work environment on employees' subjective well-being insignificantly. Therefore, a supportive work environment, including positive relationships with colleagues and management, has been shown to increase employees' subjective well-being. Social support and resources provided by the work environment help employees choose more adaptive coping strategies. In addition, the use of adaptive coping strategies, both problem-focused and emotion-focused, contributes positively to employees' happiness and life satisfaction.
Abstrak PT TMI adalah perusahaan penyedia layanan pelatihan profesional yang fokus pada pengembangan sumber daya manusia dan kesehatan serta keselamatan kerja (K3). Cakupan lokasi pelatihan PT TMI meliputi seluruh wilayah Indonesia, khususnya pada kota-kota besar di Indonesia. Oleh karena itu, karyawan PT TMI dituntut untuk selalu siap dengan dinamika perusahaan klien, serta memiliki semangat inovasi agar mampu memberikan pelayanan terbaik. Dalam rangka pemastian kinerja sekaligus mendukung terciptanya iklim inovasi di lingkungan PT TMI, manajemen menerapkan sebuah program baru bernama Inemuri, yang terinspirasi dari budaya Jepang. Manajemen PT TMI meyakini melalui implementasi program inemuri, stress kerja karyawan dapat terjaga, sehingga mereka lebih mampu menghasilkan kinerja terbaik. Penelitian ini bertujuan untuk mengeksplorasi peranan program Inemuri terhadap tingkat stress karyawan PT TMI melalui metode kualitatif model fenomenologi. Peneliti mencoba menggali bagaimana peranan Program Inemuri terhadap tingkat stress karyawan melalui metode wawancara terhadap 3 (tiga) orang karyawan yang masing-masing berasal dari divisi yang berbeda. Hasil penelitian menunjukkan bahwa program Inemuri memiliki peranan dalam menurunkan tingkat stres karyawan yang ditandai dengan perasaan bahagia, tubuh yang lebih “fresh”, kemampuan kognitif yang kembali fokus dan semangat bekerja pasca melakukan program Inemuri. Namun demikian, beberapa faktor penghambat masih seringkali muncul yang perlu mendapatkan perhatian dari manajemen agar implementasi program Inemuri lebih optimal, diantaranya: 1) Tidak fleksibelnya waktu impelementasi program Inemuri yang hanya terbatas saat sesi jam istirahat saja; 2) Beban kerja karyawan khususnya Divisi Sales sering kali masih tinggi saat jam istirahat, sehingga menghilangkan ‘hak’ mereka atas program inemuri, 3) Durasi pelaksanaan Program Inemuri yang terlalu singkat, 4)Dukungan atasan yang dinilai belum merata, sering kali membuat karyawan setelah program Inemuri tetap dihadapkan pada beban kerja yang tinggi, 5) Kemampuan manajemen stress karyawan yang belum mumpuni, sehingga mereka menjadi cukup mudah mengalami stress kerja, meskipun telah menjalani program Inemuri. Kata kunci: Stress Kerja, Program Inemuri, riset kualitatif.
The COVID-19 pandemic can be understood as a crisis accompanied by both primary and secondary stressors, such as threats to physiological health (primary), uncertainty (primary), and changes to work environments (secondary). In a longitudinal study during the early stages of the COVID-19 pandemic (Summer 2020 to Spring 2021), we investigated changes in subjective well-being (health, sleep, satisfaction, and cognitive and affective irritation) among a sample of 99 employees. We found that subjective well-being decreased over time: Health, sleep quality, and satisfaction decreased between Summer 2020 and Spring 2021, while affective irritation increased. Moreover, we found that the increase in affective irritation was associated with the decline in satisfaction, while increases in cognitive irritation were associated with decreases in sleep quality and satisfaction. The results highlight the unique predictive value of these distinct concepts of work-related rumination and the relevance of distinguishing between cognitive and affective irritation.
Body-Mind-Soul-Spirit Fluidity is a concept rooted in psychology and phenomenology, offering significant insights into human decision-making and well-being. Similarly, in social analysis and social sciences, frameworks such as PDCA, DMAIC, SWOT, and OODA have been established to enable structured evaluation and effective problem-solving. Furthermore, in phenomenology and social sciences, various logical systems have been developed to address specific objectives and practical applications. This paper extends these concepts using the Neutrosophic theory, revisiting their mathematical definitions and exploring their properties. The Neutrosophic Set, an extension of the Fuzzy Set, is a highly flexible framework that has been widely studied in fields such as social sciences. By incorporating Neutrosophic Sets, we aim to improve their suitability for programming and mathematical analysis, providing advanced methods to tackle complex, multi-dimensional problems. We hope that this research will inspire further studies and foster the development of practical applications across various related disciplines.
Body-Mind-Soul-Spirit Fluidity is a concept rooted in psychology and phenomenology, offering significant insights into human decision-making and well-being. Similarly, in social analysis and social sciences, frameworks such as PDCA, DMAIC, SWOT, and OODA have been established to enable structured evaluation and effective problem-solving. Furthermore, in phenomenology and social sciences, various logical systems have been developed to address specific objectives and practical applications. This paper extends these concepts using the Neutrosophic theory, revisiting their mathematical definitions and exploring their properties. The Neutrosophic Set, an extension of the Fuzzy Set, is a highly flexible framework that has been widely studied in fields such as social sciences. By incorporating Neutrosophic Sets, we aim to improve their suitability for programming and mathematical analysis, providing advanced methods to tackle complex, multi-dimensional problems. We hope that this research will inspire further studies and foster the development of practical applications across various related disciplines.
In this chapter, we argue that state and trait mindfulness and mindfulness-based practices in the workplace should enhance employee outcomes. First, we review the existing literature on mindfulness, provide a brief history and definition of the construct, and discuss its beneficial effects on physical and psychological health. Second, we delineate a model of the mental and neurobiological processes by which mindfulness and mindfulness-based practices improve self-regulation of thoughts, emotions, and behaviors, linking them to both performance and employee well-being in the workplace. We especially focus on the power of mindfulness, via improved self-regulation, to enhance social relationships in the workplace, make employees more resilient in the face of challenges, and increase task performance. Third, we outline controversies, questions, and challenges that surround the study of mindfulness, paying special attention to the implications of unresolved issues for understanding the effects of mindfulness at work. We conclude with a discussion of the implications of our propositions for organizations and employees and offer some recommendations for future research on mindfulness in the workplace.
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-NWI.
Motivation for the study: It is clear from the literature that job characteristics and W-NWI have adverse effects on employees’ health and well-being. It is therefore important to identify work characteristics and recovery strategies associated with W-NWI.
Research design, approach and method: A cross-sectional survey design was used in this study. The target population was married employees with children working at a Tertiary Education Institution (TEI) in the North West Province (N = 366).
Main findings: Work pressure and emotional demands significantly predicted all the work-nonwork role interference dimensions. A lack of autonomy predicted work-parent interference and work-religion and/or spirituality interference, whilst a lack of development possibilities predicted work-religion and/or spirituality interference. Relaxation and mastery recovery experiences significantly predicted lower work-parent interference. A lack of psychological detachment and relaxation were significantly associated with lower work- spouse interference. Relaxation and control significantly predicted lower work-domestic interference, whilst psychological detachment significantly predicted lower work-religion and/or spirituality interference.
Practical/managerial implications: The results give managers insight into the specific work characteristics and recovery experiences that play a role in W-NWI, upon which interventions can be based to address these issues.
Contribution/value-add: This study provides information on the relationship between work characteristics, recovery experiences and the effect on different types of W-NWI.
Work stressors are related to poor psychological detachment (i.e., mentally switching off) from work during nonwork time, which in turn is related to low levels of recovery and health. This article examines two general personality orientations, attachment avoidance and attachment anxiety, and one vocation-specific personality tendency, overcommitment, as buffers of the work stressors-psychological detachment relationship. Survey data were collected from a sample of Israeli employees (N = 210) and their significant others (N = 109) to avoid same-source bias of psychological detachment assessments. Analyses showed that attachment avoidance moderated the negative association between workload and psychological detachment (self-reported), but attachment anxiety did not moderate the associations of role conflict and role ambiguity with psychological detachment. Overcommitment was a full mediator between job stressors (workload and role conflict) and psychological detachment. This study demonstrates the importance of personality, especially vocational personality, in the work stressor-psychological detachment relationship.
We investigated the mediating versus moderating role of psychological detachment in the relationship between job stressors and psychological strain. Our sample consisted of 173 university students invested in challenging programs of advanced professional studies, who could find it difficult to detach from work. Hierarchical regression analyses of cross-sectional survey data affirmed the role of psychological detachment as a mediator in the relationship between job demands and perceived stress. Detachment also mediated the relationship between job demands and satisfaction with life, although the association disappeared when controlling for negative affectivity. Detachment did not mediate relationships between job demands and cognitive failures. Psychological detachment did not moderate any of the investigated relationships. The study contributes to a view of psychological detachment as less subject to individual differences than to the imposition of stressors in the given context.
Work recovery research has focused mainly on how after-work break activities help
employees replenish their resources and reduce fatigue. Given that employees spend a
considerable amount of time at work, understanding how they can replenish their
resources during the workday is critical. Drawing on ego depletion (Muraven &
Baumeister, 2000) and self-determination theory (Deci & Ryan, 1985), we employed
multi-source experience sampling methods to test the effects of a critical boundary
condition, employee lunch break autonomy, on the relation between lunch break
activities and end-of-workday fatigue. Although specific energy-relevant activities had
a main effect on end-of-workday fatigue, each of these was moderated by the degree of
autonomous choice associated with the break. Specifically, for activities that supported
the psychological needs of relatedness and competence (i.e., social and work
activities, respectively), as lunch break autonomy increased, effects switched from
increasing fatigue to reducing fatigue. To the extent that lunch break activities involved
relaxation, however, lunch break autonomy was only important when levels of
relaxation were low. We conclude that lunch break autonomy plays a complex and
pivotal role in conferring the potential energetic benefits of lunch break activities.
Contributions to theory and practice are discussed.
This is one of the first studies to empirically examine the relationship between wireless communications technology and work interference with family, and results shed light on the motivating factors that influence individuals to continuously engage with mobile technologies, sometimes to their personal detriment. We draw from Conservation of Resources (COR) theory to examine the relationship between using mobile communications technologies during non-work time (e.g., evenings, weekends, vacation) and psychological variables related to work-family conflict and well being, and whether this relationship is mediated by perceptions of job control and detachment from work. We collected data from 139 full-time working adults from a large media organization and analyzed it by conducting two multiple mediation regression models using bootstrapping procedures (Preacher & Hayes, 2008). Results revealed that higher levels of mobile technology use during evenings, weekends and vacations were directly related to higher levels of work-family conflict, operationalized as work interference with family. Technology use was also related to both resource enhancing and resource depleting variables. Specifically, technology use was positively related to job control and negatively related to detachment from work. Job control and detachment from work, in turn, were negatively related to work interference with family. Findings suggested that the mediating effect of detachment on the relationship between technology use and work interference with family was greater than the mediating effect of job control, thus providing evidence to support the COR theory principle that resource loss is more salient than resource gain.
Recently, Pfeffer (2010) called for a better understanding of the human dimension of sustainability. Responding to this call, we explore how individuals sustain an important human resource-their own energy-at work. Specifically, we focus on strategies that employees use at work to sustain their energy. Our findings show that the most commonly used strategies (e.g., switching to another task or browsing the Internet) are not associated with higher levels of human energy at work. Rather, strategies related to learning, to the meaning of one's work, and to positive workplace relationships were most strongly related to employees' energy.
In 1999, van der Doef and Maes published a systematic review focusing on the Job-Demand–Control (JDC) model (Karasek, 1979) and the Job Demand–Control (-Support) (JDCS) model (Johnson & Hall, 1988) in relation to psychological well-being. Their review covered the period from 1979 to 1997. The present paper updates and extends this review. Covering research from 83 studies published between 1998 and 2007, our review revealed three major results: First, support for additive effects of demands, control, and social support on general psychological well-being is almost always found if the sample size is sufficient. Second, although there was consistent evidence for additive effects in relation to job-related well-being in cross-sectional studies, support rates were lower in longitudinal data. Thus, reciprocal or reversed causation might account for part of the association between JDC/JDCS dimensions and job-related well-being. Finally, evidence for interactive effects as predicted by the buffer hypotheses of the JDC/JDCS model was very weak overall. However, the pattern of results indicates that this is due neither to spurious evidence for such interactions nor to small effect sizes. Instead, our results suggest that buffering effects depend on whether or not demands and control are based on qualitatively identical JDC/JDCS dimensions (matching principle).
The current study investigates workplace aggression and psychological detachment from work as possible antecedents of work-family conflict. We draw upon Conservation of Resources theory and the Effort-Recovery Model to argue that employees who fail to psychologically detach from stressful events in the workplace experience a relative lack of resources that is negatively associated with functioning in the nonwork domain. Further, we extend prior research on antecedents of work-family conflict by examining workplace aggression, a prevalent workplace stressor. Utilizing multisource data (i.e., employee, significant other, and coworker reports), our findings indicate that self-reported psychological detachment mediates the relationship between coworker-reported workplace aggression and both self- and significant other-reported work-family conflict. Findings from the current study speak to the value of combining perspectives from research on recovery from work stress and the work-family interface, and point toward implications for research and practice.
Lack of psychological detachment from work during off-job time contributes to the increase in employee exhaustion over time. This study examines the reverse causal path from exhaustion to lack of psychological detachment, suggesting that this reverse process may operate within a relatively short time frame. Specifically, we examine if exhaustion predicts a decrease in psychological detachment from work during off-job time within several weeks. We propose that time pressure at work intensifies and that pleasurable leisure experiences reduce this association between exhaustion and the decrease in psychological detachment. We tested our hypotheses in a short-term prospective study (time lag: 4 weeks) with a sample of 109 employees. Ordinary least square regression analysis indicates that exhaustion predicted a decrease in psychological detachment from work over the course of 4 weeks. This decrease was particularly strong for employees working under time pressure and for employees who did not engage in pleasurable leisure experiences. Our findings suggest that exhausted employees find detachment from work increasingly difficult and therefore might suffer from insufficient recovery-although they need it most. The situation is particularly severe when exhausted employees face high time pressure and a lack of pleasurable leisure experiences. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
Leisure is a key life domain and a core ingredient for overall well-being. Yet, within positive psychology, its definition and the psychological pathways by which it evokes happiness are elusive (Diener and Biswas-Diener 2008). In this paper, we seek to address these issues by delineating leisure and presenting a conceptual framework linking leisure to subjective well-being (SWB). Leisure is defined as a multidimensional construct, encompassing both structural and subjective aspects. Respectively, it is the amount of activity/time spent outside of obligated work time and/or perceived engagement in leisure as subjectively defined. To explain the effects of leisure on SWB, a quantitative summary of theories from
363 research articles linking leisure and SWB was conducted. Based on our findings, we propose five core psychological mechanisms that leisure potentially triggers to promote leisure SWB: detachment-recovery, autonomy, mastery, meaning, and affiliation (DRAMMA). These psychological mechanisms promote leisure SWB which leads to enhanced global SWB through a bottom-up theory of SWB. We discuss how future research can use this conceptual model for understanding the interplay between leisure and SWB.
Research examining the relationship between work stress and well-being has flourished over the past 20 years. At the same time, research on physiological stress processes has also advanced significantly. One of the major advances in this literature has been the emergence of the Allostatic Load model as a central organizing theory for understanding the physiology of stress. In this article, the Allostatic Load model is used as an organizing framework for reviewing the vast literature that has considered health outcomes that are associated with exposure to psychosocial stressors at work. This review spans multiple disciplines and includes a critical discussion of management and applied psychology research, epidemiological studies, and recent developments in biology, neuroendocrinology, and physiology that provide insight into how workplace experiences affect well-being. The authors critically review the literature within an Allostatic Load framework, with a focus on primary (e.g., stress hormones, anxiety and tension) and secondary (e.g., resting blood pressure, cholesterol, body mass index) mediators, as well as tertiary disease end points (e.g., cardiovascular disease, depression, mortality). Recommendations are provided for how future research can offer deeper insight into primary Allostatic Load processes that explain the effects of workplace experiences on mental and physical well-being.
Most vacations seem to have strong, but rather short-lived effects on health and well-being (H&W). However, the recovery-potential of relatively long vacations and the underlying processes have been disregarded. Therefore, our study focused on vacations longer than 14 days and on the psychological processes associated with such a long respite from work. In the present study, we investigated (1) how health and well-being (H&W) develop during and after a long summer vacation, (2) whether changes in H&W during and after vacation relate to vacation activities and experiences and (3) whether changes in H&W during and after vacation relate to sleep. Fifty-four employees reported their H&W before, three or four times during and five times after vacation. Vacations lasted 23 days on average. Information on vacation experiences, work-related activities and sleep was collected during vacation. Vacation activities were assessed immediately after vacation. H&W increased quickly during vacation, peaked on the eighth vacation day and had rapidly returned to baseline level within the first week of work resumption. Vacation duration and most vacation activities were only weakly associated with H&W changes during and after vacation. Engagement in passive activities, savoring, pleasure derived from activities, relaxation, control and sleep showed strong relations with improved H&W during and to a lesser degree after vacation. In conclusion, H&W improved during long summer vacations, but this positive effect was short-lived. Vacation experiences, especially pleasure, relaxation, savoring and control, seem to be especially important for the strength and persistence of vacation (after-) effects.
Past behavior guides future responses through 2 processes. Well-practiced behaviors in constant contexts recur because the processing that initiates and controls their performance becomes automatic. Frequency of past behavior then reflects habit strength and has a direct effect on future performance. Alternately, when behaviors are not well learned or when they are performed in unstable or difficult contexts, conscious decision making is likely to be necessary to initiate and carry out the behavior. Under these conditions, past behavior (along with attitudes and subjective norms) may contribute to intentions, and behavior is guided by intentions. These relations between past behavior and future behavior are substantiated in a meta-analytic synthesis of prior research on behavior prediction and in a primary research investigation.
In this diary study, we tested the recovery potential of exercise activities during leisure time and examined the psychological mechanisms underlying the relation between exercise activities and affect. We hypothesized that spending time on exercise activities after work will be related to subsequent affect in the evening, and that psychological detachment from work, sense of belonging, and physical self-perceptions explain why exercise activities are related to subsequent affect. One-hundred and twenty-six participants from diverse occupations completed a diary twice a day over five consecutive work days. Multilevel analyses showed that exercise activities after work were related to positive, but not to negative affect in the evening. As proposed, psychological detachment, sense of belonging, and physical self-perceptions mediated the relation between exercise activities after work and positive affect in the evening.
Purpose
A body of research evidence has shown that job stressors are associated with lower levels of satisfaction and psychological well‐being. It has been suggested that recovery after the work day may reduce fatigue, restore mood and improve well‐being. The purpose of this paper is to examine predictors and consequences of four recovery experiences (psychological detachment, relaxation, mastery, and control) identified by Sonnentag and Fritz, to replicate and extend their work.
Design/methodology/approach
Data were collected from 887 men and women managers and professionals working in the manufacturing sector in Turkey using anonymously completed questionnaires (a 58 percent response rate).
Findings
Respondents at higher organizational levels made more use of both mastery and control. Personality factors (need for achievement and workaholism components) were also positively correlated with use of mastery and control. Hierarchical regression analyses controlling both personal demographic and work situation characteristics showed generally positive relationships with use of recovery experiences and more favorable work and well‐being outcomes. Psychological detachment, however, was found to have negative relationships with some of these outcomes suggesting more complex relationships with use of this recovery experience.
Research limitations/implications
Questions of causality cannot be addressed since data were collected at only one point in time.
Practical implications
Individuals, through practice, and organizations, through training efforts, can encourage employees to practice recovery while off the job to improve their work satisfaction and individual well‐being.
Originality/value
The paper presents the first study of recovery experiences in Turkey.
The aim of this chapter is to provide a literature review on daily recovery during non-work time. Specifically, next to discussing theories that help us understand the process of recovery, we will clarify how recovery and its potential outcomes have been conceptualized so far. Consequently, we present empirical findings of diary studies addressing the activities that may facilitate or hinder daily recovery. We will pay special attention to potential mechanisms that may underlie the facilitating or hindering processes. Owing to the limited research on daily recovery, we will review empirical findings on predictors and outcomes of a related construct, namely need for recovery. We conclude with an overall framework from which daily recovery during non-work time can be understood. In this framework, we claim that daily recovery is an important moderator in the process through which job characteristics and their related strain may lead to unfavorable states on a daily basis.
The extent to which individuals manage multiple role domains has yet to be fully understood. We advance past research by examining the effect of interrole conflict among three very common and critically important life roles-work, family, and school-on three corresponding types of satisfaction. Further, we examine individual-based techniques that can empower people to manage multiple roles. In doing so, we integrate the disengagement strategies from the work recovery and coping literatures. These strategies focus on taking your mind off the problems at hand and include cognitive disengagement (psychological detachment, cognitive avoidance coping), as well as cognitive distortion (escape avoidance coping). We examine these strategies in a two-wave study of 178 individuals faced with the challenge of managing work, family, and school responsibilities. Findings demonstrated a joint offsetting effect of psychological detachment and cognitive avoidance coping on the relationship between work conflict and work satisfaction. Findings also indicated an exacerbating effect of escape avoidance coping on the relationship between work conflict and work satisfaction, school conflict and school satisfaction, and between family conflict and family satisfaction. Implications for theory and practice are discussed. (PsycINFO Database Record (c) 2013 APA, all rights reserved).
The aim of this study is to investigate the moderating effect of matching job resources as well as matching off-job recovery (i.e., detachment from work) on the relation between corresponding job demands and psychological outcomes. Using the Demand-Induced Strain Compensation (DISC) Model as a theoretical framework, we conducted a cross-sectional survey study with 399 employees from three Dutch organizations. Results showed that (1) cognitive demands, resources, and lack of detachment are predictors of cognitive outcomes (i.e., active learning and creativity), (2) emotional demands and lack of detachment are predictors of emotional outcomes (i.e., emotional exhaustion), and (3) physical demands, lack of detachment, and lack of resources are predictors of physical outcomes (i.e., physical health complaints). Specifically, cognitive detachment from work might have negative effects on learning and creativity, whereas emotional and physical detachment from work might have positive effects on employees' health, and even on creativity. In conclusion, in order to cope with specific job demands, employees need corresponding job resources and detachment from work to balance health and performance-related outcomes.
This study examined the role of partners and children for employees' psychological detachment from work during off-job time. Building on boundary theory, we hypothesized that not only employees' own work–home segmentation preference but also their partners' work–home segmentation preference is associated with employees' psychological detachment. In addition, partners' psychological detachment should influence employees' psychological detachment. We hypothesized that the presence of children in the household moderates partners' influence on employees' psychological detachment. Further, we expected both employees' and their partners' psychological detachment to contribute to employees' well-being. Participants were 114 dual-earner couples who responded to Web-based questionnaires. The hypotheses were tested with multilevel analyses, using the actor–partner interdependence model. Results confirmed our hypotheses. Employees' and their partners' work–home segmentation preferences were associated with employees' psychological detachment. The presence of children moderated the relation between partners' work–home segmentation preference and employees' psychological detachment. The relation was weaker when there were children in the household. Moreover, employees' and their partners' psychological detachment were positively associated. Again, the relation was weaker when there were children in the household. Finally, both employees' and their partners' psychological detachment contributed to employees' well-being.
A rigorous quasi-experiment tested the ameliorative effects of a sabbatical leave, a special case of respite from routine work. We hypothesized that (a) respite increases resource level and well-being and (b) individual differences and respite features moderate respite effects. A sample of 129 faculty members on sabbatical and 129 matched controls completed measures of resource gain, resource loss, and well-being before, during, and after the sabbatical. Among the sabbatees, resource loss declined and resource gain and well-being rose during the sabbatical. The comparison group showed no change. Moderation analysis revealed that those who reported higher respite self-efficacy and greater control, were more detached, had a more positive sabbatical experience, and spent their sabbatical outside their home country enjoyed more enhanced well-being than others. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
[the terms ruminative thoughts or rumination] refer to a class of conscious thoughts that revolve around a common instrumental theme and that recur in the absence of immediate environmental demands requiring the thoughts / propose a formal definition of rumination and a theoretical model / the model addresses [goals and other] factors that initiate and terminate rumination as well as those that influence its content / the model also outlines some of the consequences of rumination for a variety of cognitive, affective, and behavioral phenomena / believe the model not only suggests a way in which to integrate what are currently separate yet related literature on ruminative phenomena (e.g., meaning analysis, daydreaming, problem solving, reminiscence, anticipation) but also suggests directions for future research / present evidence for some of the model's assumptions and then discuss some consequences of rumination
varieties of conscious thought / the mechanisms of rumination / additional considerations [the relation between affect and rumination, individual differences, is the model falsifiable] (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Acutely stressful job events were compared to routine work and to vacation among 29 workers measured four times. Critical job events were perceived as more stressful, and aroused greater strain, than chronic stress. Vacation was perceived as less stressful than work, but strain was as high during vacation as on the job.
Occupational stress is a problem that can negatively impact individual workers and their employers. Fortunately, there are several interventions that can be used to combat employee stress. The current chapter provided a review of these interventions and it discussed how best to implement and study them. The focus was on treatments that have been shown to be the most successful in reducing harmful effects of stress at work. It should be noted that there are still major gaps in our knowledge about such treatments, but directions for further research are provided. Much of the best research specifically on interventions (as opposed to wholly nonexperimental studies) is relatively recent, which means the rate of progress in accumulating knowledge about the topic may increase. Furthermore, another positive note is that one recent study suggests that occupational stress interventions might have the potential to be more successful than results of the average study suggested. The typical evaluation study accepts volunteers or assigns organizational units to treatment, but it is probably more sensible and cost-efficient to focus the intervention on people who need it (based on some sort of diagnosis). The effectiveness of a treatment group versus a control group that both "need" the intervention is likely to be more apparent, as indicated in a recent study (Flaxman & Bond, 2010).
In this chapter, we review empirical research evidence on the relationship between stressors and catecholamines (i.e., adrenaline and noradrenaline) and cortisol. With respect to acute stressors, both laboratory and field research have shown that the exposure to stressors leads to an increase in catecholamine and cortisol levels. With respect to more chronic stressors, research evidence is less consistent. Chronic mental workload was found to be related to elevated adrenaline levels. With respect to cortisol responses the interaction between workload and other variables seems to play a role. Empirical studies suggest that chronic stressors affect the responsivity to acute stressors. Research showed that after the exposure to stressors catecholamine and cortisol recovery is delayed.
The EWCS aims to measure in a comparable perspective working conditions of workers across European countries and beyond. This allows for the analysis of relationships between different aspects of working conditions together, the identification of groups at risk and issues of concern, as well as areas of progress and the monitoring of trends over time. These analyses contribute to European policy development, in particular on issues with regard to the quality of work and employment. It does so by gathering information on “real” work experience by workers. results from the 5th edition carried out in 2010, with almost 44,000 workers interviewed in their homes in the EU27, Norway, Croatia, the former Yugoslav Republic of Macedonia, Turkey are presented.
Reports an error in "Sources of social support and burnout: A meta-analytic test of the conservation of resources model" by Jonathon R. B. Halbesleben ( Journal of Applied Psychology , 2006[Sep], Vol 91[5], 1134-1145). There were errors in transcribing the ρ values from Table 2 to the results section. In the second paragraph of page 1138, the second and third sentences should read “In the present study, work-related support was more strongly related to exhaustion (ρ = -.26) than depersonalization (ρ = -.23) and personal accomplishment (ρ = .24; F (2, 111) = 24.13, p > .01). On the other hand, non-work support was more strongly related to depersonalization (ρ = -.16) and personal accomplishment (ρ = .19) than exhaustion (ρ = -.12; F(2, 38) = 3.83, p > .05).” The values in Table 2 are correct and the substantive conclusions have not changed. (The following abstract of the original article appeared in record 2006-11397-012 .) The Conservation of Resources (COR) model of burnout (Hobfoll & Freedy, 1993) suggests that resources are differentially related to burnout dimensions. In this paper, I provide a meta-analysis of the social support and burnout literature, finding that social support, as a resource, did not yield different relationships across the 3 burnout dimensions (emotional exhaustion, depersonalization, and personal accomplishment), challenging the COR model. However, when considering the source of the social support (work vs. nonwork) as a moderator, I found that work-related sources of social support, because of their more direct relationship to work demands, were more closely associated with exhaustion than depersonalization or personal accomplishment; the opposite pattern was found with nonwork sources of support. I discuss the implications of this finding in relation to the COR model and suggest future research directions to clarify the relationship between resources and burnout dimensions.
This three-week longitudinal field study with an experimental intervention examines the association between daily events and employee stress and health, with a specific focus on positive events. Results suggest that both naturally occurring positive work events and a positive reflection intervention are associated with reduced stress and improved health, though effects vary across momentary, lagged, daily, and day-to-evening spillover analyses. Findings are consistent with theory-based predictions: positive events, negative events, and family-to-work conflict independently contribute to perceived stress, blood pressure, physical symptoms, mental health, and work detachment, suggesting that organizations should focus not only on reducing negative events, but also on increasing positive events. These findings show that a brief, end-of-workday positive reflection led to decreased stress and improved health in the evening.
Many major theories of organizational stress (OS) reflect basic principles of cybernetics, most notably the negative feedback loop. However, these principles are rarely examined in empirical OS research, which focuses predominantly on simple bivariate relationships embedded in OS theories. This problem may reflect an implicit rejection of cybernetic principles on conceptual grounds, the absence of specific propositions regarding these principles, methodological difficulties, or some combination of these factors. In any case, the result is a gap between theoretical and empirical OS research, which severely hinders the accumulation of knowledge in this area. This article is intended to narrow this gap by presenting an integrative cybernetic theory of stress, coping, and well-being in organizations, deriving propositions from this theory, and discussing methodological issues in testing this theory.
This diary study examines the impact of daily recovery experiences on daily work–home interference (WHI) and daily burnout symptoms within a group of smartphone users. A total of 69 employees using smartphones on the initiative of their employer completed a diary questionnaire on five successive workdays (N = 293 data points). We hypothesised that particularly for intensive smartphone users it would be important to engage in activities fostering psychological detachment and relaxation in order to reduce the risk of WHI. We predicted that smartphone use would be positively related to WHI. Finally, we predicted that the positive relationship between WHI and state levels of burnout would be stronger for intensive smartphone users. Overall, the results of multi-level analyses supported these hypotheses. The findings emphasise the importance of a clear organisational policy regarding smartphone use during after-work hours.
Purpose – The purpose of this study is to address the relation between task and relationship conflicts at work and employee well-being. It seeks to examine psychological detachment from work during off-job time as a moderator in the relation between conflicts and well-being. Design/methodology/approach – In a field study, 291 white-collar employees completed survey measures of task conflicts, relationship conflicts, psychological detachment from work during off-job time, and well-being. Control variables included workload and job control.
Findings – Hierarchical regression analyses indicated that employees experiencing high levels of task conflicts and high levels of relationship conflicts report poorer well-being. As predicted, psychological detachment from work mitigated the negative relation between relationship conflicts and well-being. Contrary to expectations, psychological detachment failed to moderate the relation between task conflicts and well-being.
Practical implications – The study suggests that employees should be encouraged to disengage mentally from work during leisure time.
Originality/value – This study links research on workplace conflicts with research on recovery processes. It tests the moderator effect of psychological detachment from work on the association between workplace conflicts and well-being.
DOI 10.1108/10444061311316780
This article offers a new approach to the conceptualization of the human capital resource by developing a multilevel model connecting micro, intermediate, and macro levels of scholarship. We define human capital as a unit-level resource that is created from the emergence of individuals' knowledge, skills, abilities, or other characteristics. The model provides new insights into how strategically valuable human capital resources have their origins in the psychological attributes of individuals and are transformed through unit-level processes.
This study examined the mechanism by which information and communication technology (ICT) use at home for work purposes may affect sleep. In this investigation, data from 315 employees were used to examine the indirect effect of ICT use at home on sleep outcomes through psychological detachment, and how boundary creation may moderate this effect. Results revealed the indirect effect of increased work-home boundary crossing on sleep (quantity, quality and consistency) through psychological detachment occurred only among individuals with low boundaries around ICT use and not among those with high boundaries. These results suggest that creating boundaries around work-relevant ICT use while at home is beneficial to sleep as a recovery process through being able to psychologically disengage from work. Copyright © 2013 John Wiley & Sons, Ltd.
This study examines spillover of positive and negative affect from work to home. It tests if psychological detachment from work during evening hours and sleep quality moderate this spillover effect and whether affect spillover persists until the next morning. In a daily diary study, 96 health-care workers completed surveys three times a day, over the period of one workweek. Hierarchical linear modeling showed that both positive and negative affect spilled over from work to affect at home measured at night. This spillover process was attenuated by psychological detachment from work during evening hours. Negative affect experienced at work was related to negative affect in the next morning. Psychological detachment from work during evening hours and sleep quality attenuated this relation. No spillover of positive affect until the next morning was observed. This study demonstrates that spillover of negative affect is more far-reaching than spillover of positive affect and that psychological detachment from work during evening hours neutralizes positive affect experienced at work.
This 5-day diary study among 65 Dutch employees focuses on the interplay between time on and off the job. We examined how daily off-job (work-related, physical, household) activities, in combination with the degree to which people want to engage in these activities relate to self–family facilitation (i.e., the positive influence of the fulfilment of one's own interests on one's family life). Further, we tested whether self–family facilitation relates to psychological detachment from work, recovery, and finally whether recovery relates to job performance. Multilevel analyses revealed that household activities enhance self–family facilitation only on days that people want to engage in such activities. Furthermore, spending time on household activities hinders psychological detachment on days people do not want to spend time on these activities. In addition, self–family facilitation and psychological detachment relate to better recovery the next morning. Finally, feeling recovered in the morning is beneficial for task performance during work. These findings emphasize the role of one's “wants” in the degree to which off-job activities lead to recovery. Furthermore, the results highlight the importance of keeping a good interaction between the self and the family for daily recovery and performance.
Reports an error in "Current issues relating to psychosocial job strain and cardiovascular disease research" by Töres Theorell and Robert A. Karasek (Journal of Occupational Health Psychology, 1996[Jan], Vol 1[1], 9-26). On p. 12, in the caption to Figure 2, the copyright statement is missing. The caption should have read "The environment, the worker, and illness: Dynamic associations linking environmental strain and learning to evolution of personality. From Healthy Work: Stress, Productivity, and the Reconstruction of Working Life (p. 99), by R. A. Karasek and T. Theorell, 1990, New York: Basic Books. Copyright 1990 by Basic Books. Used with permission." (The following abstract of the original article appeared in record 1996-04477-002.) Examines recent reviews of cardiovascular (CV) job strain (JS) research by P. L. Schnall and P. A. Landsbergis (1994) and T. S. Kristensen (see record 1995-39109-001), which conclude that JS as defined by the demand-control model (the combination of contributions of low job decision latitudes and high psychological job demands) is confirmed as a risk factor for CV mortality in a large majority of studies. Lack of social support at work appears to increase this risk. Several still-unresolved issues are discussed in light of recent research. Methodological issues related to the use of occupational & career aggregate estimates, use of standard scales for job analysis, and recall bias in issues of self-reporting are examined. Confounding factors and differential strengths of associations by subgroups in JS-CV disease analyses with respect to social class, gender, and working hours are addressed. A review of results of monitoring JS-blood pressure associations and associated methodological issues is provided. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The study investigated the role of recovery and detachment in the break period between two shifts for fatigue in the current shift. A time-based paper-and-pencil diary study was carried out observing sixty-four railway controllers over ten consecutive working shifts. The results demonstrated that fatigue in the current shift was not only affected by recovery and psychological detachment during break phases before a shift, but also by fatigue at shift onset and perceived workload during the shift.
When and why does the experience of helping others at work spill over into positive affect at home? This paper presents a within‐person examination of the association between perceived prosocial impact at work and positive affect at home, as well as the psychological mechanisms that mediate this relationship. Sixty‐eight firefighters and rescue workers completed electronic diaries twice a day over the course of 1 working week. Random‐coefficient modeling showed that perceived prosocial impact predicted positive affect at bedtime. This relationship was mediated by perceived competence at the end of the working day and positive work reflection during after‐work hours but not by positive affect at the end of the working day. The findings demonstrate that the experience of helping others at work has delayed emotional benefits at home that appear to be channeled through the cognitive mechanisms of perceived competence and reflection rather than through an immediate affective boost.
The aim of the present study conducted among 274 Finnish employees was to examine the relationships between job characteristics, recovery experiences and occupational well-being across 1 year. We hypothesized that these relationships would follow normal causation, that is, job characteristics at T1 predict recovery experiences (detachment, relaxation, mastery and control at off-job time) and well-being (fatigue at work and work engagement) at T2, and recovery experiences at T1 predict well-being at T2. The structural equation modelling analyses lent support to the hypothesized normal causation model compared with the reversed causation and reciprocal models. However, only the longitudinal relationships between job characteristics and recovery experiences were significant. More specifically, high job demands at T1 predicted poor detachment, relaxation and control during off-job time at T2; and high job resources at T1 predicted high mastery experiences in off-job time at T2. Thus, our study showed that job demands in particular inhibited recovery experiences in the long term, but this was not reflected in employee well-being across 1 year. Copyright © 2013 John Wiley & Sons, Ltd.
The aim of the present study was to extend the original Job Demands–Resources (JD-R) model by taking into account recovery as an important mediation mechanism between work characteristics and well-being/ill-health. Specifically, we examined whether recovery experiences—strategies promoting recovery—might have a mediating role in the JD-R model among 527 employees from a variety of different jobs. The results showed that psychological detachment fully mediated the effects of job demands on fatigue at work and mastery partially mediated the effects of job resources on work engagement. Altogether, the results suggest that recovery merits consideration as a mediating mechanism in the JD-R model.
focuses on the effects of fatigue on performance / [discusses] two important aspects: the effects on continued performance at the task itself, and longer lasting effects or after-effects that carry over to subsequent performance at the same task or at another one
fatigue as stress / sleep deprivation and continuous performance (PsycINFO Database Record (c) 2012 APA, all rights reserved)