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Work to non-work enrichment: The mediating roles of positive affect and positive work reflection
Abstract
This longitudinal study investigates mediating variables in the enrichment process between work (work engagement) and non-work experiences (work-to-life enrichment). It is hypothesized that besides positive affect, positive work reflection during leisure time is an additional, more cognitive, pathway in the enrichment process. In total, 256 full-time employees in Germany, recruited via an online survey, answered a two-wave survey with a time lag of three months. Participants were 50% male and 50% female, and were chosen regardless of whether they had a partner or children. Analysis showed that positive affect and positive work reflection mediated the relationship between work engagement and work-to-life enrichment. These findings contribute to research on the work/non-work interface by expanding the work-family enrichment model developed by Greenhaus and Powell (2006). Our results offer practical implications for employees and organizations. Specifically, the findings show how employees and organizations can foster work-to-life enrichment by promoting work engagement, positive affect and positive work reflection. This in turn should
have positive implications for both the employee and the organization.
... These outcomes invariably enhance the physical and mental capacities of the employees. Daniel and Sonnentag (2014), in their investigation of the mediating role of positive affect and positive work reflection on work to non-work enrichment, found that positive affect and positive work reflection mediate the link between work engagement and work-to-life enrichment. ...
... While the mood is suggested to be very transient, attitude is more stable (Ilies et al., 2009). Daniel and Sonnentag (2014), suggest a cognitive pathway as an additional pathway in the work-family enrichment debate. This additional pathway is said to link the work engagement to enrichment in the family domain. ...
... Although, many studies on work-family enrichment have argued in support of the view that enrichment makes it possible for cross fertilsisation of resources (Daniel & Sonnentag, 2014;Marais et al., 2014& Siu et al., 2015. The unstable and harsh economic realities in Nigeria have exacerbated the inability of the workforce to enjoy the benefits of work-family enrichment. ...
Organisational competitiveness and the changing structure of work have brought the issue of workaholism to the front burner in academic discourse. This study investigated the role of work-life balance strategies on the interplay between workaholism and work-family enrichment. A purposive sampling technique was found appropriate to select top management of two manufacturing firms in Lagos, Nigeria to participate in this study. An in-depth interview was employed for data collection. NVivo 12 software was adopted for thematic analysis. Content analysis was used to interpret the interview texts. The finding revealed that the work-life balance strategies of the firms surveyed were not appropriate in addressing the effect of workaholism. The managerial relevance of the study is derived from the outcome of the analysed qualitative data.
... Although numerous studies have shown the favorable impacts of work engagement on workrelated outcomes, only a few have examined the positive effects of work engagement on the non-work domain. So far, we have only found the following four studies: Culbertson et al. (2012), using an experience-sampling method, found that daily work engagement was a positive predictor of daily work-family facilitation, and daily positive affect mediated this positive association; Through a two-wave survey, Daniel and Sonnentag (2014) found that, in addition to positive affect, a second pathway to explain work-to-life enrichment was positive work reflection, which is a more cognitive pathway than positive affect; Rodríguez-Muñoz et al. (2014) used a daily diary to demonstrate the beneficial spillover effect of work engagement, namely that it can raise one's happiness level at the end of the day. Ilies et al. (2017) conceptualized work engagement as contextual resources based on the Work-Home Resources (W-HR) model (ten Brummelhuis & Bakker, 2012), and the results of the multilevel examination revealed that daily engagement was positively associated with work-family interpersonal capitalization (Ilies et al., 2011), which in turn was positively associated with daily family satisfaction and work-family balance. ...
... As mentioned above in the studies on the positive spillover effect of work engagement, we can conclude that the enrichment process includes an affect pathway (Culbertson et al., 2012;Daniel & Sonnentag, 2014), a cognitive pathway (Daniel & Sonnentag, 2014), and an interpersonal interaction pathway (Ilies et al., 2017). This study suggests that the energy pathway may also be a potential mechanism to explain the enrichment process from work engagement to non-work domain according to the Work-Home Resources (W-HR) model (ten Brummelhuis & Bakker, 2012), and Demerouti (2012) also demonstrated that positive energy experiences can spill over into non-work domain. ...
... As mentioned above in the studies on the positive spillover effect of work engagement, we can conclude that the enrichment process includes an affect pathway (Culbertson et al., 2012;Daniel & Sonnentag, 2014), a cognitive pathway (Daniel & Sonnentag, 2014), and an interpersonal interaction pathway (Ilies et al., 2017). This study suggests that the energy pathway may also be a potential mechanism to explain the enrichment process from work engagement to non-work domain according to the Work-Home Resources (W-HR) model (ten Brummelhuis & Bakker, 2012), and Demerouti (2012) also demonstrated that positive energy experiences can spill over into non-work domain. ...
The purpose of this study was to explore whether work engagement during the work period affected the specific recovery process during the non-work period. According to the Work-Home Resources (W-HR) model, this study from a day-level perspective used work engagement as a predictor of non-work mastery experiences as well as control experiences and explored whether the mediating role of recovery level at the end of the workday was established, which was beneficial to re-understand the role of work engagement in promoting employees’ well-being in the transition from work to non-work. A daily diary design was adopted, with 2 measurement occasions per day for 1 workweek (N = 112 persons, 510 valid data sets in within-person level). Results about day-level relationships confirmed that work engagement was positively associated with the non-work mastery experiences as well as control experiences, recovery level at the end of the workday played a mediating role between daily work engagement and non-work control experiences, but the mediating role between work engagement and non-work mastery experiences was not established at the within-person level. Practical and theoretical implications for work engagement and non-work recovery were discussed.
... Second, existing studies have provided conflicting findings regarding the effects of positive work reflection (Good et al., 2016;Lyddy & Good 2017), with some studies supporting the positive effects of positive work reflection (e.g., Daniel & Sonnentag, 2014;Fritz & Sonnentag, 2005;Meier et al., 2016) while other studies reporting null effects of positive work reflection (e.g., Fritz & Sonnentag, 2006;Meier et al., 2016). For instance, Fritz and Sonnentag (2005) found that positive work reflection significantly reduced employees' emotional exhaustion (a burnout dimension), whereas Fritz and Sonnentag (2006) did not find such effect. ...
... Cognitive appraisal theory proposes that events and experiences, such as how a leader treats a follower (e.g., abusive leaders or transformational leaders), could not influence an individual without one's cognitive appraisals or evaluations, which subsequently influence individuals' affective, behavioural and well-being outcomes (Langston, 1994;Lazarus, 1991;Lazarus & Folkman, 1984). Drawing upon cognitive appraisal theory, we examine whether positive work reflection, which refers to the recollection or savoring of positive job features and experiences after work (Fritz & Sonnentag, 2006;Sonnentag and Grant, 2012), serves as "the cognitive pathway" (Daniel & Sonnentag, 2014) to translate the effects of transformational leadership on follower outcomes. By doing this, we respond to scholars' call for research to investigate the intervening process through which tranformational leaders influences follower outcomes, particularly their well-being outcomes (Arnold, 2017;Aryee et al., 2012;Avolio et al., 2009), and consequently contributes to our understanding of why transformational leadership is beneficial to followers. ...
... Research suggests that one's after-work cognitions, such as rumination and positive work reflection, can be impacted by his or her work experiences (Rothbard, 2001;Sonnentag & Grant, 2012;Sonnentag & Fritz, 2007). For instance, negative work experiences, such as workplace incivility, promote employees' negative rumination about their job (Demsky et al., 2019), whereas positive work experiences, such as perceived prosocial impact at work and work engagement, prompt employees to engage in positive work reflection (Daniel & Sonnentag, 2014;Sonnentag & Grant, 2012). Further, research has demonstrated that individuals tend to distract themselves from negative experiences rather than positive experiences (Marco et al., 1999). ...
Based on an overarching framework—cognitive appraisal theory, this research identified a unique underlying mechanism—positive work reflection through which transformational leadership influenced follower job satisfaction, affective commitment, work strain, and burnout (Study 1 and Study 2) as well as trait mindfulness as the moderator of these effects (Study 2). Specifically, Study 1, using three-wave data from 127 employees at a U.S. public university, and Study 2, using two-wave data from 198 employees recruited from Mturk, confirmed the mediation effects of positive work reflection on the relationships of transformational leadership with follower job satisfaction, affective commitment, and burnout (but not work strain). Further, Study 2 found that trait mindfulness moderated the effects of positive work reflection on job satisfaction, affective commitment, work strain, and burnout such that the effects of positive work reflection on these outcomes were stronger for employees with low than high trait mindfulness. Finally, the results of the moderated mediation analyses supported that the indirect effects of transformational leadership on follower job satisfaction, affective commitment, work strain, and burnout via positive work reflection were stronger among followers with low than high trait mindfulness. This research provides the first empirical examination of the cognitive mechanism—positive work reflection as the underlying mechanism through which transformational leadership influences follower job attitudes and well-being outcomes and how trait mindfulness moderates this mediation mechanism, offering new insights into why and when transformational leadership works. (PsycInfo Database Record (c) 2021 APA, all rights reserved)
... Likewise, Hewlett-Packard Labs offers personal creative time. Daniela and Sonnentag (2014) hypothesised that positive work reflection during the no-work time is an important factor for better performance outcomes and results. ...
... In reviewing relevant literature we find that Fetterman (2001) supports the association between TfR and employee empowerment. Others (Gino and Satts, 2015;Daniela and Sonnentag, 2014) argue that TfR impacts either productivity (Gino and Satts, 2015), or performance and work engagement (Daniela and Sonnentag, 2014). Regarding After Action Review program in the army Gino and Satts, (2015) explain the fact that such a program is more pivotal for better performance and productivity than for empowerment and autonomy. ...
... In reviewing relevant literature we find that Fetterman (2001) supports the association between TfR and employee empowerment. Others (Gino and Satts, 2015;Daniela and Sonnentag, 2014) argue that TfR impacts either productivity (Gino and Satts, 2015), or performance and work engagement (Daniela and Sonnentag, 2014). Regarding After Action Review program in the army Gino and Satts, (2015) explain the fact that such a program is more pivotal for better performance and productivity than for empowerment and autonomy. ...
This research focuses on the impact of learning organisation on employee empowerment. Learning organisation, in this research, is measured by two building blocks: leadership that reinforces learning, and supportive learning environment (Garvin et al., 2008). These research hypotheses are tested using survey data from 160 knowledge workers at Irbid District Electricity Company in Northern Jordan. Results indicated that there is a significant impact of Leadership that reinforces learning, and Supportive learning environment on employee empowerment. The paper concludes with directions for future research and application.
... Likewise, Hewlett-Packard Labs offers personal creative time. Daniela and Sonnentag (2014) hypothesised that positive work reflection during the no-work time is an important factor for better performance outcomes and results. ...
... In reviewing relevant literature we find that Fetterman (2001) supports the association between TfR and employee empowerment. Others (Gino and Satts, 2015;Daniela and Sonnentag, 2014) argue that TfR impacts either productivity (Gino and Satts, 2015), or performance and work engagement (Daniela and Sonnentag, 2014). Regarding After Action Review program in the army Gino and Satts, (2015) explain the fact that such a program is more pivotal for better performance and productivity than for empowerment and autonomy. ...
... In reviewing relevant literature we find that Fetterman (2001) supports the association between TfR and employee empowerment. Others (Gino and Satts, 2015;Daniela and Sonnentag, 2014) argue that TfR impacts either productivity (Gino and Satts, 2015), or performance and work engagement (Daniela and Sonnentag, 2014). Regarding After Action Review program in the army Gino and Satts, (2015) explain the fact that such a program is more pivotal for better performance and productivity than for empowerment and autonomy. ...
This research focuses on the impact of learning organisation on employee empowerment. Learning organisation, in this research, is measured by two building blocks: leadership that reinforces learning, and supportive learning environment (Garvin et al., 2008). These research hypotheses are tested using survey data from 160 knowledge workers at Irbid District Electricity Company in Northern Jordan. Results indicated that there is a significant impact of Leadership that reinforces learning, and Supportive learning environment on employee empowerment. The paper concludes with directions for future research and application.
... In the well-being literature, spillover refers to effects of one domain on another causing similarities between two domains (Daniel & Sonnentag, 2014;Edwards & Rothbard, 2000). Spillover research mainly focuses on affective effects. ...
... Spillover has been traditionally discussed in the work-family literature focusing on the positive spillover between work and family (Greenhaus & Powell, 2006;Ilies et al., 2009). However, the related research appeared in various expanded aspects, such as negative mood transfer (Amstad et al., 2011;Maertz & Boyar, 2011) and work-home enrichment (Sok et al., 2014), work-leisure interface (Lin et al., 2014), and work-nonwork interface (Daniel & Sonnentag, 2014;Schnettler et al., 2021). A few studies focused on the intra-individual differences in spillover mechanisms. ...
Scholars have become increasingly interested in employees' well‐being. Despite studies on the relationships among well‐being constructs, research gaps still exist from the longitudinal and within‐person perspectives. Based on top‐down and bottom‐up theories of subjective well‐being and spillover theories, this study examines the longitudinal relationships of work satisfaction, nonwork satisfaction, and subjective well‐being. A random intercept cross‐lagged panel model was used with the data of four yearly waves collected from 8624 full‐time employees. The autoregressive and cross‐lagged coefficients were not stable but rather change across time. There were strong between‐person correlations between work satisfaction, nonwork satisfaction, and subjective well‐being. At the within‐person level, the paths from subjective well‐being to work satisfaction were not significant while the paths from subjective well‐being to nonwork satisfaction were significant over the years. The cross‐lagged effects from work satisfaction and nonwork satisfaction to subjective well‐being were not significant across the years. However, the cross‐lagged relationships between work satisfaction and nonwork satisfaction were significant. Theoretical implications, practical implications, and suggestions for future research were discussed.
... These findings might imply that the beneficial consequences of positive work reflection are rather short-lived, do not reach into the next workday, and may therefore not matter for on-the-job processes during the next day (Flaxman et al., 2018). Admittedly, between-person studies point to benefits of positive work reflection as well (Daniel & Sonnentag, 2014;Fritz & Sonnentag, 2005). These studies, however, cannot provide any answer to the question of whether within-person fluctuations in positive work reflection translate into processes unfolding at work the next day because between-person studies assess a person's general level of positive work reflection, missing the dynamic processes occurring in daily work lives. ...
... In addition, people who reflected positively about work during non-work time reported an increase in proactive work behaviour, organizational citizenship behaviour, and creativity over a sixmonth period (Binnewies, Sonnentag, & Mojza, 2009). Moreover, positive work reflection is associated with affective commitment (Jiang & Johnson, 2018) and work-life enrichment (Daniel & Sonnentag, 2014), whereas the lack of it was found to be positively related to alcohol consumption (Frone, 2015). Current research addressing within-person fluctuation of positive work reflection demonstrated the affective benefits of positive work reflection at the day level with short timeframes. ...
Unwinding and recovering from everyday work is important for sustaining employees’ well-being, motivation, and job performance. Accordingly, research on work recovery has grown tremendously in the past few decades. This article summarizes research on recovery during work breaks, leisure-time evenings, weekends, and vacations. Focusing on day-level and longitudinal field studies, the article describes predictors as well as outcomes of recovery in different recovery settings and addresses potential between-group and cross-cultural differences. It presents findings from intervention research demonstrating that recovery processes can be improved by deliberate training programs. The article then discusses how future recovery research can address emerging themes relevant to the future of work—changing boundaries between work and nonwork life, increased reliance on teams and technology, and changes in employment arrangements. We conclude with an overall summary, open research questions, directions for methodological improvements, and practical implications.
Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
... These findings might imply that the beneficial consequences of positive work reflection are rather short-lived, do not reach into the next workday, and may therefore not matter for on-the-job processes during the next day (Flaxman et al., 2018). Admittedly, between-person studies point to benefits of positive work reflection as well (Daniel & Sonnentag, 2014;Fritz & Sonnentag, 2005). These studies, however, cannot provide any answer to the question of whether within-person fluctuations in positive work reflection translate into processes unfolding at work the next day because between-person studies assess a person's general level of positive work reflection, missing the dynamic processes occurring in daily work lives. ...
... In addition, people who reflected positively about work during non-work time reported an increase in proactive work behaviour, organizational citizenship behaviour, and creativity over a sixmonth period (Binnewies, Sonnentag, & Mojza, 2009). Moreover, positive work reflection is associated with affective commitment (Jiang & Johnson, 2018) and work-life enrichment (Daniel & Sonnentag, 2014), whereas the lack of it was found to be positively related to alcohol consumption (Frone, 2015). Current research addressing within-person fluctuation of positive work reflection demonstrated the affective benefits of positive work reflection at the day level with short timeframes. ...
Studies have shown that positive work reflection during evening leisure time is related to short‐term affective benefits at bedtime and in the next morning. This study examines whether the favourable outcomes of positive work reflection persist into the next workday and tests mediating processes between evening positive work reflection and next‐day work engagement. Based on daily survey data from 152 employees (total of 687 days), we found that positive work reflection predicted next morning perceived work meaningfulness, next morning psychological availability, and next‐day co‐worker support. Perceived work meaningfulness and co‐worker support, but not psychological availability, in turn, predicted afternoon work engagement. Work engagement predicted subsequent positive work reflection. This study demonstrates that positively thinking about work‐related issues during leisure time is associated with positive outcomes during the next workday, which prompt subsequent positive work reflection.
Practitioner points
Employees should be encouraged to reflect positively about their day at work during after‐work hours; instead of striving for full mental disengagement from work, employees could develop habits of positively reflecting about their workday during evening hours.
Being fully engaged during the day at work may support positive work reflection during the evening; accordingly, employees may focus on work experiences characterized by high vigour, dedication, and absorption.
Being aware of one’s work meaningfulness and receiving co‐worker support is helpful for translating positive work reflection into work engagement; accordingly, mental exercises that emphasize meaningfulness and acts that facilitate co‐worker support might be effective tools for increasing work engagement.
... For example, previous research suggests that NWRTs may be positively and moderately associated with health complaints, whereas PWRTs may be negatively and weakly associated with health complaints (Clark et al., 2020;Demsky, 2012). In addition, PWRTs may be strongly and positively related to work engagement, whereas NWRTs may be moderately and negatively related to work engagement (Daniel & Sonnentag, 2014;Weigelt, Gierer et al., 2019). Thus, PWRTs and NWRTs may exhibit different relationships (in terms of direction and strength) with psychological detachment and shared antecedents and outcomes. ...
... Thus, engaging in NWRT ultimately may reduce work engagement. There is preliminary empirical evidence suggesting that engagement is positively related to PWRTs (e.g., Daniel & Sonnentag, 2014) and negatively related to NWRTs (e.g., Weigelt, Gierer et al., 2019). ...
Work is frequently on the minds of employees—even during evenings, weekends, and vacations. The present study is the first comprehensive meta-analysis of off-job work-related thoughts (WRTs; i.e., thoughts employees have about work when they are not at work). We were particularly interested in comparing off-job positive and negative work-related thoughts (PWRTs and NWRTs; i.e., thoughts about positive/negative work experiences or characteristics) to each other and other off-job WRT constructs, which we integrated into a typology. We coded 520 effect sizes from 171 independent samples (N = 58,682) and conducted a random-effects, individual-correction meta-analysis. We found that PWRTs and NWRTs were unrelated, and psychological detachment was negatively related to NWRTs but unrelated to PWRTs. Furthermore, PWRTs and NWRTs exhibited significantly different relationships with various antecedents (e.g., age, negative affectivity) and outcomes (e.g., work engagement, burnout). Compared to PWRTs and NWRTs, psychological detachment and problem-solving pondering exhibited generally weaker relationships with outcomes. NWRTs contaminated with negative affective strains (i.e., negative work-related thoughts and feelings) exhibited generally stronger relationships with outcomes. Overall, our meta-analytic findings indicate that PWRTs and NWRTs are different and underscore the importance of empirically and conceptually separating PWRTs and NWRTs from each other and other off-job WRT constructs. The findings also complement the nascent literature on interventions that target promoting PWRTs and reducing NWRTs.
... Positive work reflection during the weekend also predicted facets of contextual performance, such as personal initiative, creativity, and organizational citizenship behavior during the workweek [11]. Furthermore, a study by Daniel and Sonnentag [30] suggests that positive work reflection is positively linked to work engagement and work-family enrichment. ...
... According to prior empirical evidence [23], problem-solving pondering should be largely unrelated to work engagement. By contrast, the empirical evidence presented above suggests that positive work reflection should be positively related to work engagement [30], as positive work reflection implies high involvement in work [45]. The empirical evidence presented above suggests that negative work reflection can be expected to be largely unrelated to work engagement [11,32]. ...
In the literature on occupational stress and recovery from work, several facets of thinking about work during off-job time have been conceptualized. However, research on the focal concepts is currently rather diffuse. In this study we take a closer look at the five most well-established concepts: (1) psychological detachment, (2) affective rumination, (3) problem-solving pondering, (4) positive work reflection, and (5) negative work reflection. More specifically, we scrutinized (1) whether the five facets of work-related rumination are empirically distinct, (2) whether they yield differential associations with different facets of employee well-being (burnout, work engagement, thriving, satisfaction with life, and flourishing), and (3) to what extent the five facets can be distinguished from and relate to conceptually similar constructs, such as irritation, worry, and neuroticism. We applied structural equation modeling techniques to cross-sectional survey data from 474 employees. Our results provide evidence for (1) five correlated, yet empirically distinct facets of work-related rumination. (2) Each facet yields a unique pattern of association with the eight aspects of employee well-being. For instance, detachment is strongly linked to satisfaction with life and flourishing. Affective rumination is linked particularly to burnout. Problem-solving pondering and positive work reflection yield the strongest links to work engagement. (3) The five facets of work-related rumination are distinct from related concepts, although there is a high overlap between (lower levels of) psychological detachment and cognitive irritation. Our study contributes to clarifying the structure of work-related rumination and extends the nomological network around different types of thinking about work during off-job time and employee well-being.
... Positive work reflection during the weekend also predicted facets of contextual performance, such as personal initiative, creativity, and organizational citizenship behavior during the workweek [11]. Furthermore, a study by Daniel and Sonnentag [28] suggests that positive work reflection is positively linked to work engagement and work-family enrichment. ...
... According to prior empirical evidence [21], problem-solving pondering should be largely unrelated to work engagement. By contrast, the empirical evidence presented above suggests that positive work reflection should be positively related to work engagement [28], as positive work reflection implies high involvement in work [39]. The empirical evidence presented above suggests that negative work reflection can be expected to be largely unrelated to work engagement [11,30]. ...
In the literature on occupational stress and recovery from work several facets of thinking about work in off-job time have been conceptualized. However, research on the focal concepts is currently rather disintegrated. In this study we take a closer look at the five most established concepts, namely (1) psychological detachment, (2) affective rumination, (3) problem-solving pondering, (4) positive work reflection, and (5) negative work reflection. More specifically, we scrutinized (1) whether the five facets of work-related rumination are empirically distinct, (2) whether they yield differential associations with different facets of employee well-being (burnout, work engagement, thriving, satisfaction with life, and flourishing), and (3) to what extent the five facets can be distinguished from and relate to conceptually similar constructs, such as irritation, worry, and neuroticism. We applied structural equation modeling techniques to cross-sectional survey data from 474 employees. Our results provide evidence that (1) the five facets of work-related rumination are highly related, yet empirically distinct, (2) that each facet contributes uniquely to explain variance in certain aspects of employee well-being, and (3) that they are distinct from related concepts, albeit there is a high overlap between (lower levels of) psychological detachment and cognitive irritation. Our study contributes to clarify the structure of work-related rumination and extends the nomological network around different types of thinking about work in off-job time and employee well-being.
... Second, although the work-home resources model suggests both positive and negative home outcomes (ten Brummelhuis , most studies focused only on either the conflicting (e. g. Parasuraman & Simmers, 2001;Seiger & Wiese, 2009) or the enriching mechanism (e. g. Daniel & Sonnentag, 2014;McNall, Scott, & Nicklin, 2015) of the work-home process. Consequently, we extend the existing literature by studying both mechanisms: work-life conflict and work-life enrichment. ...
... Mostly the terms work-family conflict and work-family enrichment are used to describe the mechanisms between the two domains (Greenhaus & Powell, 2006;Mauno et al., 2015;Mauno & Rantanen, 2013;McNall et al., 2015;Moazami-Goodarzi, Nurmi, Mauno, & Rantanen, 2015). However, as the work-home interface is not limited to persons living together with a family (Fisher et al., 2009), we follow Daniel and Sonnentag (2014) terming the mechanisms work-life conflict and work-life enrichment. ...
The present diary study builds upon the work-home resources model (ten Brummelhuis & Bakker, 2012) and the Model of Work-Family Enrichment (Greenhaus & Powell, 2006), and examines time pressure and psychological climate as predictors of work-life conflict and work-life enrichment. We further investigated happiness and vigour as indicators of positive mood and energy as mediators in these associations. Our five-day diary study was conducted via electronic devices with 92 employees (N = 357 matched daily measurements). We assessed daily time pressure, psychological climate, job control (as control variable), happiness, and vigour at work at the end of the working day. In the evening survey, answered before going to bed, we assessed daily work-life conflict and work-life enrichment. Results of nested multilevel path models, controlled for daily job control, revealed that daily time pressure was related to increased work-life conflict and decreased work-life enrichment. Daily psychological climate was negatively related to work-life conflict and positively related to work-life enrichment. Mediation analyses proved an energypath. Vigour mediated the confirmed relations while happiness was no mediator.
... In their study, it was found that while positive work reflection was related to increased performance and well-being after vacation, negative work reflection was related to higher exhaustion and disengagement. Moreover, in a longitudinal study, it has been recently found that positive work reflection mediates the relationship between work engagement and work-to-life enrichment (Daniel and Sonnentag 2014). Future studies should integrate these aspects and analyze the role of positive work reflection in the relationship between job performance and psychological detachment. ...
... In the same line, training courses should provide employees with the skills that could help them detach from the demands and relax, so training programmes on how to recover are crucial (Hahn et al. 2011). Also, it is desirable to create cognitive routines during leisure time to think regularly about the positive sides of their work and share it with the significant others (Daniel and Sonnentag 2014). ...
The present diary study investigates, at the within-person level, how job satisfaction mediates the relationship between self-rated job performance and recovery experiences (i.e., psychological detachment from work and relaxation) during off-job time. Furthermore, we explore the effects of these two recovery experiences on couple´s well-being. Data were collected from 145 dual-earner couples (N = 290 participants; N = 1450 occasions) with a daily diary design (five consecutive working days). Multilevel analyses showed that daily job performance positively predicted psychological detachment and relaxation, and that daily job satisfaction partially mediated this relationship. In addition, we found that psychological detachment and relaxation have positive effects on own and partner´s indicators of well-being (i.e., relationship satisfaction and positive emotions). The benefits of recovery go beyond the individual and affect their partner´s level of well-being.
... Furthermore, recalling positive events not only leads to positive thoughts but also to positive affect, emotions, or mood (Daniel & Sonnentag, 2014;Meier et al., 2016;Sonnentag & Grant, 2012). For instance, if a caregiver remembers a nice situation with a patient, he or she should be happier or more satisfied with the job. ...
... Several studies show that reflection about positive events leads to better well-being and less exhaustion (Bono et al., 2013;Chan, 2011;Seligman et al., 2005Seligman et al., , 2006. For instance, positive work reflection during the weekend predicts lower emotional exhaustion in the following week (Fritz & Sonnentag, 2005) and shows a cross-sectional relation with affective well-being (Daniel & Sonnentag, 2014). In terms of interventions, studies have demonstrated that positive reflection reduces depressive symptoms (Seligman et al., 2005(Seligman et al., , 2006 and enhances positive affect (Chan, 2011). ...
The aim of this study was to test the effects of a daily positive work reflection intervention on fostering personal resources (i.e., hope and optimism) and decreasing exhaustion (i.e., emotional exhaustion and fatigue) among caregivers for the elderly and caregivers who provide services at patients' homes. Using an intervention/waitlist control group design, 46 caregivers in an intervention group were compared with 44 caregivers in a control group at 3 points of measurement: pre-intervention, post-intervention, and at a 2-week follow-up. The results show that emotional exhaustion and fatigue were reduced for the intervention group. Primarily, caregivers with a high need for recovery at baseline benefited from the intervention. The results reveal no intervention effects for personal resources; however, they reveal a trend that the intervention led to an increase in hope and optimism among caregivers with a high need for recovery. Overall, the findings show that caregivers benefit from a daily positive work reflection intervention, particularly when their baseline levels of resources and well-being are low. (PsycINFO Database Record
... For example, engaging in positive reflection about the outcomes of voice (e.g., reflecting on how voice helped prevent a problem) is one unexplored cognitive mechanism via which voice, even in its prohibitive form, may have an enriching effect on voicer nonwork life (cf. Daniel & Sonnentag, 2014). Examining how the nonwork effects of voice interact with different nonwork contexts (e.g., family, leisure), voicer demographics (e.g., gender), and other off-work experiences (e.g., relaxation, engagement in mastery activities after work) will help better understand how to enhance the positive and diminish the negative cross-domain effects of voice. ...
Organizational scholars have examined a number of antecedents of insomnia in a search for ways to prevent insomnia and its negative implications for the workplace. However, most studies have focused on the antecedents that are beyond employee control. Therefore, our collective understanding of how employees can modify their workplace behaviors to reduce the symptoms of insomnia and prevent its adverse consequences has remained limited. In this study, we examined whether the expression of voice, as a prosocial yet psychologically costly behavior that is under employee control, affects employee sleep quality, and whether sleep quality affects the expression of voice on the next workday. Having surveyed 113 full-time employees twice a day for 10 workdays, we found that employees who express promotive voice at work experience higher positive affect at the end of the workday, more effectively detach from work in the evening, and are less likely to suffer from insomnia at night. We also found that employees who express prohibitive voice at work experience higher negative affect at the end of the workday, less effectively detach from work in the evening, and are more likely to experience insomnia at night. Our study further demonstrates that, while insomnia is not related to the expression of prohibitive voice on the next day, sleep-deprived employees are less likely to engage in promotive voice because of being psychologically depleted. The results of our study suggest that sleep problems might be mitigated if employees regulate their engagement in costly workplace behaviors, such as voice. (PsycInfo Database Record (c) 2023 APA, all rights reserved).
... For example, in a recent study the indirect effect of positive affectivity in the relation of job enrichment, mindfulness and work outcomes (such as work satisfaction) was concluded (McNall, et al., 2021). As another example, a survey study showed that positive affect can foster work-to-life enrichment (Daniel & Sonnentag, 2014). ...
... Second, the prevailing explanations of spillover effects mainly focus on the idea that work experiences influence family roles (or vice versa) through their effects on employees' mood or affect (e.g., Song et al., 2008;Williams & Alliger, 1994). Only a limited number of studies, however, have paid attention to more cognitive spillover between work and nonwork (Daniel & Sonnentag, 2014). Drawing from COR theory (Hobfoll, 1989) and the principle of spillover of resources (ten Brummelhuis & Bakker, 2012), we uncovered sequential processes including cognitive variables that explain leadership's positive spillover. ...
The present study examines a serial mediation model based on conservation of resources theory, in which empowering leadership predicts the nature of work-family interfaces via work engagement and work reflection. The examination of work reflection extends prior research on the work-family interface and allows for testing the effects of resources created in the workplace (e.g., empowering leader behaviors and work engagement) on family life. Three waves of data over a six-month time period were obtained from 274 full-time U.S. employees. Structural equation modeling and bootstrapping assessed the mediating effects of work engagement and reflection about work. The results generally supported the mediation model, but mainly for positive reflection. It showed that empowering leaders led to subordinates experiencing positive work-to-family spillover because they promoted subordinates’ work engagement and positive reflection
about their work experiences. Although work engagement also led to less negative work reflection, that mediator did not have additional unique effects on work-to-family spillover. Only indirect effects through engagement and positive reflection were found; there were no direct effects. Overall, the study contributed to understanding the underlying cognitive mechanisms explaining the positive link between empowering leadership and work-family facilitation.
... We asked the company to recruit 400 participants who would complete the same survey at two points in time (subsequently denoted T1 and T2) separated by a three-month gap. This length of gap was used in previous studies to reduce the risks of common method bias and of high rates of participants discontinuing their participation (e.g., Daniel & Sonnentag, 2014;Van Dierendonck & Dijkstra, 2012). To be eligible, potential participants had to be adults (18 years and older) who were employed for at least 36 h per week. ...
Linked to technological and societal developments, including the COVID‐19 pandemic, employees are increasingly being given the opportunity to blend onsite and remote working including flexibility as to when and where they work. Despite the proliferation of such blended working, there is little empirical research on how leaders in organizations can contribute to facilitating its effectiveness. In the present study, we hypothesized that an empowering leadership style would be positively associated with employees' perceptions of the effectiveness of blended working. Additionally, grounded in Self‐Determination Theory, we hypothesized that the satisfaction of employees' work‐related psychological needs for autonomy and for competence would mediate this relation. Results of a field study (N = 405 employees) using a two‐wave panel design supported a cross‐lagged effect of empowering leadership on employees' perceptions of the effectiveness of blended working. However, no evidence was found for the hypothesized mediated relations. Our findings could be of value to organizations as they indicate a specific leadership style that is likely to facilitate the effectiveness of blended working.
... Our results showed the benefits of the recovery experiences during off-job time as a moderator of organizational arrangements. These results support the positive interaction between work and non-work factors and open avenues for designing interventions to enrich this interaction [81,82]. However, different recovery experiences suggest different outcomes depending on the situation. ...
The COVID-19 pandemic has impacted the economic market and labor contexts worldwide. Brazil has suffered one of the worst social and governmental managements of the COVID-19 crisis, forcing workers and organizations to develop coping strategies. This environment can affect both well-being and performance at work. Sustainable well-being at work refers to different patterns of relationships between performance and well-being. It may include eudaimonic (e.g., Meaning of Work-MOW) or hedonic (e.g., emotions) forms of well-being. This study tests the moderating role of recovery from work stress in the relationship between flexibility ideals and patterns of sustainable well-being at work in Brazilian teleworkers. We relied on two studies to achieve this objective. In Study 1, conducted during the pandemic's first outbreak in Brazil (N = 386), recovery experiences moderated the relationship between ideals and clusters formed by performance and MOW (eudaimonic happiness). In Study 2, conducted during the second outbreak (N = 281), we identified relationships between clusters of emotions (hedonic happiness) and MOW (eudaimonic) with performance. The results supported the idea that recovery experiences moderated the relationship between ideals and patterns of sustainable well-being at work differently. Our findings have implications for Human Resource Management and teleworkers, especially for employee behaviors to deal with stress.
... In the case of chaplains, this is referred to as "compassion satisfaction" (Stamm, 2010) whereby individuals achieve personal fulfillment and are thereby rewarded, through helping others. Compassion satisfaction is consistent with Daniel and Sonnentag's (2014) observation of how positive energy can flow between work and non-work to the benefit of both. Timms et al. (2015) also found reciprocal relationships between work and non-work, with a sense of meaning and fulfillment enriching both domains. ...
Chaplains often express a sense of satisfaction in helping others. But their work renders them vulnerable to secondary traumatic stress and burnout. We investigated mindful self-care, comparing the experiences of chaplains and other workers. Measures used included mindful selfcare, social support, and professional quality of life. We found self-care practices did not predict the professional quality of life. Lack of supportive structures and mindful awareness predicted burnout. Compassion satisfaction might arise from other sources.
... In line with previous studies (e.g. Daniel & Sonnentag, 2014), we treated work engagement as one construct, represented by the average scale score based on all 9 items (a ¼ .91). ...
Many employees worldwide combine a job with serious, goal-oriented ambitions in the athletic domain. However, scientific knowledge about day-to-day linkages between work and sports is lacking. We filled this gap in the literature by examining how experiences at work can enrich sports after work. Extending the work-home resources model to the work-sports interface, we posited that proactive work behaviors positively relate to work engagement – a state that may permeate into the sports domain and relate to positive sports outcomes. We conducted a diary study among 170 working recreational runners (598 measurement occasions). Within a three-week period, participants completed two surveys on days they worked and ran after work. Survey 1, completed at the end of the workday, covering proactive work behavior and work engagement, and survey 2, completed after running and covering running performance. The results of multilevel structural equation modeling indicated that on days employees showed more proactive behavior, they also reported higher work engagement. In turn, on days they reported higher work engagement, they recorded a steadier running pace. We discuss how these findings support the phenomenon of work-to-sports spillover and contribute to the current understanding of the interplay between work and sports.
... However, positive reflection has a weak positive effect on "work-life" conflicts, but does not affect the work efficiency activities (Cardador, 2014). German researchers found that positive reflection is a variable moderator of the cognitive enrichment between work-related and non-work-related experience (Daniel & Sonnentag, 2014). Dutch psychologists established that reflection in employees correlates with self-efficacy, but is not a mediator for emotional exhaustion and job satisfaction (Seggelen-Damen & Dam, 2016). ...
... The findings of another study, whereas, shows that increased concern of female supervisors' work and family roles could influence them positively to initiate family-friendly work culture (Chen & Powell, 2012). Daniel and Sonnentag (2014), moreover, reported that perceived WFC profoundly affects positively to promote a worklife friendly working environment. Similar findings were found in East Asian perspective that women executives used to give more focus on creating a supportive work environment to negotiating household works (Kim, 2013). ...
The study examined the factors that underlie the link between female leader's behavior and family-friendly work culture in the banking industry in Bangladesh. This study is underpinned by the Conservation of Resource (COR) theory. We applied a quantitative approach to analyze data of useable 185 questionnaires collected through questionnaire surveys from female managers or leaders selected randomly in various commercial banks in Bangladesh. The findings revealed a significant effect of transformational leadership (inspiration motivation), perceived organizational support, and social identification on work-life culture of banks, while, our results revealed an insignificant effect of transformational skills (Idealized Influence) and work-family conflict on work-life culture. Findings of this study might help managers and leaders of the organizations to get a comprehensive insight about issues to be considered and nurtured in creating an accommodative work setting. The results could also provide specific suggestions formulating relevant guidelines to facilitate a supportive work environment in a critical service industry like banking. The study is expected to make a significant contribution in the field of work-family literature in developing economy perspective like Bangladesh. The study discusses the implications for theory and practice, as well as future research directions.
... Especially, both work-related and everyday life ICT skill usage is positively related to PSTRE in Japan and Korea. This result provides supporting evidence for the enrichment theory in terms of the work-life domain in vocational psychology [43][44][45][46] and the use-it-or-lose-it theory [36][37][38] Second, we found that participation in training was not significantly related to PSTRE. These results might be attributed to the participation rate in formal and nonformal training. ...
This study conducts an analysis about the impact of basic background, cultural capital, skill use, and participation in training on employees’ problem-solving proficiency in Japan and Korea based on data from the Programme for the International Assessment of Adult Competencies Survey (PIAAC). This research compared four clusters (basic background, cultural capital, participation in training, skill usage) to determine the factors affecting problem-solving skills in technology-rich environments (PSTRE) in Japan and Korea. In addition, we examined whether aging moderate the relationship between skill usage and participation in training and PSTRE. The finding shows that PSTRE is associated with the basic background, cultural capital, and skill usage. Moreover, the interaction effect between the use of skill at home and age is statistically significant in Japan. Our results provide new insights for vocational psychology and work-life research in the context of employers, employees, as well as policymakers.
... This interval appeared long enough to avoid artifactual covariance of our predictor and criterion variables (Podsakoff et al., 2003) and allows the study variables to vary. But still, the interval is short enough to avoid serious sample attrition (Daniel and Sonnentag, 2014) and limits the influence of staffing decisions on team configurations. While the first questionnaire required approximately 30 min, the length of the follow-up questionnaire decreased to 15 min. ...
Diversity and psychological health issues at the workplace are pressing issues in today's organizations. However, research linking two fields is scant. To bridge this gap, drawing from team faultline research, social categorization theory, and the job-demands resources model, we propose that perceiving one's team as fragmented into subgroups increases strain. We further argue that this relationship is mediated by task conflict and relationship conflict and that it is moderated by psychological empowerment and task interdependence. Multilevel structural equation models on a two-wave sample consisting of 536 participants from 107 work teams across various industries and work contexts partially supported the hypotheses: task conflict did indeed mediate the positive relationships between perceived subgroups and emotional exhaustion while relationship conflict did not; effects on stress symptoms were absent. Moreover, contrary to our expectations, neither empowerment, nor task interdependence moderated the mediation. Results indicate that team diversity can constitute a job demand that can affect psychological health. Focusing on the mediating role of task conflict, we offer a preliminary process model to guide future research at the crossroads of diversity and psychological health at work.
... Siu et al. (2010) found that work engagement, defined as individuals with vigor, energy and a happy mood at work, can be directly transferred to family life. Moreover, Culbertson et al. (2012) and Daniel and Sonnentag (2014) reported that work engagement impacts work-family enrichment by transmitting a positive affect. Therefore, this study hypothesizes as follows: ...
Although researchers have confirmed the relationship between positive leadership styles and work–family enrichment, benevolent leadership has received little attention. Drawing from the concept of mood contagion, this study explores the underlying mechanism between benevolent leadership and work–family enrichment. Using a survey of 459 employees, across 36 supervisors and their work groups, and multilevel structural equation modeling, this study revealed that benevolent leadership is positively associated with work–family enrichment via cross‐level paths. The results indicated that benevolent leadership is associated with positive group affective tone, which further predicts subordinates’ work–family enrichment. Moreover, work engagement mediates the relationship between positive group affective tone and work–family enrichment. Theoretical and practical implications are discussed.
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... They may try to turn perseverative thinking into reflection on the positive aspects of their work (cf. Daniel and Sonnentag, 2014). Such positive reflection might allow reappraisal of stressful work situations, potentially leading to stress reduction (Lazarus, 1991). ...
Although entrepreneurs are said to have extremely stressful work, how they may be able to maintain their well-being in light of this is only poorly understood. Newly integrating the challenge-hindrance stressor framework with the stressor-detachment model of recovery from work stress, we investigate how specific challenge and hindrance stressors—cognitive and emotional demands—impact entrepreneurs' well-being by influencing their ability to detach and recover from work stress. Our diary study yielded 386 day-pair data points from 55 entrepreneurs. Challenge and hindrance stressors inhibited psychological detachment from work in the evening through increasing problem-solving pondering and work-related affective rumination, which diminished entrepreneurs' well-being the next morning. These effects are robust to alternative explanations (e.g., objectively measured sleep efficiency) and differ from relationships observed across entrepreneurs. Our findings elucidate the nature of stressors and the micro-foundational mechanisms of stress and recovery.
... Given the nature of this study looking at changes in employee job performance, a gap of 3 to 12 months has been suggested (Taris & Kompier, 2014). For example, a study by Daniel and Sonnentag (2014) adopted a 3-month gap when studying the relationship between engagement and work-life balance, indicating that to observe a cause-and-effect relationship, time is needed for the effect to happen. ...
With a leader being able to possess different types of leadership styles, there is a lack of literature investigating which leadership style best facilitates supervisory coaching behavior. The current study aimed to investigate which leadership style would exhibit supervisory coaching behavior, and if supervisory coaching behavior would mediate the relationship between leadership styles and job performance. The study compared the effects of three leadership styles—transformational, transactional, and empowering leadership—on supervisory coaching behavior, which has been reported to influence job performance. A multilevel approach was adopted in this study using 500 employees from 65 organizations within Malaysia. The study found that only empowering and transactional leadership styles exhibited supervisory coaching behavior, which in turn mediated their relationships with job performance. Overall, the findings suggest the importance of leadership styles that prioritize employee development, as these would lead to improved job performance in employees.
... For example, McNall et al. (2015) found that human service employees high in positive affectivity were more likely to experience both directions of enrichment. Daniel and Sonnentag (2014) found that positive affect mediated the relationship between work engagement and WLE among German employees. ...
As evidence accumulates about the link between mindfulness and well-being, organizational scholars have begun to ask how and why mindfulness results in positive change among employees. Drawing on Conservation of Resources Theory and Work-Family Enrichment Theory, we explored the underlying mechanisms that may explain the relationship between mindfulness and work outcomes. Using a community-based sample of 117 employed adults, we found evidence for a serial multiple mediation model of positive affectivity and work-life enrichment in the relationship between mindfulness and work outcomes (i.e., job satisfaction, emotional exhaustion, turnover intentions). These results lend initial support for mindfulness as a psychological resource that helps employees accrue more positive work outcomes through higher positive affectivity and work-life enrichment. Practically speaking, this research suggests that mindful employees may be better equipped at leveraging positive affect, work-life enrichment, and work outcomes. As such, organizations may want to consider offering mindfulness interventions as one possible avenue for boosting employee resources.
... Evans and Bartolome (1984) find that managers with positive feelings at work bring them home, which facilitates their active participation in family activities. Positive affect and job satisfaction are also reported to increase employees' work-to-family or work-to-life enrichment (Daniel & Sonnentag, 2014;Siu et al., 2015). ...
Idiosyncratic deals (i‐deals), which involve personalised work arrangements negotiated between employees and their managers, offer a promising approach to accommodating the demands of a diverse workforce. In contrast with the traditional social exchange theory perspective, we integrate the theories of person–environment fit and self‐efficacy to examine the effect of flexibility i‐deals on both work‐to‐family conflict and enrichment. We specifically consider two mediating mechanisms: needs–supplies (N‐S) fit and family‐role efficacy. Results from two Chinese samples reveal that supervisor‐rated flexibility i‐deals relate positively with employees' family‐role efficacy and N‐S fit. These, in turn, relate to work‐to‐family conflict negatively and to work‐to‐family enrichment positively. Monte Carlo bootstrapping analyses confirm the indirect effects of N‐S fit and family‐role efficacy. By using an alternative theoretical perspective, we add to our understanding of the mechanisms underlying the i‐deals effect. This study expands existing i‐deals research to an empirically underrepresented area: work–family enrichment. Our findings also confirm the work–family benefits of i‐deals and strengthen managers' confidence regarding the merits of implementing i‐deals in the workplace.
... In this way, it is possible to identify literature referring to facilitation (Hill et al., 2007), enrichment (Greenhaus & Powell, 2006), enhancement (Sieber, 1974), positive spillover (Crouter, 1984), and integration (Bailyn, Drago & Kochan, 2001;Bailyn & Harrington, 2010). Greenhaus and Powell's model of work-family enrichment constitutes one of the main examples of how in the past decades there has been a shift in work-family research towards studying its positive consequences instead of focusing only on the negative ones (Daniel & Sonnentag, 2014). In addition to the negative and positive paradigms, the socalled integrative paradigm of the work-family relationship refers to a balance-oriented paradigm (frequently known as Work Life-Balance [WLB] in English; Vithanage & Arachchige, 2017). ...
The relationship between work and personal life has individual, organizational and social implications. Besides the negative and positive paradigms, the concept of Work-Life Balance offers an integrative perspective regarding the way these dimensions relate.
... This is consistent with the work-home resources model (ten Brummelhuis & Bakker, 2012) and COR theory (Hobfoll et al., 2018) in the way in which the availability of personal resources (e.g., positive affect) can promote the accumulation of other resources (e.g., knowledge), which, in turn, support functioning and goal attainment in other life roles. In addition, Daniel and Sonnentag (2014) found that positive affect predicted work-nonwork enrichment on a daily level. Moreover, the meta-analysis by Lapierre, Li, Shao, and DiRenzo (2016) showed that positive affectivity is positively related to work-family enrichment. ...
Having a calling has been linked to various positive outcomes, but the potential negative effects of having a calling have not yet received comparable attention. Moreover, research thus far has neglected to examine how callings affect the work–nonwork interface. Based on the work–home resources model, and work–family enrichment theory, we presumed that having a calling can increase as well as deplete personal resources at work, which, in turn, promote work–nonwork enrichment and conflict among older workers. We investigated these assumptions among 599 employees, aged between 50 and 60 years, by examining within-individual changes in presence of calling, positive affect at work, workaholism, work–nonwork enrichment, and work–nonwork conflict over a period of one year, with two measurement points. Results indicated that an increase in the presence of a calling was positively related to increased levels of positive affect at work, which, in turn, was positively related to increased work–nonwork enrichment. However, an increase in the presence of a calling was also positively related to increased workaholism, which was positively related to increased work–nonwork conflict. The findings suggest that having a calling is meaningfully related to the work–nonwork interface among older workers in both positive and negative ways.
... This is consistent with the work-home resources model (ten Brummelhuis & Bakker, 2012) and COR theory (Hobfoll et al., 2018) in the way in which the availability of personal resources (e.g., positive affect) can promote the accumulation of other resources (e.g., knowledge), which, in turn, support functioning and goal attainment in other life roles. In addition, Daniel and Sonnentag (2014) found that positive affect predicted work-nonwork enrichment on a daily level. Moreover, the meta-analysis by Lapierre, Li, Shao, and DiRenzo (2016) showed that positive affectivity is positively related to work-family enrichment. ...
Having a calling has been linked to various positive outcomes, but the potential negative effects of having a calling have not yet received comparable attention. Moreover, research thus far has neglected to examine how callings affect the work–nonwork interface. Based on the work–home resources model, and work–family enrichment theory, we presumed that having a calling can increase as well as deplete personal resources at work, which, in turn, promote work–nonwork enrichment and conflict among older workers. We investigated these assumptions among 599 employees, aged between 50 and 60 years, by examining within-individual changes in presence of calling, positive affect at work, workaholism, work–nonwork enrichment, and work–nonwork conflict over a period of one year, with two measurement points. Results indicated that an increase in the presence of a calling was positively related to increased levels of positive affect at work, which, in turn, was positively related to increased work–nonwork enrichment. However, an increase in the presence of a calling was also positively related to increased workaholism, which was positively related to increased work–nonwork conflict. The findings suggest that having a calling is meaningfully related to the work–nonwork interface among older workers in both positive and negative ways.
... We examined growth across all six-time points for our mediators and growth from Time 2 to Time 6 for our outcome variables. In doing so, we follow best practices to temporally separate predictors and outcomes (e.g., Daniel & Sonnentag, 2014), as changes in our mediators are theorized to occur before changes in our outcome variables. We used the Huber-White sandwich estimator to take into account the nested nature of the data (men and women nested within couples; Heck & Thomas, 2015;Huber, 1967;White, 1982). ...
In light of recent research suggesting mothers are more likely to withdraw from work than fathers are, we assess the relative contributions of popular "pushed-out" and "opting-out" perspectives over the course of their pregnancies. As pregnancy is a pivotal time for the reevaluation of work and life roles, we investigate the degree to which gender differences in changes in turnover intentions and intentions to return to the workforce are explained by changes in perceived career encouragement from organizational members (a pushed-out factor), as well as changes in the employees' own career motivation (an opting-out factor), throughout pregnancy. We also examine the relationships between these pushed-out and opting-out variables over time. Using latent growth modeling, we find support for the notion that women's perceptions of being pushed out may lead to women's opting out of their organizations. We find that gender (being female) indirectly relates to an increase in turnover intentions and a decrease in career motivation throughout pregnancy, as explained by decreases in perceptions of career encouragement (for women) at work. Theoretical and practical implications of these findings are discussed.
... This finding is consistent with the framework of positive psychology that discusses positive conditions and processes that contribute to one's optimal functioning (Binnewies et al., 2009;Gable & Haidt, 2005;Seligman & Csikszentmihalyi, 2000). Capitalizing on positive work reflection as a positive appraisal of work experience could serve as activating cognitive behaviors that help to build personal and social resources to benefit employees (Daniel & Sonnentag, 2014). The resources were found to help to buffer the negative effect of affective variability on emotional exhaustion in this study. ...
Hospitality employees inevitably face emotional exhaustion when performing their jobs. The purpose of this study was to investigate dispositional antecedents of hospitality employees’ emotional exhaustion, including self-instability, pessimism, and affect variability, and how employees’ affect variability mediates the relations between self-instability and pessimism and emotional exhaustion. In addition, we explored the moderating role of positive work reflection on the relation between affect variability and emotional exhaustion. A total of 224 frontline employees in 18 four- and five-star hotels in Ecuador responded to surveys about their emotions and work lives. The findings suggest that (a) emotional exhaustion was influenced by affect variability, (b) affect variability mediated the relations between self-instability and pessimism and emotional exhaustion, and (c) the relation between affect variability and emotional exhaustion was weakened by positive work reflection. The results highlight the importance of potential low-cost and easily trainable interventions that could help in attenuating the negative effects of highly variable emotions and the resulting exhaustion that are prevalent in the hospitality industry. This research is among the first to examine the dispositional antecedents of emotional exhaustion, and the first to highlight the role of positive work reflection as a moderating variable that can buffer the negative effect of affect variability on emotional exhaustion.
... In a study about vacations experiences, positive work reflection during vacations resulted in short-term benefit on disengagement, but had no effect on health complaints and exhaustion (Fritz & Sonnentag, 2006). In a longitudinal study with a time lag of three months, Daniel and Sonnentag (2014) found positive effects of positive work reflection on work-family enrichment. ...
Learning agility has been identified as one of the most important 21st century skills for sustainable careers. In recent years, research findings on reflection and feedback-seeking behavior, two closely related behavioral strategies driving learning agility have quickly accumulated. We summarize our current knowledge on these two agile learning strategies, identify ways how organizations can support them and explain how they work as two sides of the same coin. Our review shows that both reflection and feedback-seeking behavior are instrumental in enhancing learning, performance, adaptability, and well-being. However, to fully benefit from their potential, we need to better understand how these two strategies work in concert. To this end, we provide a model that may help integrate reflection and feedback-seeking behavior research in the future.
... For example, Quoidbach, Berry, Hansenne, and Mikolajczak (2010) found that positive rumination promoted the experience of positive affect. Also, in the context of positive work events, positive work reflection as a way of positively appraising and rethinking positive work events during non-work time (Fritz & Sonnentag, 2006) has been shown to enable the spillover of positive affective experiences from the work to the non-work domain, thereby facilitating the endurance of positive affective experiences (Daniel & Sonnentag, 2014;Sonnentag & Grant, 2012). In a similar vein, Bono et al. (2013) hypothesized that reflecting on positive work experiences can prolong the positive effects of positive work events such as positive feedback received at work. ...
This diary study examines the role of day-specific transformational leadership for followers’ personal initiative. Building on Affective Events Theory, we proposed a direct effect of day-specific transformational leadership on followers’ personal initiative on the same day. Furthermore, we took a closer look at lagged effects of day-specific transformational leadership. More specifically, we hypothesized that positive effects of one day’s transformational leadership can endure until the next day for followers who apply beneficial emotion regulation strategies. We conducted a diary study over five consecutive working days among 97 employees. Two-level hierarchical linear modelling supported our hypotheses. As expected, day-specific transformational leadership positively predicted followers’ personal initiative on the same day. Furthermore, concerning the association between day-specific transformational leadership and followers’ personal initiative on the following day, there was a positive relation for followers applying beneficial emotion regulation strategies in terms of high cognitive reappraisal and low expressive suppression, respectively.
... Women were experiencing work-family enrichment, as achievement at work was improving 'the quality of life' in family (Greenhaus & Powell, 2006, p. 72). This view was corroborated through Daniel and Sonnentag's (2014) study showing that both positive work experience and positive work reflection (in leisure) are related to enrichment in private lives. The coresearchers felt empowered at work, which allowed them to gain control of their personal lives and eventually leave their abusive relationships. ...
Because middle-class women do not report intimate partner violence (IPV) due to social stigma, few interventions address their problems. In addition, there is a dearth of literature on the role of paid work in middle-class women’s lives, as prior studies have focused on several ways IPV hinders women’s work and job performance. This hermeneutic phenomenology study reveals that 10 middle-class women did not consciously enter into an empowerment process at work but experienced empowerment while performing job responsibilities. The paper explores how women contrast their IPV relationships with their work, in which they have access to resources, experience success, rediscover a sense of self and eventually make changes in their personal lives. Most importantly, this study argues that work plays a critical role in enabling these women to embark on the process of empowerment. Recognizing the interdependent nature of and positive spillover from work to personal issues can enable human resources practitioners and social workers to implement interventions with far-reaching benefits. Organizations need to increasingly focus on enabling a work culture that fosters empowerment, which has powerful social implications.
... On ships, the off-watch physical and psychosocial environments will need to be considered as important influences on fatigue (Sonnentag & Fritz, 2007). While managers may hesitate to engage operators in a dialogue about their free time, research on well-being provides legitimate ways in which they can approach the influence of non-work time on fatigue at work (Daniel & Sonnentag, 2014;Fritz, Sonnentag, Spector, & McInroe, 2010;Oerlemans, Bakker, & Demerouti, 2014). Participative schedule redesign may help increase awareness about the importance of free-time activity on fatigue at work (Nielsen, Nielsen, Munk-Madsen, & Hartmann-Petersen, 2010). ...
Human fatigue continues to threaten safe transport. There are claims that employers of operators should do more to mitigate the risks, and several regulators are promoting fatigue-risk management in the context of safety management systems (SMS). The current paper reviews fatigue-related risk and exposure factors and control measures for operators of land- and sea-based transport forms. Our review identifies 13 types of measures for the monitoring or control of fatigue risks: optimal staffing; optimal schedule design; optimisation of breaks/naps; monitoring of actual hours worked; optimisation of work content; monitoring and feedback of actual sleep; health screening and treatment; promotion of recovery from work; fitness-for-duty testing; monitoring of fatigue symptoms while operating; control of fatigue while operating; performance monitoring and assistance; and fatigue-proofing. We also identify two systemic measures needed to anchor risk mitigation in SMS: organisational learning and training/other. By structuring monitoring and control measures along Dawson and McCulloch’s [Managing fatigue: It’s about sleep. Sleep Medicine Reviews, 9(5), 365–380] fatigue-risk trajectory, a framework is obtained that acts as a guide for fatigue-risk management by transport employers. To inform transport managers further, evaluations are needed of the effectiveness of individual control measures as well as whole fatigue-risk management interventions.
... Similarly, Daniel and Sonnentag (2014) show that work resources (i.e., work engagement) relate to work-to-life enrichment, having an impact beyond the family, through instrumental and affective pathways, as suggested by the interrole enrichment perspective. Our second hypothesis is as follows. ...
Drawing on the work–home resources (W-HR) model and conservation of resources (COR) theory, in this study we explore how flexibility i-deals relate to employees’ work performance through their family performance. In line with the W-HR model, we introduce two contextual conditions to explain when our proposed associations may unfold. One is a facilitator: perceived organizational support (POS); and the other is a stressor: perceived hindering work demands. The results of a matched sample of employees and their supervisors working in two companies in El Salvador support our hypotheses. Our findings show that the benefits of flexibility i-deals to the work domain (i.e., work performance) extend only through the family domain (i.e., family performance). Our findings also emphasize that flexibility i-deals do not unfold in a dyadic vacuum: For employee who perceive organizational support to be higher, the association between flexibility i-deals and family performance is stronger, while for employees who perceive hindering work demands to be lower, the association between family performance and employee work performance is also stronger. We contribute to i-deals research by a) exploring a relevant mechanism through which flexibility i-deals influence work performance; b) integrating the role of social context to emphasize the social aspects of i-deals; and c) enriching the i-deals literature by introducing a resource perspective.
... This is supported, for example, by a study by Siu and colleagues (2015) showing enrichment between work and family domains, which demonstrates that work resources (e.g., supervisor support) relate positively to work-to-family enrichment. Similarly, Daniel and Sonnentag (2014) show that work resources (i.e., work engagement) relate to work-to-life enrichment, having an impact beyond the family, through instrumental and affective pathways, as suggested by the inter-role enrichment perspective. Our second hypothesis is: ...
Drawing on the work–home resources (W-HR) model and conservation of resources (COR) theory, in this study we explore how flexibility ideals relate to employees' work performance through their family performance. In line with the W-HR model, we introduce two contextual conditions to explain when our proposed associations may unfold. One is a facilitator: perceived organizational support (POS); and the other is a stressor: perceived hindering work demands. The results of a matched sample of employees and their supervisors working in two companies in El Salvador support our hypotheses. Our findings show that the benefits of flexibility ideals to the work domain (i.e., work performance) extend only through the family domain (i.e., family performance). Our findings also emphasize that flexibility ideals do not unfold in a dyadic vacuum: For employee who perceive organizational support to be higher, the association between flexibility ideals and family performance is stronger, while for employees who perceive hindering work demands to be lower, the association between family performance and employee work performance is also stronger. We contribute to ideals research by a) exploring a relevant mechanism through which flexibility ideals influence work performance; b) integrating the role of social context to emphasize the social aspects of ideals ; and c) enriching the ideals literature by introducing a resource perspective.
... Over the past two decades, many researchers have attempted to discover antecedents, mediators, moderators and outcomes of work-family conflict irrespective of people's gender or marital status (Eby, Casper, Lockwood, Bordeaux, and Brinley, 2005). Further, contemporary studies in this area have moved away from the traditional perspectives on work-family conflict to the concept of work-life conflict, which focuses on other life domains than family and work alone (Fisher, Bulger, and Smith, 2009;Hecht and McCarthy, 2010;Keeney, Boyd, Sinha, Westring, and Ryan, 2013;and Daniel and Sonnentag, 2014). ...
In the recent past, work-life issues have become an important topic in the field of work and organizational psychology, as balancing work and other life demands has become a major challenge for employees. Even though it is frequently referred to as “work-life balance”, many of the studies in this area have not given any focus to non-work areas beyond family life. The current study goes beyond the traditional domain of “work-family conflict” through investigating the potential impact of personality traits on “work-life conflict”.Data was collected from 206 working individuals from European and Asian countries about their personality and how their work demands conflict with the
demands of eight non-work life domains (family, health, household
management, education, romantic relationships, community involvements, friends and leisure activities). Correlation and regression analysis revealed neuroticism as the most predictive personality factor of work-life conflict.Additionally, conscientiousness showed a significant bivariate relationship with all forms of work-life conflict. The results of this study also suggest that the relationship between personality and work-life conflict differs in different geographic regions. Practical implications of these findings for work-life balance policies are discussed with suggestions for future research.
Answering calls to further explore the role of cognition in the work‐family interface, this study examines the cognitive work‐family spillover of satisfaction. Moreover, to date, theories have proposed identical effects and moderators for the work‐to‐family and the family‐to‐work directions of spillover, an assumption termed the bidirectional parallelism thesis, which we will test. The objective of this study is therefore to examine work‐family boundary strength and domain identity salience as moderators of the spillover of satisfaction from work to family and from family to work. First, while the literature has mostly focused on the positive consequences of boundary strength, we draw on boundary theory to posit that boundary strength of the receiving domain limits satisfaction spillover. Second, in accordance with the enactment effect derived from boundary theory, we argue that spillover originates more strongly from domains that are salient in one's identity. To test these hypotheses, 2637 Canadian workers participated in a two‐wave study. Structural equation modelling analyses showed that job satisfaction had a lagged relationship with family satisfaction irrespective of the levels of home boundary strength and work identity salience. Inversely, family satisfaction had a significant lagged relationship with job satisfaction only when work boundary strength was low or when family identity salience was high. This study contributes to work‐family theories by extending their propositions to satisfaction as a cognitive component of subjective well‐being, as well as testing its spillover in a time frame consistent with the greater stability of cognitive evaluations.
This study relied on person-centered analyses to improve our understanding of how the four components of the work-family interface (i.e., work-to-family conflict, family-to-work conflict, work-to-family enrichment, and family-to-work enrichment) combine within specific profiles of employees. We also documented the stability of these profiles over time and their associations with theoretically-relevant predictors and outcomes. Finally, we examined whether these associations differed as a function of working remotely or onsite. A sample of 432 workers (152 working onsite and 280 working remotely) from the United States and the United Kingdom was recruited online and completed a questionnaire twice over a three-month period. Six profiles were identified and found to be moderately to highly stable over time: High Conflict, High Enrichment, Low Conflict and Low Enrichment, Low Conflict and High Enrichment, Low Conflict and Very High Enrichment, and Very Low Conflict. These profiles differed from one another in relation to work engagement, work-family balance satisfaction, work and family performance, and work and family authenticity, suggesting that the presence or absence of conflict between the work and home domains might be key in predicting workers' functioning. Harmonious passion for work predicted membership into the most desirable profiles, whereas obsessive passion, work centrality, and job demands had mixed effects on profile membership. Working onsite acted as a buffer against the detrimental effects of hindrance demands, while bolstering the benefits of challenge demands. Conversely, working remotely acted as a double-edged sword, maximizing the benefits of challenge demands and the risks of hindrance demands.
Purpose
The purpose of this study is to provide an integrative review of work–family enrichment literature.
Design/methodology/approach
The study is based upon 206 peer-reviewed papers derived from systematic search in the Scopus database. The review ascertains its relevance by analyzing the publication trends, research designs, data analysis techniques, sample characteristics, measures and findings of selected articles.
Findings
The study notes a rising trend of publication activity in the Asian region on this topic. Empirical research using regression is the most popular research design in this field. Most of the research studies have targeted samples based on family type and/or gender. The majority of the studies include directionality to measure work–family enrichment. Notably, work-related antecedents and consequences have received the most attention from the research community. Crossover models have concentrated on spousal dyad samples.
Originality/value
As per the authors' knowledge, the study is a primary attempt to integrate the extant literature on this subject. Additionally, the study presents the gender role ideology as a potential moderator and provides future research directions along with managerial implications.
Many employees think about their work during off-job time. Scholars have suggested that whether work-related thoughts during off-job time have detrimental or beneficial effects on employees’ well-being and performance depends on the nature of these thoughts. In this study with dual-earner couples we examined whether employees’ positive and negative work reflection during off-job time are associated with their own and with their partners’ work engagement and exhaustion. Furthermore, we investigated whether (a) living with children and (b) being work-linked (i.e. working in the same organisation and/or working in the same profession) moderated these relations. Both partners of 130 German heterosexual dual-earner couples responded to online questionnaires. We estimated multilevel analyses using the actor–partner interdependence model to analyse our dyadic data. We found positive associations between employees’ positive work reflection and both their own and their partners’ work engagement. Employees’ positive work reflection was also associated with their decreased exhaustion. Employees’ negative work reflection was negatively associated with their own work engagement and positively associated with their own exhaustion but unrelated to their partners’ outcomes. Moderator analyses revealed that living with children weakened the link between employees’ positive work reflection and their own work engagement and strengthened the link between their negative work reflection and exhaustion. The presence of couples’ work-linkage did not moderate any of these relations. This study builds on previous research by showing that employees’ positive work-related thinking is not only beneficial to themselves but also to their partners. Furthermore, the results suggest that living with children constitutes an additional demand that reduces the motivational effects of positive work reflection and amplifies the detrimental effects of employees’ negative work reflection.
O presente estudo pretendeu analisar de que forma o enriquecimento trabalho-família afecta a saúde dos professores numa base diária. Baseando-nos na teoria da conservação dos recursos (Hobfoll, 1989, 2002) hipotetizámos que o nível diário de enriquecimento trabalho-família (ETF) sentido aumentaria os recursos do indivíduo, nomeadamente a perceção que este tem da sua autoeficácia, o que, por sua vez, afetaria positivamente a sua saúde. Os 66 professores que participaram no estudo preencheram questionários durante 8 dias de trabalho consecutivos, resultando num total de 528 observações. Os resultados evidenciaram que nos dias em que os professores consideram que o seu trabalho enriquece o papel que desempenham na sua família, reportam um menor número de sintomas somáticos. Os resultados mostraram ainda que o efeito do ETF na saúde é parcialmente explicado pelo aumento da perceção de autoeficácia do indivíduo. As limitações do estudo, sugestões para pesquisas futuras, e implicações dos resultados são discutidas.
The purpose of this study was to meta-analytically test a novel theoretical model examining a dual stressor and dual process model relating demands in the work domain to outcomes in the nonwork domain. The foundation for this model rested upon the challenge-hindrance framework and the role depletion and role enhancement perspectives derived from role theory as applied to the work-nonwork interface. The results show mixed support for the proposed model. In line with the challenge-hindrance framework the effects of challenge stressors were less detrimental than hindrance stressors. However, contrary to what has been reported for work domain outcomes, the net effect of both challenges and hindrances on nonwork domain outcomes was negative. Theoretical and practical implications of these findings are discussed.
This research investigates the simple and conditional indirect effects of emotional and instrumental family related social support from coworkers on relationship and task family performance. Work to family enrichment is incorporated as mediator and family role salience as the conditional moderator. Primary data were collected through the Likert type of survey questionnaire from the employees working in banking sector of Pakistan (N = 401). It was found that emotional and instrumental family related social support from coworkers have significant effect on relationship and task family performance. Further, the effect of emotional support were more on relationship and the effect of instrumental were more on task family performance. Work to family enrichment was found as mediator in the relationship between social support types and family performance types. Family role salience was found as the conditional moderator in the indirect relationship between both types of social support and both types of family performance. This study will help managerial practitioners and researchers to understand the direct and conditional indirect effects of two specific types of social support (i.e., emotional and instrumental) on two specific types of family performance (i.e., relationship and task). © 2018 Springer Nature B.V. and The International Society for Quality-of-Life Studies (ISQOLS)
In work-family interface research, the shift from a conflict perspective to an enrichment perspective has resulted in a growing interest in the consequences of the work-family enrichment. Based on the framework put forth by Greenhaus and Powell (2006), we examined the consequences of work-family enrichment by using meta-analysis. Based on an analysis of 67 studies with 69 independent samples (N = 96,417), results generally support the expected relationships across the four categories of consequences of work-family enrichment, including affective consequences, resource consequences, performance consequences, and general well-being. In addition, results showed work-family enrichment has stronger effects on within-domain consequences than cross-domain consequences. Three types of theoretically grounded moderators, including sample demographic characteristics, national culture, and the type of enrichment construct, partially explained between-study variance in these effects. Theoretical and practical implications are discussed.
The lives of women and men, the relationships that they establish, and their work have changed dramatically in the past 50 years, but the dominant theories driving research in these areas have not. In this article, the authors argue that the facts underlying the assumptions of the classical theories of gender and multiple roles have changed so radically as to make the theories obsolete. Moreover, a large body of empirical data fails to support the predictions flowing from these theories. Yet the development of new theory for guiding research and clinical practice has not kept pace. The authors attempt to fill this theoretical gap by reviewing the research literature and articulating an expansionist theory of gender, work, and family that includes four empirically derived and empirically testable principles better matched to today's realities.
Sociologists generally invoke a natural "scarcity" approach to human energy, stressing the overdemanding nature of multiple roles. In contrast, a seldom used "expansion" approach provides an energy-creation theory of multiple roles rather than a "spending" or "drain" theory. Empirical literature only partially supports the scarcity approach view that multiple roles inevitably create "strain." Moreover, human physiology implies that human activity produces as well as consumes energy. We need a comprehensive theory that explains both the scarcity and the abundance phenomenology of energy. Such a theory requires careful analytical distinctions between time, energy, and commitments. It is argued that particular types of commitment systems are responsible for whether or not strain will occur. A theory of scarcity excuses explains how strain or overload is generally rooted in one such system. Scarcity excuses get implicit support from scarcity theories, and a sociology of these theories suggests their ideological basis.
Researchers studying work—family conflict, and to a lesser extent work—family enrichment, have often relied on Frone, Russell, and Cooper’s domain specificity model to explain the relationships between bidirectional work—family interactions and family and job satisfaction. However, in more recent times, theorists have proposed an alternative model, the source attribution perspective, which predicts a different pattern of relationships. Using meta-analytic path analysis, the present study compared competing hypotheses to examine the relative merits of each theory for both positive and negative work—family interactions. The results universally supported the less popular source attribution perspective. The moderating role of gender in the pattern of relationships was also considered.
This study develops a model of engagement in the multiple roles of work and family. I examine two competing arguments about the effects of engaging in multiple roles, depletion and enrichment, and integrate them by identifying the type of emotional response to a role, negative or positive, as a critical contrasting assumption held by these two perspectives. Moreover, I represent depletion and enrichment as complex multistep processes that include multiple constructs, such as engagement and emotion. This study jointly examines both the depleting and enriching processes that link engagement in one role to engagement in another, using structural equation modeling. Findings from a survey of 790 employees reveal evidence for both depletion and enrichment as well as gender differences. Specifically, depletion existed only for women and only in the work-to-family direction. Men experienced enrichment from work to family, while women experienced enrichment from family to work. Overall, more linkages were found between work and family for women than for men.
Purpose
– The purpose of this paper is to examine the relationship of schedule flexibility with performance and satisfaction in the work and family domains, and whether these associations are mediated by the work‐family interface. Possible gender differences in the putative benefits of schedule flexibility are also to be explored.
Design/methodology/approach
– Using a sample of 607 full‐time employees in either schedule flexibility or traditional working arrangements the authors tested a moderated‐mediation model. Regression was used to test the mediation of work‐family and the moderation of gender to the schedule flexibility to work‐family path.
Findings
– Both work‐to‐family conflict and work‐to‐family enrichment are mediating mechanisms in the relationship of schedule flexibility with outcomes. More specifically, full mediation was found for job satisfaction and family performance for both enrichment and conflict while partial mediation was found for family satisfaction with enrichment only and mediation was not supported for job performance. Finally, gender moderated the schedule flexibility to work‐family conflict relationship such that women benefited more from flexible working arrangements than men.
Originality/value
– The paper adds value by examining a mediation mechanism in the schedule flexibility with the outcome relationship of the work‐family interface. It also adds value by including work‐family enrichment which is a key variable but has little research. Finally, it adds value by demonstrating that schedule flexibility plays a stronger role for women than men regarding the work‐family interface.
This article reports on the development of a short questionnaire to measure work engagement—a positive work-related state of fulfillment that is characterized by vigor, dedication, and absorption. Data were collected in 10 different countries (N = 14,521), and results indicated that the original 17-item Utrecht Work Engagement Scale (UWES) can be shortened to 9 items (UWES-9). The factorial validity of the UWES-9 was demonstrated using confirmatory factor analyses, and the three scale scores have good internal consistency and test-retest reliability. Furthermore, a two-factor model with a reduced Burnout factor (including exhaustion and cynicism) and an expanded Engagement factor (including vigor, dedication, absorption, and professional efficacy) fit best to the data. These results confirm that work engagement may be conceived as the positive antipode of burnout. It is concluded that the UWES-9 scores has acceptable psychometric properties and that the instrument can be used in studies on positive organizational behavior.
The longitudinal, multisource, multimethod study presented herein examines the role of employees' work-family integration in the spillover of daily job satisfaction onto daily marital satisfaction and affective states experienced by employees at home. The spillover linkages are modeled at the within-individual level, and results support the main effects of daily job satisfaction on daily marital satisfaction and affect at home, as well as the moderating effect of work-family integration on the strength of the within-individual spillover effects on home affect. That is, employees with highly integrated work and family roles exhibited stronger intraindividual spillover effects on positive and negative affect at home.
We define work-family enrichment as the extent to which experiences in one role improve the quality of life in the other role. In this article we propose a theoretical model of work-family enrichment and offer a series of research propositions that reflect two paths to enrichment: an instrumental path and an affective path. We then examine the implications of the model for future research on the work-family enrichment process.
This study demonstrates how the interaction between an individual's work-home segmentation preference and the perceived segmentation provided by the workplace affects work-home conflict (WHC), stress, and job satisfaction. Using a person-environment (P-E) fit theoretical base and methodology, data from 325 employees in a wide variety of occupations and organizations illustrate significant fit effects on these outcomes. Results from polynomial regression and response surface methodology highlight important asymmetric effects found in these P-E fit relationships. By demonstrating the asymmetric results of fit effects, the findings challenge previous research, which has typically advocated an integration of work and home in order to ameliorate role conflict and stress. Copyright © 2006 John Wiley & Sons, Ltd.
This study among 54 Dutch teachers tested a model of weekly work engagement. On the basis of theories about the motivational potential of job resources, we predicted that teachers' weekly job resources are positively related to their week-levels of work engagement, and that week-level work engagement is predictive of week-level performance. In addition, we hypothesized that momentary work engagement has a positive, lagged effect on next week's job resources. Teachers were asked to fill in a weekly questionnaire every Friday during 5 consecutive weeks. Results of multi-level analyses largely confirmed our hypotheses, by showing that week-levels of autonomy, exchange with the supervisor, and opportunities for development (but not social support) were positively related to weekly engagement, which, in turn, was positively related to weekly job performance. Moreover, momentary work engagement was positively related to job resources in the subsequent week. These findings show how intra-individual variability in employees' experiences at work can explain weekly job performance.
Purpose
To provide a thorough analysis of the role of the internet in survey research and to discuss the implications of online surveys becoming such a major force in research.
Design/methodology/approach
The paper is divided into four major sections: an analysis of the strengths and potential weaknesses of online surveys; a comparison of online surveys with other survey formats; a discussion on the best uses for online surveys and how their potential weaknesses may be moderated; and an overview of the online survey services being offered by the world's largest research firms.
Findings
If conducted properly, online surveys have significant advantages over other formats. However, it is imperative that the potential weaknesses of online surveys be mitigated and that online surveys only be used when appropriate. Outsourcing of online survey functions is growing in popularity.
Practical implications
The paper provides a very useful source of information and impartial advice for any professional who is considering the use of online surveys.
Originality/value
The paper synthesizes the vast literature related to online surveys, presents original material related to survey methodology, and offers a number of recommendations.
The automatic or blind inclusion of control variables in multiple regression and other analyses, intended to purify observed relationships among variables of interest, is widespread and can be considered an example of practice based on a methodological urban legend. Inclusion of such variables in most cases implicitly assumes that the control variables are somehow either contaminating the measurement of the variables of interest or affecting the underlying constructs, thus distorting observed relationships among them. There are, however, a number of alternative mechanisms that would produce the same statistical results, thus throwing into question whether inclusion of control variables has led to more or less accurate interpretation of results. The authors propose that researchers should be explicit rather than implicit regarding the role of control variables and match hypotheses precisely to both the choice of variables and the choice of analyses. The authors further propose that researchers avoid testing models in which demographic variables serve as proxies for variables that are of real theoretical interest in their data. (PsycINFO Database Record (c) 2011 APA, all rights reserved) (journal abstract).
Many researchers have concerns about work engagement's distinction from other constructs and its theoretical merit. The goals of this study were to identify an agreed-upon definition of engagement, to investigate its uniqueness, and to clarify its nomological network of constructs. Using a conceptual framework based on Macey and Schneider (2008; Industrial and Organizational Psychology, 1, 3-30), we found that engagement exhibits discriminant validity from, and criterion related validity over, job attitudes. We also found that engagement is related to several key antecedents and consequences. Finally, we used meta-analytic path modeling to test the role of engagement as a mediator of the relation between distal antecedents and job performance, finding support for our conceptual framework. In sum, our results suggest that work engagement is a useful construct that deserves further attention. [ABSTRACT FROM AUTHOR] Copyright of Personnel Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
Based on affective events theory (AET), we hypothesize a four-step model of the mediating mechanisms of positive mood and job satisfaction in the relationship between work-family enrichment and job performance. We test this model for both directions of enrichment (work-to-family and family-to-work). We used two samples to test the model using structural equation modeling. Results from Study 1, which included 240 full-time employees, were replicated in Study 2, which included 189 matched subordinate-supervisor dyads. For the work-to-family direction, results from both samples support our conceptual model and indicate mediation of the enrichment-performance relationship for the work-to-family direction of enrichment. For the family-to-work direction, results from the first sample support our conceptual model but results from the second sample do not. Our findings help elucidate mixed findings in the enrichment and job performance literatures and contribute to an understanding of the mechanisms linking these concepts. We conclude with a discussion of the practical and theoretical implications of our findings.
This position paper introduces the emerging concept of work engagement: a positive, fulfilling, affective-motivational state of work-related well-being that is characterized by vigour, dedication, and absorption. Although there are different views of work engagement, most scholars agree that engaged employees have high levels of energy and identify strongly with their work. The most often used instrument to measure engagement is the Utrecht Work Engagement Scale, a self-report instrument that has been validated in many countries across the world. Research on engagement has investigated how engagement differs from related concepts (e.g., workaholism, organizational commitment), and has focused on the most important predictors of work engagement. These studies have revealed that engagement is a unique concept that is best predicted by job resources (e.g., autonomy, supervisory coaching, performance feedback) and personal resources (e.g., optimism, self-efficacy, self-esteem). Moreover, the first studies have shown that work engagement is predictive of job performance and client satisfaction. The paper closes with an account of what we do not know about work engagement, and offers a brief research agenda for future work.
We refine and extend the job demands-resources model with theory regarding appraisal of stressors to account for inconsistencies in relationships between demands and engagement, and we test the revised theory using meta-analytic structural modeling. Results indicate support for the refined and updated theory. First, demands and burnout were positively associated, whereas resources and burnout were negatively associated. Second, whereas relationships among resources and engagement were consistently positive, relationships among demands and engagement were highly dependent on the nature of the demand. Demands that employees tend to appraise as hindrances were negatively associated with engagement, and demands that employees tend to appraise as challenges were positively associated with engagement. Implications for future research are discussed.
The majority of work-family research has focused on negative spillover between demands and outcomes and between the work and family domains (e.g., work-family conflict; see review by Eby, Casper, Lockwood, Bordeaux, & Brinley, 2005). The theory that guided this research was in most cases role stress theory (Greenhaus & Beutell, 1985) or the role scarcity hypothesis (Edwards & Rothbard, 2000). However, according to spillover theory, work-related activities and satisfaction also affect non-work performance, and vice versa. Recently, in line with the positive psychology movement (Seligman & Csikszentmihalyi, 2000), work-family interaction research has also included concepts of positive spillover (Bakker & Schaufeli, 2008; Grzywacz & Marks, 2000). This emerging focus supplements the dominant conflict perspective by identifying new ways of cultivating human resource strength.
In this article, we propose and test within-person hypotheses about real-time correlates of momentary performance and emotions while working. Experience sampling methodology was used to prompt repeated reports of momentary task cognitions and emotions. Hypotheses were largely supported, with task difficulty, skill, interest, and effort predicting momentary perceived performance within person. Task interest had an effect on performance beyond that due to its contribution to effort. Skill, interest, effort, and performance predicted concurrent emotions. The effect of effort on positive emotions was fully mediated through performance, whereas interest had an effect on emotions beyond performance. The effects of skill and effort on emotions changed sign when performance was controlled, suggesting that it is unpleasant to be skilled or exert effort when performance does not improve commensurately. Perceived performance accounts for unique variance in emotions beyond that due to other predictors. Further within-person research on real-time motivation, performance, and emotions is encouraged.
Though early research on the work/nonwork interface was broader in scope, most recent research has focused on the interface between work and family. There is a need for an inclusive, validated measure of work/nonwork interference and enhancement that is appropriate for all workers regardless of their marital or family life status. The authors report here on 3 studies in which they develop a theoretically grounded and empirically validated multidimensional, bidirectional measure of work/nonwork interference and enhancement. All scale items refer to work/nonwork, whereas previous measures have mixed work/family and work/nonwork items or emphasize family roles in the nonwork domain. Quantitative analysis of the scale items yielded 17 items to measure work interference with personal life, personal life interference with work, work enhancement of personal life, and personal life enhancement of work. Confirmatory factor analyses and structural equation modeling results provide evidence for convergent, discriminant, and criterion-related validity for the scale from 2 large samples of workers (N = 540, N = 384) across multiple job types and organizations.
Although earlier research has shown that work engagement is associated with positive outcomes for the employee and the organization, this paper suggests that employees also need time periods for temporarily disengaging (i.e., psychological detaching) from work. We hypothesized that work engagement and psychological detachment from work during off-job time predict high positive affect and low negative affect and that psychological detachment is particularly important when work engagement is high. Over the course of four working weeks, 159 employees from five German organizations from various industries completed surveys twice a week, at the beginning and the end of four consecutive working weeks. Hierarchical linear modelling showed that a persons general level of work engagement and the week-specific level of psychological detachment from work during off-job time jointly predicted affect at the end of the working week. As expected, work engagement moderated the relationship between psychological detachment and positive affect. These findings suggest that both engagement when being at work and disengagement when being away from work are most beneficial for employees' affective states.
This review examines the role that trait-based and state-based affect plays in understanding the intersection of work and family life. We start with the definition of key terms and concepts. This is followed by a historical overview of the two bodies of scholarship that are the focus of this review, the work-family interface and affect. Next, we provide a review and synthesis of 79 empirical studies examining affect in relation to work-family interaction, organized around three perspectives: the dispositional perspective, the state-based specific affective reactions perspective, and the state-based global affective reactions perspective. A methodological critique of these studies follows, providing a springboard for the discussion of recommended methodologies and data analytic approaches, along with directions for future research.
Although interest regarding the role of dispositional affect in job behaviors has surged in recent years, the true magnitude of affectivity's influence remains unknown. To address this issue, the authors conducted a qualitative and quantitative review of the relationships between positive and negative affectivity (PA and NA, respectively) and various performance dimensions. A series of meta-analyses based on 57 primary studies indicated that PA and NA predicted task performance in the hypothesized directions and that the relationships were strongest for subjectively rated versus objectively rated performance. In addition, PA was related to organizational citizenship behaviors but not withdrawal behaviors, and NA was related to organizational citizenship behaviors, withdrawal behaviors, counterproductive work behaviors, and occupational injury. Mediational analyses revealed that affect operated through different mechanisms in influencing the various performance dimensions. Regression analyses documented that PA and NA uniquely predicted task performance but that extraversion and neuroticism did not, when the four were considered simultaneously. Discussion focuses on the theoretical and practical implications of these findings. (PsycINFO Database Record (c) 2009 APA, all rights reserved).
The regulation of emotions is essential in everyday life. In this paper, we discuss the regulation of positive emotional experiences.
Our discussion focuses on strategies aimed at maintaining and increasing experiences of positive emotions. We discuss the
importance of these strategies for well-being, and suggest that cultivating positive emotions may be particularly useful for
building resilience to stressful events. Then, we explore possible mechanisms that link positive emotions to coping for resilient
people, with a focus on the automatic activation of positive emotions while coping. We conclude by discussing alternative
models and proposing future directions in the work on positive emotion regulation and resilience.
B. L. Fredrickson's (1998, 2001) broaden-and-build theory of positive emotions asserts that people's daily experiences of positive emotions compound over time to build a variety of consequential personal resources. The authors tested this build hypothesis in a field experiment with working adults (n = 139), half of whom were randomly-assigned to begin a practice of loving-kindness meditation. Results showed that this meditation practice produced increases over time in daily experiences of positive emotions, which, in turn, produced increases in a wide range of personal resources (e.g., increased mindfulness, purpose in life, social support, decreased illness symptoms). In turn, these increments in personal resources predicted increased life satisfaction and reduced depressive symptoms. Discussion centers on how positive emotions are the mechanism of change for the type of mind-training practice studied here and how loving-kindness meditation is an intervention strategy that produces positive emotions in a way that outpaces the hedonic treadmill effect.
This study develops a model of engagement in the multiple roles of work and family. I examine two competing arguments about the effects of engaging in multiple roles, depletion and enrichment, and integrate them by identifying the type of emotional response to a role, negative or positive, as a critical contrasting assumption held by these two perspectives. Moreover, I represent depletion and enrichment as complex multistep processes that include multiple constructs, such as engagement and emotion. This study jointly examines both the depleting and enriching processes that link engagement in one role to engagement in another, using structural equation modeling. Findings from a survey of 790 employees reveal evidence for both depletion and enrichment as well as gender differences. Specifically, depletion existed only for women and only in the work-to-family direction. Men experienced enrichment from work to family, while women experienced enrichment from family to work. Overall, more linkages were found between work and family for women than for men.
Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.
In this article, the author describes a new theoretical perspective on positive emotions and situates this new perspective within the emerging field of positive psychology. The broaden-and-build theory posits that experiences of positive emotions broaden people's momentary thought-action repertoires, which in turn serves to build their enduring personal resources, ranging from physical and intellectual resources to social and psychological resources. Preliminary empirical evidence supporting the broaden-and-build theory is reviewed, and open empirical questions that remain to be tested are identified. The theory and findings suggest that the capacity to experience positive emotions may be a fundamental human strength central to the study of human flourishing.
In this article, the author describes a new theoretical perspective on positive emotions and situates this new perspective within the emerging field of positive psychology. The broaden-and-build theory posits that experiences of positive emotions broaden people's momentary thought-action repertoires, which in turn serves to build their enduring personal resources, ranging from physical and intellectual resources to social and psychological resources. Preliminary empirical evidence supporting the broaden-and-build theory is reviewed, and open empirical questions that remain to be tested are identified. The theory and findings suggest that the capacity to experience positive emotions may be a fundamental human strength central to the study of human flourishing.
Work-family research emphasizes the importance of mechanisms that link work and family. However, these mechanisms typically are described in metaphoric terms poorly suited to rigorous research. In this article we translate work-family linking mechanisms into causal relationships between work and family constructs. For each relationship we explain its sign and causal structure and how it is influenced by personal intent. We show how these respecified linking mechanisms constitute theoretical building blocks for developing comprehensive models of the work-family interface.
A four-dimensional typology of work-family balance (WFB) that has previously been reported was tested in four samples: Finnish nurses (n=662), Slovenian nurses (n=667), Finnish health and social care workers (n=1493) and Finnish service sector employees (n=827). Latent profile analyses identified three rather than four types of WFB in each sample. In line with the four-dimensional typology, a Beneficial type (56% to 70% of the participants), experiencing high work-to-family and family-to-work enrichment (WFE and FWE) and low work-to-family and family-to-work conflict (WFC and FWC), and an Active type (15% to 20%), experiencing high WFC, FWC, WFE and FWE, emerged; however, the Harmful and Passive types were not identified. Instead, a Contradictory type (16% to 53%), experiencing high WFC and low WFE in combination with low FWC and high FWE, was found. The Beneficial type showed higher subjective well-being than the Contradictory and Active types, the latter showing higher vigour at work but also higher psychological strain and lower life satisfaction than the Contradictory type. These findings support the view that WFB is not a single state or continuum, but manifests itself in diverse combinations of WFC, FWC, WFE and FWE.
