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Recovery from job stress: The stressor-detachment model as an integrative framework

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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.

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... 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). ...
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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. ...
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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.
... In the present longitudinal study, we extend the literature on procrastination at work by exploring the triggering role of an individual vulnerability of our time: workaholism, or the uncontrollable need to work incessantly (Taris & de Jonge, 2024). By integrating theoretical tenets from the Conservation of Resources theory (COR; Hobfoll et al., 2018) with research on recovery (Effort-Recovery Model; Meijman & Mulder, 1998;Sonnentag & Fritz, 2015), we: a) explore whether workaholic tendencies may increase the likelihood of procrastinating key work activities; b) investigate whether lack of psychological detachment from work, as an indicator of resources' depletion inhibiting their restoration, may be a key mechanism through which workaholism lead to increased procrastination behaviour; c) examine the role played by employee welfare (namely, employees' perceptions of the organizations' concern for their well-being) in disrupt this process. ...
... Psychological detachment, namely the ability to mentally disconnect from work during non-working hours and refrain from thinking about work-related issues after leaving the workplace, is considered essential for recovery (Sonnentag & Bayer, 2005). While psychological detachment is not the only mechanism that supports the recovery process, this study focuses on it as it is widely regarded as the prototypical recovery experience (Sonnentag & Fritz, 2015;Wendsche & Lohmann-Haislah, 2017). Moreover, compared to other recovery facets (e.g., relaxation, mastery), psychological detachment has been shown to have stronger associations with negative indicators of well-being and performance (Bennett et al., 2017). ...
... For example, the meta-analysis conducted by Wendsche and Lohmann-Haislah (2017) showed that resources like social support and control are positively related to psychosocial detachment from work. In addition to their direct effects, resources may also buffer the negative effects of stressful characteristics on psychological detachment (Schulz et al., 2019;Sonnentag & Fritz, 2015). Resources may help attenuate the response following stress appraisal, allowing employees to interpret stressful conditions as less threatening or harmful. ...
Article
Despite being recognized as a detrimental behaviour with negative repercussions for performance and well-being, research on workplace procrastination is limited, with most studies focusing on students. Drawing on the Conservation of Resources Theory and the Effort-Recovery Model, this study expands the literature on procrastination at work by proposing workaholism as an additional triggering factor. Moreover, it investigates the processes that could drive (i.e. lack of psychological detachment) or reduce this relationship (i.e. employee welfare, namely the extent to which employees perceive their organizations as valuing and caring for them). We collected data on 795 employees by administering a survey in three waves, each separated by a one-month interval. A longitudinal moderated-mediation model analysis revealed that a) lack of psychological detachment, as an indicator of resource depletion, mediates the association between workaholism and procrastination; moreover, b) this relationship is moderated by employee welfare. Specifically, the links between workaholism and lack of psychological detachment, as well as workaholism and procrastination via lack of psychological detachment, are weaker when employee welfare is high. Organizations should adopt supportive actions to help workaholics in promoting post-work recovery and enhancing employee well-being. These actions can help prevent resource depletion, and, in turn, reduce procrastination at work.
... Recovery experiences are the mechanism to which employees replenish these depleted or depleting resource is at work [40]. The stressor-detachment model [41] identifies for key recovery activities: psychological detachment (abstaining from thinking about work during non work time); relaxation (maintaining a low activation level); mastery (embracing a positive challenge through learning something new); and control (perceptions of autonomy during non work time) [40]. There is a growing evidence base across all four recovery activities (e.g., [42]) in buffering the potential impact of excessive job stressors in relation to employee mental health (e.g., [42]). ...
... Drawing on the stressor-detachment theory [41], we theorise that detaching psychologically from work may be beneficial in buffering work-related stressors arising from the COVID-19 pandemic and reducing negative consequences for mental health in vocationally active adults. Psychological detachment from work (i.e., mental disengagement from work-related activities, thoughts, problems, and opportunities during off-hours) is known to be beneficial for wellbeing and life satisfaction [43][44][45] and is understood as an important recovery activity from work [46]. ...
... The surveys were compiled by the study team, who had expertise in organisational and health psychology. Items and measures were selected based on the literature and theory [41] and the surveys were pilot tested appropriateness of content, usability, and technical functionality. The surveys took approximately 15 minutes to complete at T1, and seven minutes at T2. ...
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Background There is an urgent need to better understand the factors that predict mental wellbeing in vocationally active adults during globally turbulent times. Aim To explore the relationship between psychological detachment from work (postulated as a key recovery activity from work) in the first national COVID-19 lockdown with health, wellbeing, and life satisfaction of working age-adults one year later, within the context of a global pandemic. Methods Wellbeing of the Workforce (WoW) was a prospective longitudinal cohort study, with two waves of data collection (Time 1, April-June 2020: T1 n = 337; Time 2, March-April 2021: T2 = 169) corresponding with the first and third national COVID-19 lockdowns in the UK. Participants were >18 years, who were employed or self-employed and working in the UK. Descriptive and parametric (t-tests and linear regression) and nonparametric (chi square tests) inferential statistics were employed. Results Risk for major depression (T1: 20.0% to T2: 29.0%, p = .002), poor general health (T1: 4.7% to T2: 0%, p = .002) and poor life satisfaction (T1: 15.4% to T2: 25.4%, p = .002) worsened over time, moderate-to-severe anxiety remained stable (T1: 26.1% to T2: 30.2%, p = .15). Low psychological detachment from work was more prevalent in the first wave (T1: 21.4% and T2: 16.0%), with a moderate improvement observed from T1 to T2 (t (129) = -7.09, p < .001). No differences were observed with work status (employed/self-employed), except for self-employed workers being more likely to report poor general health at T1 (16.1%, p = .002). Better psychological wellbeing, lower anxiety and higher life satisfaction at T2 were observed in those who reported better psychological detachment from work at T1 (β = .21, p = .01; β = -.43, p < .001; β = .32, p = .003, respectively), and in those who improved in this recovery activity from T1 to T2 (β = .36, p < .001; β = -.27, p < .001; β = .27, p = .008, respectively), controlling for age, gender and ethnicity. Conclusion The ability to psychologically detach from work during the first pandemic lockdown, and improvement in this recovery activity over time, predicted better mental wellbeing and quality of life in vocationally active adults after one year of a global crisis, irrespective of work status. Interventions to encourage workers to psychologically detach from work may help to support employee wellbeing at all times, not only in the extreme circumstances of pandemics and economic uncertainty.
... As previously said, taking a mental break and unwinding from work is crucial to preventing health problems and employee fatigue (Bakker & Demerouti, 2007). 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). 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 (Barber & Santuzzi, 2015). ...
... 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 (Fritz., 2015). Research shows that employees who feel less psychologically detached from work due to workplace telepressure are more likely to experience Increased stress levels linked with poor psychological and physical well-being (Barber & Natuzzi., 2015). ...
... According to the theory, work-related stress might spill over into personal life, resulting in adverse outcomes in both contexts (Greenhaus & Beutell, 1985). When employees cannot detach from work due to persistent telepressure mentally, they face increased stress, health problems, and burnout, which negatively affect their work-life balance (Sonnentag & Fritz, 2015;Barber & Santuzzi, 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). ...
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This study examines how workplace telepressure affects work-family conflict (WFC) among employees in the private school sector of Islamabad, with psychological detachment acting as a mediator. Data were collected through a survey of 315 employees in Islamabad and Rawalpindi 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 to reduce work-family conflict by fostering better recovery and detachment from work. Keywords: Telepressure, work-family conflict, role conflict, work-life balance, work-family spillover, conflict mediation, organizational conflict resolution, psychological detachment, recovery from work stress, work-related stress management, telecommuting stress, remote work, boundary management, family-supportive work environments, organizational support for well-being, stress recovery, psychological well-being, telework challenges, work-life integration, virtual teams, off-hours detachment, remote work stressors, employee well-being, coping mechanisms in remote work.
... Psychological Detachment (PD), or the ability to mentally disengage from work during non-working hours, is a key aspect of managing stress in digital environments (Sonnentag, 2011). PD facilitates recovery from work-related stress, restoring mental energy and supporting overall well-being (Sonnentag and Fritz, 2015). However, the increasing demands of digital work can hinder employees' ability to detach from their tasks, exacerbating stress and reducing recovery time (Hayashi, 2024). ...
... To address this gap, we used the Stressor Detachment Model (SMD) (Sonnentag and Fritz, 2015) to examine how DSE, along with the format of digital competence training (self-directed or directed), influences employees' stress management in digital work environments. We focused on three specific stressors: Work Intensification, Role Ambiguity, and Organizational Support, as these are key factors affecting worker well-being in digitalized workplaces (Borle et al., 2021;Lindmark et al., 2023;Van Slooten et al., 2024). ...
... The relationship between job stressors and employee well-being has been extensively studied, particularly through models such as the Stressor Detachment Model (SDM). This framework posits that workrelated stressors negatively impact employees' ability to mentally detach from their jobs during non-working hours, a process known as Psychological Detachment (Sonnentag and Fritz, 2015). ...
... 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. ...
Article
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
... Cognitive fatigue, a common consequence of overwork, impairs abstract thinking, which is essential for tackling complex problems and fostering creative solutions-both critical components of high-quality innovation. For instance, Sonnentag and Fritz (2015) emphasize that recovery time is vital for replenishing cognitive resources, and its absence, due to extended working hours, significantly degrades creative output. Also, Bakker and Demerouti's (2007) job demands-resources (JD-R) model illustrates how excessive job demands, such as long hours, negatively impact employee well-being and performance quality. ...
... Employee overtime often lacks voluntary approval and support from employees, making it a coercive form of slack rather than a discretionary one. Furthermore, extended working hours frequently lead to cognitive fatigue, heightened stress levels, and burnout, which collectively undermine employees' ability to engage in abstract thinking, tackle complex problems, and generate creative solutions (Sonnentag & Fritz, 2015;Sonnentag et al., 2010). ...
Article
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We examine the influence of human resource (HR) slack, specifically that accrued through employee overtime, on firm innovation in China. Leveraging textual analysis to gauge overtime levels, our findings reveal that although overtime increases innovation output, it does not enhance its quality. These results remain consistent even in firms with research and development personnel slack or those offering higher salaries. Additionally, no significant differences are observed between state-owned and non-state-owned firms in terms of overtime’s impact on innovation. Furthermore, the effect of employee overtime on innovation output is less pronounced in the manufacturing and labor-intensive industries. Our study suggests that governmental leniency towards corporate infringement of employee rights does not sufficiently boost firm competitiveness. This research contributes to the understanding of the economic implications of widespread employee overtime in emerging economies, offering valuable business ethics and policy insights for managers and regulators addressing the fundamental working hour practices.
... The ERM proposes that individuals utilize psychological resources such as energy in their work-related activities, which are essential for task completion and fostering both individual and collective performance, albeit at the cost of resource depletion. Recovery can take place once these activities cease, which may reduce stress levels (Sonnentag & Fritz, 2015), diminish emotional exhaustion (Donahue et al., 2012), and alleviate emotional rumination (Sonnentag & Bayer, 2005). Similarly, research on managers has demonstrated that recovery opportunities significantly affect well-being by mitigating work-home interference and stress, leading to better overall health outcomes (Taris et al., 2006). ...
... For example, entrepreneurs experiencing higher levels of burnout may work longer hours and consequently have less time and energy to engage in recovery activities. This is consistent with findings in employee studies, where burnout reduces the likelihood of engaging in recovery (Sonnentag & Fritz, 2015). Although we do not have longitudinal data to test these reverse relationships, evidence from related studies suggests that recovery is more likely to mitigate burnout than to be a consequence of it (Kühnel et al., 2012). ...
... However, the optimal time lag depends on the specific variable and the stability of the focal variables and relationships (Dormann & Griffin, 2015). Hence, we chose a 1-month time interval, following previous research on related constructs that used similar time frames (i.e., between 2 and 5 weeks; Sonnentag & Fritz, 2015). Data were gathered via the online panel Prolific Academic in the United Kingdom. ...
... We aimed to reduce common method bias by separating the measurement of our variables and using a time lag of 1 month between predictors, mediators, and outcome variables. Identifying the optimal lag is quite difficult, although we followed recommendations by Dormann and Griffin (2015) and adhered to previous research that used similar time frames (i.e., between 2 and 5 weeks; Sonnentag & Fritz, 2015). Nevertheless, future studies should vary the time lag using also a shorter and longer time frame in order to identify the optimal interval between measurements. ...
Article
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Employees are increasingly involved in work during their leisure time through positive and negative cognitions and emotions (e.g., think positively, feel enthusiastic, ruminate, or worry about work). The so-called positive cognitive–affective involvement may increase work-related well-being, whereas negative cognitive–affective involvement may result in impaired work-related well-being. Although there is evidence on the (work-related) consequences of positive and negative cognitive–affective involvement, the job-related (i.e., job autonomy) and person-related (i.e., cognitive flexibility) antecedents of cognitive–affective involvement are less understood. Therefore, the aim of this study was to investigate the interactive effects of job autonomy as a job-related antecedent and cognitive flexibility as a person-related antecedent on positive and negative cognitive–affective involvement and on subsequent work-related well-being (i.e., work engagement, emotional exhaustion, cynicism). Using a three-wave time-separated study design, we collected data from 357 employees. Results from structural equation modeling revealed that cognitive flexibility strengthens the relationships between job autonomy and both positive and negative cognitive–affective involvement. Moreover, cognitive flexibility moderates the indirect effects of job autonomy on work-related well-being via positive and negative cognitive–affective involvement. Overall, the findings advance scholarly knowledge about the antecedents and outcomes of positive and negative cognitive–affective involvement.
... 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). ...
Article
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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. ...
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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. ...
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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.
... 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. ...
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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. ...
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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.
... De acuerdo con (11), el estrés laboral crónico afecta negativamente los procesos de recuperación física y psicológica, disminuyendo el bienestar emocional y reduciendo la capacidad del individuo para mantener un desempeño óptimo. En el caso del personal del Cuerpo de Bomberos, la exposición recurrente a situaciones críticas aumenta el riesgo de agotamiento emocional y reduce la satisfacción laboral, impactando directamente en su salud mental y calidad de vida. ...
Article
Esta investigación se centra en comprender el sentimiento emocional de los trabajadores del Cuerpo de Bomberos de Riobamba. El estudio analiza cómo la gente se siente estresada, qué hace que alguien se calme o se altere, la satisfacción con la vida y las condiciones laborales. Al mismo tiempo, se sugieren ciertos enfoques para mejorar tu bienestar psicológico y emocional. Los resultados subrayan el impacto de factores como la carga de trabajo, los encuentros traumáticos recurrentes y la asistencia social en la salud de los empleados. Este estudio analiza cómo los retos físicos y emocionales que enfrentan los bomberos impactan su bienestar psicológico. Las emergencias imprevistas y los desastres naturales suelen desencadenar síntomas como recuerdos intrusivos, ansiedad y agotamiento. De manera similar, los estudiantes que dedican largas horas al estudio sin descanso adecuado pueden experimentar dificultades para relajarse y mantener un sueño reparador. La investigación también pone énfasis en el entorno laboral, considerando aspectos clave como la gestión, el trabajo en equipo, el diálogo interno y las oportunidades de crecimiento profesional. Es fundamental diseñar programas educativos que promuevan un manejo efectivo de las emociones, ayuden a controlar el estrés y fortalezcan las estrategias cognitivas para afrontar la presión. Asimismo, se resalta la necesidad de fomentar la solidaridad comunitaria, tanto en el ámbito laboral como en el familiar, con el fin de generar un sentido de pertenencia y apoyo emocional. Finalmente, este estudio sugiere instituir protocolos para vigilar perpetuamente la salud emocional de los empleados, como evaluaciones psicológicas rutinarias y citas con terapia expertas, estas acciones apuntan a impulsar un entorno de trabajo más saludable, alentador y resistente, beneficiando tanto a los bomberos como a la población a la que asisten.
... We can explain our finding by suggesting that employees who experience a high workload and additionally engage in promotion JC -behaviors aimed at further expanding their tasks and interactions at work -may end up overextending themselves, leading to even greater exhaustion and potential burnout. This can occur despite their efforts to actively shape their job characteristics in alignment with their strengths and goals (Bakker & Demerouti, 2007;Petrou et al., 2012;Sonnentag & Fritz, 2015). Since JC, like any other activity, requires considerable effort, it also exposes individuals to the risk of strain and subsequent stress (Bolino et al., 2010). ...
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Objectives. The digital era has enhanced the possibility of working flexibly, which provides employees with many advantages (e.g., greater autonomy). However, on the other hand, they tend to work longer and faster, which is accompanied by higher levels of work pressure, strain, and stress. In line with the Job Demands-Resources theory, the aim of this cross-sectional study was to explore the relationship between workload and well-being (engagement, burnout) and to test the moderating role of promotion and prevention job crafting (JC) strategies in this relationship in the context of flexible work.Sample and settings. Data were collected online. The research sample consisted of 309 participants, working in a flexible working arrangement, preferably through a partial or full-time home office.Statistical analyses. Correlational, hierarchical regression and moderation analysis were performed.Results. Higher level of workload and prevention JC was positively related to higher burnout. Promotion JC had a positive effect on work engagement, whereas prevention JC related to engagement negatively. Contrary to our assumption, a higher level of promotion JC increased the negative effect of workload on work engagement. The effect of workload on burnout was moderated by the level of prevention JC. Specifically, burnout increased with workload at all levels of prevention JC, but the rate of increase was highest at low levels of prevention JC. The mitigating role of promotion JC between workload and burnout, as well as the effect of prevention JC on the relationship between workload and engagement, have not been confirmed.Conclusion. The findings underscore the intricate and sometimes unexpected interactions between JC strategies, workload, engagement, and burnout in flexible work settings. Future research should further investigate these dynamics, particularly the surprising impact of promotion JC under higher workload in flexible environments, to gain a clearer understanding of how various approaches can be refined to enhance employee well-being and performance.Limitations. Cross-sectional design, the size and diversity of the research sample and the use of self-assessment tools.
... According to the gender variable, significant differences were found in athletes' recreation experience preferences and happiness levels in areas such as physical fitness, physical rest, and stress escape depending on gender. Differences between male and female athletes in physical activities and stress escape are also supported in the literature (Sonnentag & Fritz, 2015;Şahin & Çelik, 2019). The interaction of gender with social and environmental factors may also cause differences in these preferences. ...
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Bu çalışma, sporcuların rekreasyon deneyim tercihleri ile mutluluk düzeyleri arasındaki ilişkiyi incelemeyi amaçlamaktadır. Araştırma, sporcuların farklı rekreasyon deneyim tercihlerini belirlemek ve bu tercihlerin bireylerin mutluluk düzeyleri üzerindeki etkisini değerlendirmek için tasarlanmıştır. Çalışmamızın evrenini Rize ilinde bulunan sporcular, örneklemini ise kolayda örneklem yöntemi kullanılarak seçilen (n)=220 sporcu oluşturmaktadır. Sporcuların rekreatif etkinliklere katılım nedenlerini ölçmek amacıyla Manfredo ve arkadaşları tarafından geliştirilen ve Türkçe uyarlaması Ayar, Durhan ve Karaküçük (2023) tarafından yapılan Rekreasyon Deneyim Tercihi Ölçeği ile; mutluluk düzeyini değerlendirebilmek amacıyla Hills ve Argyle (2002) tarafından geliştirilen ve Türkçe uyarlaması Doğan ve Çötok (2011) tarafından yapılan Oxford Mutluluk Ölçeği Kısa Formu-(OMÖ-K) kullanılmıştır. Verilerin genel özelliklerini belirlemede tanımlayıcı istatistik, frekans ve yüzde dağılımlar yapılmıştır. Ölçekten elde edilen verilere öncelikli olarak normallik testi uygulanmıştır. Normal dağılmayan verilere ikili karşılaştırmalarda bağımsız iki grup için Mann-Whitney-U testi, üç ve üzeri karşılaştırmalarda Kruskal-Wallis H testleri uygulanmıştır. İstatistiki testler α=0.05 anlamlılık düzeyinde test edilmiştir. Son olarak ise rekreasyon deneyim tercihleri ile mutluluk düzeyleri arasındaki ilişkinin belirlenmesi için Spearman korelasyon analizi yapılmıştır. Sonuç olarak, sporcuların rekreasyon tercihleri ile mutluluk düzeyleri arasında bazı demografik özellikler bakımından anlamlı ilişkiler olduğu saptanmıştır. Bunun yanında rekreasyon deneyim tercihleri alt boyutlarından olan doğa deneyimi ile mutluluk arasında pozitif yönde zayıf düzeyde anlamlı bir ilişki olduğu, aynı şekilde aile ile zaman geçirme alt boyut puanları ile mutluluk arasında pozitif yönde zayıf düzeyde anlamlı bir ilişki olduğu görülmektedir. Sonuçlar spor ve rekreasyon aktivitelerinin bireylerin ruh halini ve mutluluk düzeylerini olumlu yönde etkileyebileceğini göstermektedir.
... However, if the stress is prolonged, the body enters the exhaustion phase, and it is unable to handle stress effectively, the adaptation is weaker, and various stress symptoms arise. (Sonnentag & Fritz, 2007) Physical Effects of Stress The effect of stress is visible and tends to occur physically and alter physiological processes in the body. For example, stress may lead to cardiovascular diseases such as hypertension, therefore, resulting in chronic cardiovascular diseases. ...
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Organizational stress has become one of the growing concerns in the current complex and competitive working environment. Recurring workplace demands, expectations, and stress create high levels of burnout and anxiety along with a number of health ailments. Long-term stress results in severe fatigue and decreased work performance, migraines, heart diseases, and poor sleep, respectively, the wellbeing of employees. Thus, the current paper aims to describe the various indicators and consequences of workplace stress and its threats to employees and organizations.The research indicates the demand for multipronged stress management approaches at the personal and Workplace levels. Stress is alleviated by such practices as drinking adequate water, doing some physical exercises, and consulting a counselor. On the other hand, Employee Assistance Programs (EAPs) and workplace mental health services provide all the support and equipment that will enable the employees to deal with stress within the Workplace, thus improving the health of workers in that organization.It also looks at the issue of what policies the organization has on managing stress, prevention of stress,, and encouraging a mental health-friendly corporate culture through stress management and offering mental health support programs. Employers can initiate well-defined mental health strategies, leading to increased job satisfaction, high production, and reduced staff turnover rates. Moreover, Mental health helpline numbers and counseling services like NIMHANS, Sneha, and Fortis stress helpline finalized in India are valuable to support stressed employees, resulting in the necessity of mental health-related services.The idea of the self-actualization of the worker is not only a measure of a better life but also of, the better work of the organization. Employers who take employees' mental health and wellbeing seriously have a higher chance of keeping their best workers, creating higher levels of productivity and culture. This paper, therefore, calls for effort to adopt practice and policy changes in responding to workplace stress better through focused prevention, social support, and increased nationwide public awareness.
... This not only reduces the time needed for recreation but also the possibility of detaching from work. However, this detachment from work is an essential prerequisite for recovery processes (Sonnentag, 2015). If teachers fail in distancing themselves from the content of work, physiological activation which lasts longer than work can hinder recovery processes. ...
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Faculty members in higher education institutions are increasingly burdened by a growing workload, particularly non-teaching assignments or allied tasks. The time spent on workloads were observed to have increased in the past years. Hence, the researchers decided to undertake this study entitled,”Faculty Workload and Well-being at President Ramon Magsaysay State University: Impacts of Allied Tasks on Stress and Health,” during the academic year 2021-2022. A quantitative descriptive design was employed to evaluate the variables of the study. A researcher-made survey questionnaire was administered to forty-three faculty members using population sampling. Data were collected through online platform due to limited face to face interactions. A letter of consent was emailed to the three(3) Campus Directors of north campuses prior the online survey. Descriptive statistics such as percentage, weighted means, and Pearson Correlation was used in the treatment of data. The findings revealed that on average, faculty members spent approximately 29.54 hours on teaching tasks and 34.73 hours on allied tasks per week. This study revealed significant differences in the time spent on allied tasks across various demographic groups, such as age, gender, civil status, highest educational attainment, and length of service. Additionally, a significant relationship was found between the time spent on teaching and allied tasks and the extent of experienced stress, but not on personal life, mental health, or physical health. Based on these findings, it is recommended that the university administration implement strategies such as offering mental health support services and creating a more supportive work environment. Reallocating administrative responsibilities or hiring support staff is highly encouraged. Providing health breaks may also be implemented which could help address stress.
... Kebijakan yang dibuat mungkin seperti kebijakan "right to disconnect" dimana karyawan diberikan haknya untuk tidak merespon komunikasi kerja di luar jam kerja, dan pimpinan juga tidak menghubungi karyawan terkait urusan pekerjaan di luar jam kerja. Selain itu juga dibuat kebijakan pelatihan tentang penggunaan teknologi yang sehat dan manajemen batas digital (Sonnentag & Fritz, 2014). ...
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Manajemen Sumber Daya Manusia (SDM) di Era Transformasi Digital adalah pendekatan baru dalam mengelola, mengembangkan, dan memanfaatkan sumber daya manusia di organisasi yang dipengaruhi oleh kemajuan teknologi digital. Transformasi digital mengacu pada integrasi teknologi digital ke dalam semua aspek bisnis, yang secara mendasar mengubah cara organisasi beroperasi dan memberikan nilai kepada pelanggan. Dalam konteks ini, fungsi SDM juga mengalami perubahan signifikan, di mana teknologi digunakan untuk meningkatkan efisiensi, akurasi, dan fleksibilitas dalam berbagai aspek manajemen SDM. Pembahasan dalam buku ini meliputi era transformasi digital dan dampaknya terhadap manajemen SDM, perencanaan manajemen SDM di era digital, job analysis di era digital, transformasi rekrutmen dan seleksi, pelatihan berbasis teknologi, pengembangan karyawan di era digital, kepemimpinan di era digital, budaya kerja di era digital, manajemen kinerja dan evaluasi berbasis data, kompensasi karyawan, work-life balance di era digital, kesejahteraan dan kesehatan karyawan di dunia digital, perubahan strategi manajeman SDM di era digital, teknologi dan alat digital dalam MSDM, Fleksibilitas kerja di era digital, tantangan & peluang manajemen SDM di era transformasi digital dan transformasi digital SDM ekonomi syariah. Pembahasan materi dalam buku ini telah disusun secara sistematis dengan tujuan memudahkan pembaca. Buku ini dihadirkan sebagai bahan referensi bagi praktisi, akademisi, terkhusus mahasiswa yang sedang mengikuti mata kuliah yang berhubungan dengan manajemen SDM ataupun siapa saja yang ingin mendalami lebih jauh. Terbitnya buku ini diharapkan mampu memberikan pemahaman kepada para pembaca mengenai konsep manajemen SDM di era transformasi digital
... Schließlich zeigen Überblicksarbeiten auch, dass lange Arbeitszeiten und Überstunden mit Schwierigkeiten bei der Vereinbarkeit von Arbeit und Privatleben einhergehen (Ng & Feldman, 2008;Wirtz, 2010 (Beermann et al., 2019;Seiler, 2018). Jedoch weisen zahlreiche Studien darauf hin, dass Unterschreitungen der Ruhezeit von elf Stunden mit Schlafstörungen, vermehrter Müdigkeit, Schläfrigkeit und Erschöpfung einhergehen (Åkerstedt & Kecklund, 2017;Dahlgren et al., 2016;Eldevik et al., 2013;Härmä et al., 2018;Ikeda et al., 2021;Kubo et al., 2018;Vedaa et al., 2016Vedaa et al., , 2017a Auch dem mentalen Abschalten ("Psychological Detachment") kommt eine Schlüsselrolle bei der Erholung zu (Seiler, 2013;Sonnentag & Fritz, 2015;Wendsche & Lohmann-Haislah, 2016b). So kann Erholung erst stattfinden, wenn die Arbeitstätigkeit beendet ist und keine Beanspruchung der gleichen funktionalen Systeme mehr stattfindet (Meijman & Mulder, 1998 . ...
... relaxation and self-contentment provide a foundation for good recovery (Stocker et al., 2014). While unpleasant activation after work inhibits recovery (Sonnentag & Fritz, 2015), it is important to note that we refer to vigor at bedtime and in the next morning as a pleasurable state of moderate activation that reflects a worker's vitality (Shirom, 2011) and readiness to expend energy (Russell, 2003). Indeed, vigor is indicative of good recovery and has been studied as a desired outcome of recovery rather than a state of activation that inhibits recovery (e.g., sleep quality; Zhang et al., 2023). ...
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Research on employee perfectionism and its duality is shifting from a mere dispositional perspective to consider the state-like nature of this phenomenon. Despite recent findings identifying negative work experiences as antecedents of daily perfectionism, the role of positive experiences remains to be elaborated. Bridging the principles of trait activation and stress-as-offense-to-self theory, the present study examined the role of daily appreciation as a positive, self-affirming experience for the expression of daily perfectionistic cognitions at work and its implications for well-being (vigor, serenity) beyond the workday. We expected that the impulse of daily appreciation would carry over into vigor and serenity at bedtime and at the beginning of the next workday by triggering daily perfectionistic strivings and serving as a protective factor against daily perfectionistic concerns. Data from 170 employees who participated in a daily diary study over two consecutive working weeks were analyzed using multilevel mediation analyses (multilevel structural equation modeling). In support of our hypotheses and the idea of a butterfly effect, daily appreciation was indirectly related to serenity at bedtime and to vigor and serenity at the beginning of the next workday via daily perfectionistic cognitions. We discuss implications for supervisors and organizations and encourage scholars and practitioners alike not to underestimate the role of positive self-affirming experiences and personality dynamics at work.
... Research has shown that perceived stress affects various aspects of well-being, including physical health, mental health, and general quality of life. Many studies have examined the relationships between perceived stress and other outcomes, such as personal health (Valikhani et al. 2019), psychological distress (Lee 2012), and psychological detachment (Sonnentag and Fritz 2015). The Conservation of Resources theory illustrates that perceived stress drains employees' psychological resources. ...
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This study looked at the complex interactions between agreeableness as a personality trait and five deviant workplace behaviours (including experienced incivility and innovative deviant behaviour) and the role of perceived stress as a mediating mechanism in front-of-house hotel workers. The study adopted a convenience sampling approach to improve access to frontline employees in the hotel sector in Turkey; a total of 500 questionnaires were collected, and 360 were usable. A partial least square structural equation modelling (PLS-SEM) was used to test the conceptual model and hypothesised associations. The findings show that agreeableness has a negative association with perceived stress and experienced incivility but is positively correlated with innovative deviant behaviour. In contrast, perceived stress is negatively correlated with innovative deviant behaviour but positively associated with experienced incivility. We also found that perceived stress serves as a mediating mechanism in this relationship. According to the findings, the personalities of employees and how they perceive stress could shape how it impacts workplace deviance, depending on whether it is constructive or destructive. The study’s findings have significance for managerial policies aimed at building a collaborative and innovative workplace and understanding how personality traits and perceived stress impact broader workplace deviance.
... Moreover, a despotic leader causes resource loss by creating a spiral (Mubarak et al., 2023). Numerous researchers have used this theory to highlight negative leadership style conclusions (Sonnentag & Fritz, 2015). In contingent COR theory, DL harms emotions consequential in further employee loss, i.e., career success. ...
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Employee success holds a significant importance for Pharmaceutical industry. In this regard, despotic leadership disrupts routine operations and stifles innovative working styles. Therefore, the current study addresses the challenges despotic leadership poses to employee success. Based on the conservation of resource theory, this study explores the impact of despotic leadership on employee success. Additionally, the research investigates the mediating role of job insecurity caused by despotic leadership and assesses the moderating impact of emotional exhaustion, which further fuels the situation. For experimental purposes, this study collects data from 305 employees in Pakistan’s pharmaceutical sector using a time-lagged approach. The statistical outcomes underscore that despotic leadership hinders employee success, as employees perceive this as job insecurity since job insecurity also serves as a significant mediator between despotic leadership and employee success. In further analysis, the study determines that emotional exhaustion moderates the relationships between despotic leadership and employee success, as well as between despotic leadership and job insecurity. Based on the underlined outcomes, it is recommended that policymakers prioritize leadership training, promote innovation, and address employee well-being concerns to enhance organizational success. These initiatives are necessary to foster ethical leadership, job security, and a supportive environment in pharmaceutical sector.
... Supervisory support is a form of social support in the workplace (Tang & Tsaur, 2016), characterized by employees' perceptions that their contributions are valued, and that their well-being is a concern for their supervisors who are supportive (Eisenberger et al., 2002). High job demands often leave employees with little respite from work-related efforts, which can lead to dysfunctional behaviors (Bakker & Vries, 2021;Sonnentag & Fritz, 2015). Thus, we posit that supervisor support plays a crucial role in mitigating the adverse effects of these job demands. ...
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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.
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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.
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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.
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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.
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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.
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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.
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Despite numerous benefits, sustaining daily passion for one’s work is challenging. While prior research has examined personal and work-related factors that cause fluctuations in daily work passion, the impact of family-related factors remains underexplored. Drawing on the stressor-detachment model, we investigated the effects of daily family demands on daily work passion. Employing a daily diary design involving 161 participants over 3 weeks, this study reveals that high family demands on a given day decreased psychological detachment from family the next day, subsequently lowering employees’ work passion. Furthermore, employees’ work–life balance self-efficacy and availability of family-friendly policies buffer the adverse impact of daily family demands on daily psychological detachment from one’s family and attenuate the indirect effects of daily family demands on daily work passion via daily psychological detachment from family. This study extends the literature on work passion and psychological detachment by shifting the focus from work to family domain.
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Purpose With its continuous development and application in the hotel industry, artificial intelligence (AI) is gradually replacing many jobs traditionally performed by humans. This research aims to understand how this threat and opportunity of substitution affects hotel employees’ behavioral decision-making. Design/methodology/approach This study uses a structural equation model, ordinary least squares and bootstrapping method to analyze the data collected with a field study and a scenario experiment from star-hotels in Shanghai, Paris and Seoul. Findings The results discovered that employees’ AI awareness has a positive relationship with their work engagement and AI boycott through two paths. The promoting path involves recovery level, while the hindering path includes job insecurity. In addition, the estimates showed that AI awareness has a great indirect effect on work engagement or AI boycott when innovativeness as a job requirement is high. Practical implications The findings offer insights to help hotels optimize the relationship between AI and hotel human workers while providing valuable implications for addressing behavioral dilemmas faced by hotel employees in the era of AI. Originality/value By integrating the behavioral decision-making literature with the conservation of resources theory, the study focuses on the dual mechanisms – challenging and hindering – through which AI awareness influences hotel employees’ coping strategies.
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Rumination is a global phenomenon in fields such as clinical psychology and organizational behavior that refers to having recurring thoughts about a particular theme and may have a detrimental impact on well-being. As a response style to the work environment, work-related rumination (WRR) is a thinking pattern that concentrates an individual's attention on a source of discomfort, resulting in stress and anxiety, which impairs well-being. In addition to a review of studies on work characteristics, WRR, and well-being, this article identifies gaps in the literature between the definitions of WRR, the classifications of work characteristics, and approaches to well-being. This study aims to elucidate how the variables in question have been addressed in various studies and to evaluate this accumulated knowledge to derive a comprehensive summary. The sample included 25 research papers. The systematic review identified job-related, contextual, and interpersonal factors regarding work environments that affect WRR and well-being. The findings indicate that WRR is an essential mechanism in the relationship between work characteristics and and offers suggestions for future research. In addition, this study is considered valuable for researchers and practitioners such as human resources professionals and organizational/workplace psychologists by exploring the theoretical underpinnings of these factors.
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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.
Preprint
Full-text available
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.
Article
This diary study sought to examine the direct and indirect effects of individuals' perceptions of supervisor support and workload during a work week (week 1) on their well‐being, satisfaction, and performance at work during the following work week (week 2) as mediated through the quality of their weekend work recovery experiences (psychological detachment, relaxation, mastery, and control) and sleep quantity. Moreover, we also investigated the possible interaction between supervisor support and workload in the prediction of weekend recovery experiences and sleep quantity. A sample of 90 second‐year nursing students taking part in a professional internship completed self‐report questionnaires after each of their five working days during week 1 (i.e., supervisor support and workload), then at the end of the day for 2 days during the weekend (i.e., recovery experiences and sleep quantity), and finally after each of their five working days during week 2 (i.e., workplace well‐being, performance, and satisfaction). Our results revealed indirect effects of supervisor support on workplace well‐being and job satisfaction, as mediated by weekend recovery experiences. Workload was also associated with higher levels of sleep quantity during the weekend and had a direct negative association with the levels of satisfaction and well‐being experienced during the following week. Furthermore, workload was associated with better weekend recovery experiences for participants exposed to low levels of supervisor support in week 1. Alternatively, the positive effects of supervisor support on weekend recovery experiences were attenuated as workload levels increased. Theoretical and practical implications of the present study are discussed.
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En el dinámico y demandante entorno de los Contact Center, el personal se enfrenta a una serie de desafíos que pueden afectar significativamente su bienestar y satisfacción laboral, entendiendo que la satisfacción laboral está influenciada por una combinación de factores psicosociales como la carga de trabajo, el apoyo social en el entorno laboral, y el liderazgo ejercido por los supervisores. Este estudio de tipo descriptivo - correlacional tiene como objetivo identificar y evaluar los factores psicosociales que afectan la satisfacción laboral del personal de Contact Center de la empresa Gestiona, para ello se aplicó una encuesta de elaboración propia a 66 personas del área de Contact center, misma que evalúa las variables que influyen en la satisfacción laboral, los datos recopilados indican que el 30.30% de los encuestados se encuentran satisfechos laboralmente, mientras que el 37.88% no se encuentran satisfechos y el 31.82% no se sienten satisfechos ni insatisfechos, después del tratamiento de los datos se dedujo que el tipo de liderazgo y apoyo social condicionan considerablemente la satisfacción de los colaboradores.
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Purpose We explored the mechanism underlying the associations between different home stressors and job performance. We investigated whether challenge and hindrance home stressors are related to leisure crafting and thereby to job performance. We also examined whether key resources amplify the positive association between leisure crafting and job performance. Design/methodology/approach We conducted a three-wave time lag study to investigate a group of employees ( n = 534) in Taiwan. We evaluated challenge/hindrance home stressors and key resources at Time 1, leisure crafting one week later, i.e. at Time 2 and manager-rated job performance an additional three months later, i.e. at Time 3. Findings Challenge home stressors were associated with improved leisure crafting, thereby benefiting job performance; hindrance home stressors had the opposite effect. Additionally, openness to experience strengthened the positive association between leisure crafting and job performance. Practical implications Organizations may support employees’ efforts to promote/mitigate challenge/hindrance home stressors. They may also encourage employees to be open to life experiences that can amplify the contributions of leisure crafting to job performance. Originality/value The questions of whether and how home stressors are related to individuals’ work remain controversial in the literature. We offer new insights into how these stressors can contribute to or impede job performance, thereby extending our knowledge of the role of home stressors in job performance.
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Aims To assess the relationships in nursing teamwork, psychological detachment from work during nonwork time, and burnout, and the mediating effect of psychological detachment on the relationship between nursing teamwork and burnout. Background Nurse burnout has serious implications for nurses’ health and performance and the overall functioning of their organizations. Evidence on the relationships between nursing teamwork, psychological detachment, and nurse burnout is limited. This study adds to the international body of knowledge by examining the interplay between nursing teamwork, psychological detachment, and burnout in nurses, a topic of global relevance. Methods This cross‐sectional study used survey data collected in May 2021 from 1115 Korean hospital nurses. The measurements included the Nursing Teamwork Survey, a subscale of the Recovery Experience Questionnaire, and the Copenhagen Burnout Inventory. We performed mediation analysis using PROCESS Macro based on 5000 bootstrapped samples to estimate the indirect effect of nursing teamwork. Results Nurses in units with stronger teamwork were more likely to report being psychologically detached from work during nonwork time. Nurses who distanced themselves from work‐related thoughts during nonwork time reported lower personal, work‐related, and patient‐related burnout. Nursing teamwork had significant indirect effects on each burnout outcome through psychological detachment. Conclusion By providing empirical evidence on the associations between nursing teamwork, psychological detachment, and burnout, this study enriches the international discourse on nurse burnout and the benefits of psychological detachment. Enhanced nursing teamwork can facilitate nurses’ mental distance from work during nonwork time, thereby reducing burnout. Implications for nursing and nursing policy Organizational efforts to manage nurse burnout can include increasing nursing teamwork among nurses and improving nurses’ psychological detachment during nonwork hours. Interventions should include improving nursing teamwork and developing a supportive and collaborative unit culture.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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).
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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.
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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).
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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).
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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.
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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.
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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)
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[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)
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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.
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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).
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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.
Book
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.
Article
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.
Article
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.
Article
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.
Article
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.
Article
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
Article
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.
Article
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.
Article
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.
Article
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.
Article
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)