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Smartphone Use, Work–Home Interference, and Burnout: A Diary Study on the Role of Recovery
Abstract
This diary study examines the impact of daily recovery experiences on daily work–home interference (WHI) and daily burnout symptoms within a group of smartphone users. A total of 69 employees using smartphones on the initiative of their employer completed a diary questionnaire on five successive workdays (N = 293 data points). We hypothesised that particularly for intensive smartphone users it would be important to engage in activities fostering psychological detachment and relaxation in order to reduce the risk of WHI. We predicted that smartphone use would be positively related to WHI. Finally, we predicted that the positive relationship between WHI and state levels of burnout would be stronger for intensive smartphone users. Overall, the results of multi-level analyses supported these hypotheses. The findings emphasise the importance of a clear organisational policy regarding smartphone use during after-work hours.
... Absence of balance between work and personal life, initiates tension between the two domains because employees' resources (e.g., time, physical, and emotional) are consistently depleted as a result of continual work-life tensions (Dube & Ndofirepi, 2024). Balancing work demands and private life in situations where employers implicitly request their employees to remain connected to work 24/7, which implies that work never stops (Derks et al., 2014) can be quite challenging. The sad but current fact is that work has destroyed the moments and places that were formerly reserved for personal life (Mullan & Wajcman, 2019). ...
... The sad but current fact is that work has destroyed the moments and places that were formerly reserved for personal life (Mullan & Wajcman, 2019). As a result, employees incur enormous expenses including workhome conflicts, work-family conflict, and work-life conflict (e.g., Derks & Bakker, 2014). ...
... After approximately a twomonth period (at Time 2), only the participants that took part in Time 1 were contacted and presented with the mediator variable (smartphone use to perform both private and Perceived work pressure, smartphone concurrently used to conduct private, work-related tasks at home, and WLB Employees have faced higher levels of work pressure and responsibility over the last few decades as a result of expanding job scopes (Chang et al., 2017). The nature of work arrangements has evolved from previous models to include more flexible work arrangements (Derks & Bakker, 2014;Mullan & Wajcman, 2019). Additionally, it is claimed that cellphones can assist workers in juggling competing tasks at the same time (such as work and non-work obligations; Allen & Shockley, 2009). ...
Earlier research highlighted that smartphone has been used at work for private activities and at home for work-related tasks with differing outcomes. Because smartphone use to simultaneously conduct professional and private activities at home differs from previous studies, different outcomes can be expected. The current study, therefore, examined the underexplored smartphone use to simultaneously conduct private and work-related tasks at home as underlying mechanism of the relationship between work pressure and work-life balance (WLB). The study equally explored whether self-regulation moderates the mediation effect of smartphone use on WLB among 519 university academics sampled from federal universities in South-eastern Nigeria. Results of Hayes’ PROCESS Model 14 indicated that work pressure significantly related to WLB only through smartphone concurrently used to conduct private and work-related tasks at home. Self-regulation significantly moderated the mediation effect of smartphone use such that the indirect effect of work pressure on WLB through smartphone use is more pronounced at lower levels of self-regulation and diminishes as self-regulation increases. Our findings deepen the understanding of how work pressure impairs WLB through smartphone use to conduct work-related and private activities at home, but illuminate how employees can deal with work pressure to attain WLB.
... M. Richardson & Thompson, 2012), cause work-family conflict (K. Richardson & Benbunan-Fich, 2011), and cause emotional exhaustion (Derks & Bakker, 2014). ...
... WCBA as a job requirement (K. M. Richardson & Thompson, 2012) consumes considerable energy from employees (Chen & Casterella, 2018) and emotional exhaustion occurs when the negative effects accumulate more (Derks & Bakker, 2014). Specifically, within the retail industry, employees receive calls and messages from their supervisors during their off-duty hours. ...
... Frequent communication leads to employees losing the time they should have for rest and relaxation, resulting in feelings of dissatisfaction and ultimately leading to emotional exhaustion. Research has shown that WCBA positively affects emotional exhaustion (Derks & Bakker, 2014;Fan et al., 2021;Xie et al., 2018). In summary, we indicate up the following research hypothesis. ...
The increasing advancement of communication technology has led to a rise in the prevalence of work connectivity behavior after-hours, which offers employees greater flexibility in their work schedules but also has certain drawbacks. In this paper, 308 retail employees in Shanghai were selected as the research participants. The effort-recovery model and work-family boundary theory were applied to investigate the effect of work connectivity behavior after-hours on emotional exhaustion. The results show that work connectivity behavior after-hours positively affects emotional exhaustion. Psychological detachment mediates work connectivity behavior after-hours and emotional exhaustion. Work-family segmentation preference moderates work connectivity behavior after-hours and psychological detachment, and when work-family segmentation preference is higher, the negative effect of work connectivity behavior after-hours on psychological detachment is stronger. Given that work connectivity behavior after-hours is a relatively new work phenomenon, this study explores the mechanism of its impact on the emotional exhaustion of employees in the retail industry and provides some practical implications for human resource management in the retail industry.
... Further review evidence highlights the importance of addressing worklife conflict given its association with psychological, physical, and behavioural health [22]. The decreased segmentation between work and home resulting from smartphone use in off-job hours may, for some, lead to work-home interference, meaning pressures from work and home domains are mutually incompatible [23]. Indeed, the mere presence of a smartphone (in the knowledge of its constant connection to information) has been shown to reduce cognitive capacity and lead to smartphone-induced 'brain-drain', that is, where smartphones occupy most or all of our limited cognitive resources [24]. ...
... The review process yielded 23 studies for inclusion (Table 1 and S2 Table), that were conducted in the USA [37][38][39][40][41][42][43][44], the Netherlands [23,[45][46][47], South Korea [48], Belgium [49], Canada [33,50], the UK [51], Malaysia [52], Sri Lanka [53], and South Africa [54][55][56]. One study [57] did not explicitly report the study location (although they recruited employees from a Scandinavian company). ...
... Across the included studies, a variety of research designs were employed: diary-entry (n = 4) [23,[45][46][47], repeated measures (n = 1) [38], cross-sectional (n = 17) [33,37,[39][40][41][42][43][44][48][49][50][51][52][53][54][55][56] and longitudinal (n = 1) [57] designs. Data in all the studies were collected using convenience sampling. ...
Over recent decades the use of smartphones for work purposes has burgeoned both within and beyond working hours. The aim of the study was to conduct a scoping review to explore the association between the use of smartphone technology for work purposes in off-job hours with employees’ self-reported work-life conflict. Arksey and O’Malley’s methodological framework was adopted. Searches were conducted in PsycINFO, International Bibliography of the Social Sciences (IBSS), Academic Search Complete, ProQuest Central, Web of Science, ProQuest Theses, Emerald, Business Source Complete, ScienceDirect, Scopus, Google Scholar. Articles were eligible that reported on a sample of workers, were published in English between 1st January 2012 and 29th November 2023. The review was conducted and reported using a quality assessment checklist and PRISMA-ScR (Preferred Reporting Items for Systematic reviews and Meta-Analyses extension for Scoping Reviews). Data charting and synthesis was undertaken narratively, using the framework approach and thematic analysis. Twenty-three studies were identified, conducted in nine countries. Nineteen studies (83%) showed a significant association between increased use of smartphone for work purposes in off job-hours and increased work-life conflict, with small-to-moderate effect sizes. This relationship was mediated by psychological detachment from work, and communication about family demands with one’s supervisor. Moderators either strengthened or attenuated the relationship between use of smartphone for work purposes in off job-hours and increased work-life conflict. Findings suggest that smartphone use during off-job hours is likely to impact negatively on work-life conflict, which has implications for employee wellbeing. Managers could play a key role in clarifying expectations about after-hours availability, reducing job pressure, advocating psychological detachment from work in off-job hours where it is appropriate, and creating a workplace culture where communication about the interplay between work and home life is encouraged. The protocol is registered on the Open Science Framework (OSF) (https://doi.org/10.17605/OSF.IO/WFZU6).
... Work-family conflict refers to a particular form of role conflict that arises as a result of incompatible role pressures in the work and family spheres. 12 The spillover of strain from work to home may occur when individuals have problematic mobile phone use behavior, 13 and excessive use of mobile phones can also negatively influence an individual's work-family conflict situation. 13,14 In addition, when there is a conflict between the mother's work and family, children are more likely to develop internalized problem behavior, such as emotional problems like depression and anxiety, and behavioral problems like hyperactivity. ...
... 12 The spillover of strain from work to home may occur when individuals have problematic mobile phone use behavior, 13 and excessive use of mobile phones can also negatively influence an individual's work-family conflict situation. 13,14 In addition, when there is a conflict between the mother's work and family, children are more likely to develop internalized problem behavior, such as emotional problems like depression and anxiety, and behavioral problems like hyperactivity. 15,16 The influence of the mother's work status on the family's parenting environment can play a significant role in the emotional and behavioral problems of preschool children. ...
... This study reveals that problematic mobile phone use by mothers can influence hyperactivity in preschool children through the mediating effect of work-family conflict. Specifically, maternal problematic mobile phone use positively predicts work-family conflict, 13,14 and work-family conflict positively predicts preschool children's hyperactivity behavior, 16,56 which is consistent with previous research findings. According to the spillover hypothesis, 18 excessive use of mobile phones by individuals directly contributes to the spillover of work demands to the non-work domain, which can give rise to a certain degree of work-family conflict in individuals. ...
Purpose
The issue of excessive mobile phone use among mothers currently is growing increasingly significant due to the rapid growth of smartphones and other technological items. Given that women are the primary caregivers for preschool-aged children, it is imperative to thoroughly investigate the detrimental impacts of mothers’ problematic mobile phone use on the hyperactive behaviors of their children, as well as the underlying mechanisms.
Methods
In this study, 924 Chinese mothers and their children are surveyed. The study looks into the moderating effects of parenting support in this context as well as the chain mediating roles of mothers’ parent-child interaction disorder and work-family conflict in the effects of mothers’ problematic cell phone use on preschoolers’ hyperactive behaviors. Analysis is conducted on the moderating impact of parental support in this as well.
Results
The results find that boys have significantly higher levels of hyperactive behavior than girls; maternal problematic cell phone use significantly positively predicts preschoolers’ hyperactive behavior; maternal problematic cell phone use could indirectly affect preschoolers’ hyperactive behavior through the chain-mediated effects of work-family conflict and parent-child interaction disorder, and parenting support moderates the predictive effects of parent-child interaction disorder on preschoolers’ hyperactive behavior.
Conclusion
This study reveals potential ways in which mothers’ problematic mobile phone use affects preschoolers’ hyperactivity behaviors in the Chinese context. The findings provide a multidimensional (protective and risk factors) indication of how to reduce the impact of mothers’ problematic mobile phone use on preschoolers’ levels of hyperactivity behaviors, which would contribute to improving children’s mental health. However, this is a cross-sectional study and other factors may also play an important role in this pathway.
... The use of ICTs during leisure time is often seen as a typical job demand, as it is associated with costs like feelings of technostress, information overload, and blurred work-life boundaries [40][41][42][43]. Past research has also shown that the usage of ICTs outside regular working hours can hinder employees from adequately recovering from their work [5,44]. ...
... In the current study, we investigated how three central work-related well-being variables are affected by the interaction of wFoMO, workplace telepressure, and ICT use, namely feelings of perceived stress, burnout, and recovery experiences (psychological detachment, relaxation, and control, respectively). These variables were selected as they have often been used as indicators of employee well-being [34,36,44,48,50]. ...
... ICT use, therefore, becomes a stressor if employee resources are compromised, which is likely to be the case with leisure-time ICT use and the presence of additional personal demands, such as wFoMO and workplace telepressure. Past research has shown that ICT use during leisure time can enhance stress levels [44,51]. Furthermore, burnout is another indicator of work-related well-being that is of particular interest. ...
As more and more employees have access to work-related information and communication technologies (ICTs) anywhere and anytime, new challenges arise in terms of well-being and recovery experiences. Feelings of workplace fear of missing Out (wFoMO) and workplace telepressure may be personal demands that add to the literature of the job demands-resources (JD-R) theory. In this study, we proposed a model in which wFoMO and workplace telepressure were associated with employee well-being variables via the use of ICTs during leisure time. Therefore, we analyzed the data of N = 130 employees who answered two questionnaires in the interval of one work week. The results revealed negative indirect effects between wFoMO/workplace telepressure and psychological detachment/perceived stress via ICT use. The results were more ambivalent regarding the dependent variables burnout, relaxation, and control. This strengthens the literature that categorized ICT use as a job demand. However, we also found positive indirect effects on perceived informational benefits, which supports the idea of ICTs being both a job demand and a job resource in light of the JD-R theory. This study contributes to past research on work-related ICT use during leisure time and demonstrates the relevance of personal demands such as wFoMO for employees' well-being.
... However, many researchers disagree. Other voices believe that the on-call work state makes it difficult for employees to truly free themselves from work, and long-term accumulated stress may lead to emotional exhaustion or job burnout (Derks & Bakker, 2014). Furthermore, electronic communication during non-work time will blur the boundary between work and life and lead to work-family conflict (Hakanen et al., 2011;Schlachter et al., 2018), which may lead to the intrusion of work into private life, causing physical and mental exhaustion among employees, strained family relationships, and even negative impacts on the health of partners (Becker et al., 2021). ...
... Specifically, frequent work-related messages reduce employees' ability to feel energetic (vitality) and develop skills (learning), as defined by Spreitzer et al. (2005). This matches earlier research linking after-hours communication to stress (Derks & Bakker, 2014) and work-life conflicts (Schlachter et al., 2018). However, unlike studies suggesting limited benefits of connectivity (Ren et al., 2023), our results highlight long-term harm in highpressure contexts, likely due to cultural expectations for constant availability in Chinese workplaces. ...
... Firstly , Several previous research have demonstrated a negative correlation between an individual's psychological detachment and using work-related electronic communication during non-work time (April Yue, 2022;Mellner, 2016;Park et al., 2011;Zhang et al., 2023). This is because when an individual engages in work activities outside of hours, their workrelated psychological and physiological systems are activated, and this state not only hinders the individual's immediate psychological disengagement but also creates cognitive habits and negatively affects subsequent psychological detachment (Derks & Bakker, 2014). Effective psychological detachment can help individuals escape from stress, whereas ineffective or blocked psychological detachment is detrimental to an individual's health (Sonnentag, 2012). ...
... Effective psychological detachment can help individuals escape from stress, whereas ineffective or blocked psychological detachment is detrimental to an individual's health (Sonnentag, 2012). Secondly, WCBA often leads to individual depletion due to the large amount of encroachment on an individual's resources (Derks & Bakker, 2014;Ferguson et al., 2016). When WCBA is prevalent, on the one hand, the quantity and quality of an individual's sleep will be affected, thus preventing the recovery of his or her resources and triggering depletion (Park et al., 2021). ...
... Changes in the household, in the leisure sector and in transportation are also exacerbating the problem [1,11,12,14]. Intensive and excessive consumption of digital media during leisure time is now prevalent across all generations worldwide [25][26][27][28][29]. This trend also applies to prolonged sitting in cars and on public transport [11,14]. ...
... However, the significant effects on mental well-being are also becoming increasingly apparent [26,[37][38][39]. The global prevalences of burnout, mental disorders and depressive symptoms are on the rise [27,28,39,40]. ...
Despite significant prevention efforts, the numbers of physically inactive individuals, chronic illnesses, exhaustion syndromes and sick leaves are increasing. A still unresolved problem with exercise promotion is the low participation of sedentary persons. This collective term covers heterogeneous subgroups. Their engagement with movement campaigns and resistance to change are influenced by numerous factors. Our aim was to analyse survey data on health, performance, lifestyle habits and the approachability to physical activity campaigns obtained from the Germany-wide ActIv survey. From 2,888 study participants aged 50-60 years, 668 persons were categorised into the subgroups "never-athletes", "sports-dropouts", "always-athletes" and "sports-beginners". Large and significant group differences were found for BMI, assessment of quality of life, health and fitness, risk factors and health problems. 42.5% of "never-athletes" and 32.5% of "sports-dropouts" did not state any barriers to sport. There are substantial disparities between the non-athlete groups in terms of their motivation to exercise. In contrast, there are comparatively minor differences in motivation between "sports-dropouts" and "sports-beginners", whose health and fitness are the primary motivators for sport. Our analyses suggest that (i) negative health and performance trends cannot be compensated by appeals for voluntary participation in exercise programmes and (ii) powerful incentive systems are required.
... Changes in the household, leisure activities and transportation also contribute to worsening this issue [1,11,12,14]. Intensive and excessive consumption of digital media during leisure time is now prevalent across all generations worldwide [25][26][27][28][29]. This trend also applies to prolonged sitting in cars and on public transport [11,14]. ...
... However, the significant effects on mental well-being are also becoming increasingly apparent [26,[37][38][39]. Globally, the prevalences of burnout, mental disorders and depressive symptoms are on the rise [27,28,39,40]. ...
Despite significant prevention efforts, the numbers of physically inactive individuals, chronic illnesses, exhaustion syndromes and sick leaves are increasing. A still unresolved problem with exercise promotion is the low participation of sedentary persons. This collective term covers heterogeneous subgroups. Their engagement with movement campaigns and resistance to change are influenced by numerous factors. Our aim was to analyse survey data on health, performance, lifestyle habits and the approachability to physical activity campaigns obtained from the Germany-wide ActIv survey. From 2888 study participants aged 50–60 years, 668 persons were categorised into the subgroups “never-athletes”, “sports-dropouts”, “always-athletes” and “sports-beginners”. Large and significant group differences were found for BMI, assessment of quality of life, health and fitness, risk factors and health problems. In total, 42.5% of “never-athletes” and 32.5% of “sports-dropouts” did not state any barriers to sport. There are substantial disparities between the non-athlete groups in terms of their motivation to exercise. In contrast, there are comparatively minor differences in motivation between “sports-dropouts” and “sports-beginners”, whose health and fitness are the primary motivators for sport. Our analyses suggest that (i) negative health and performance trends cannot be compensated for by appeals for voluntary participation in exercise programmes and (ii) powerful incentive systems are required.
... Each variable was valued on a 5-point Likert scale. The WRMIU was evaluated using 4-items recommended by Derks and Bakker [52]. The three items proposed by Gonzalez-De-la-Rosa, et al. [53] were used to assess the QoL. ...
... Prior studies on WRMIU have emphasized how it has significantly altered peoples' daily lives and more especially, how it has blurred the boundaries between work and people's personal lives [10,52,68]. The current study strives to add to previous related research by highlighting the effect of WRMIU as causing FWC and a negative impact on QoL in the faculty community considering the role of OJC in regulating off-job time and faculty recovering after work hours in Egyptian tourism and hotel faculties as an example of a developing country. ...
The unexpected outbreak of the COVID-19 pandemic brought unprecedented challenges to various aspects of society, including education and work practices. Although tremendous progress has been achieved in reducing the severe impact of COVID-19 on education, its repercussions are still apparent in behaviours connected to the workplace and people's views of their general quality of life (QOL). In this research paper, we investigate the relationship between work-related mobile internet usage during off-job time and quality of life considering the mediating effect of work-family conflict and the moderating effect of off-job control. Data were collected from 341 faculty members and the obtained data was analyzed by Smart PLS structural equation modeling (PLS-SEM) using a cross-sectional research design. The study findings reveal that both work-related smartphone use during off-job hours and work-family conflict significantly and negatively impact the quality of life of faculty members. Moreover, the study identified that individuals with greater perceived off-job control demonstrated better quality of life outcomes despite the challenges posed by work-related smartphone use. The results of this study contribute to the understanding of the implications of COVID-19 on work practices and personal well-being. Given the growing reliance on smartphones and digital connectivity in the post-pandemic era, it underscores the importance of recognizing the boundaries between work and personal life. Additionally, it highlights the need for employers and policymakers to establish policies and interventions that promote off-job control enabling individuals to disengage from work-related demands during non-work hours effectively.
... Research reveals that individuals who check their smartphones every few minutes experience a significant decline in their ability to focus on prolonged tasks [65]. Moreover, excessive connectivity is associated with increased levels of anxiety and stress, as the lack of breaks in digital communication prevents the cognitive and emotional regeneration necessary to maintain a healthy balance in social life [66]. ...
... Thirdly, short video addiction can also affect students' cognitive engagement by exacerbating their tendency toward inert thinking. When encountering study problems, addicted individuals may habitually opt to directly search for answers on their phones, thus engaging less in personal analysis and critical thinking [29]. In conclusion, short videos addiction can negatively in uence individuals' learning in behavior, emotion, and cognition, subsequently leading to a decrease in their learning engagement levels. ...
In the digital era, short-video apps offer students copious learning resources and entertainment. However, short-video addiction has become a notable concern. Based on Media Dependence Theory and Social Cognitive Theory, this research explored how short-video addiction affects English learning engagement and burnout, with English academic self-efficacy as a mediator. Electronic questionnaires were administered to 500 college EFL students in Guangxi, China, and data analysis was conducted with SPSS and SmartPLS. Results showed that : (1) short-video addiction had no direct impact on English learning engagement but significantly and directly contributed to English learning burnout;(2) English academic self-efficacy mediated the relationships between short-video addiction and both learning engagement and burnout. Overall, this study uncovers the intricate connections among short-video addiction, English learning engagement, burnout, and English academic self-efficacy. Theoretically, it enriches the two theories by offering fresh perspectives on how emerging media influence learning behaviors. Practically, to boost college students' English learning engagement and reduce burnout, we should not only address short-video addiction but also focus on cultivating their English academic self-efficacy.
... The rise of remote work and flexible working arrangements, particularly accelerated by the COVID-19 pandemic, has added new layers to the conversation on worklife balance (Shockley et al., 2021a, b). Technological advancements have both helped and hindered balance-while digital tools improve time management and facilitate remote work, they can also blur the boundaries between work and personal life (Valcour, 2007;Derks and Bakker, 2014). In summary, work-life balance is a complex, multifaceted concept shaped by a combination of individual, organizational, and societal factors which requires an understanding of the interplay between personal resources, support systems, and workplace demands to create a sustainable and fulfilling work-life dynamic. ...
Purpose
This study investigates how emotional and instrumental family support contribute to work-life balance (WLB) among women in higher education, with a particular focus on the mediating roles of self-efficacy and grit in enhancing this balance.
Design/methodology/approach
Utilizing a quantitative research design, the study employed a survey methodology to gather data from women employees. The data were analyzed using partial least squares structural equation modeling (PLS-SEM) to evaluate the relationships among family support, self-efficacy, grit and work-life balance.
Findings
The results highlight the significant positive influence of both emotional and instrumental family support on work-life balance. Self-efficacy and grit serve as crucial mediators, both individually and through serial mediation, enhancing women employees' capacity to manage work and personal responsibilities effectively. The study underscores the importance of these psychological constructs in mediating the relationship between family support and work-life balance.
Originality/value
This study contributes to the literature by providing a fresh perspective on work-life balance, particularly within the context of women in higher education. It is one of the few studies to examine the dual mediating roles of self-efficacy and grit, highlighting the distinct influence of emotional and instrumental support on WLB. The findings extend social cognitive theory and conservation of resources theory by demonstrating how internal psychological resources interact with external support to enhance well-being.
... Thus, we predict that employees who experience WFC due to a PTM approach will experience higher levels of burnout because they are less able to fully detach from work during non-work hours (e.g. Derks & Bakker, 2014). Thus, we predict that: ...
A polychronic time management (PTM) approach (i.e., juggling and switching between multiple task demands) is considered a norm in today's fast-paced work environment and therefore encouraged by organizations. However, there is a lack of understanding of how this temporal approach may negatively impact employees and how human resource management practices can support the appropriate use of this time management approach. To enhance the literature's understanding of this phenomenon, we conceptualize PTM as an overarching temporal approach that spans multiple life domains (as opposed to existing studies that have only examined it within the work-domain). Using a multisource time-lagged research design and a sample of employees with family commitments, we examine the relationship that PTM has on employee's experience of work-family conflict, a form of psychological strain that emerges from competing role demands, and its subsequent relationship to employee well-being. In addition, we examine when workplace supportive practices from the organization and the supervisor are more effective at alleviating these pressures. Our results emphasize the important roles that both organizations and supervisors have in creating a supportive work environment for employees to succeed, thereby offering insights for HRM practitioners and researchers.
... This gap is especially noticeable when it comes to technology during work. For instance, in the sleep literature, most research connects after-work technology use to poor sleep health (e.g., Arlinghaus & Nachreiner, 2014;Barber & Jenkins, 2014;Derks & Bakker, 2014;Lanaj et al., 2014;Park et al., 2020;Santuzzi & Barber, 2018). In general, organizational scientists call for more research delving into the impact of technological changes at work on outcomes outside of the workplace (Allen & French, 2023). ...
Healthy sleep is essential to employee well-being and productivity, but many modern workers do not obtain adequate sleep. Are technology-related changes to job design (i.e., computer use, sedentary work, nontraditional work schedules) related to long-term worsening of employee sleep health? The present study seeks to address this question using nationally representative data from the Midlife in the United States study, which includes detailed information on sleep duration, regularity, sleep onset latency, insomnia symptoms, napping, and daytime tiredness from full-time workers (N = 1,297) at two time points separated by approximately 10 years. Using latent transition analysis to consider how these sleep health dimensions co-occur, we identify three multidimensional sleep health phenotypes at both time points: good sleepers, catch-up sleepers, and insomnia sleepers. Sedentary work is linked to the insomnia sleeper phenotype. Nontraditional work schedules are linked to the catch-up sleeper phenotype. These findings test assumptions of modern models of job design regarding the impact of technology on employee sleep health and advance measurement of sleep health in the organizational sciences to be multidimensional and dynamic. Further, results point to specific sleep needs in the working adult population and identify potential points of intervention via job design.
... Such behavior can enable employees to access jobrelated information beyond the confines of the workplace, which may be perceived as stressful (Ragsdale and Hoover 2016). Previous studies focused mainly on the negative implications of W_ICTs and investigated such effects using resource-based theory (Schieman and Young 2013;Derks and Bakker 2014;Lanaj, Johnson, and Barnes 2014), boundary theory (Boswell and Olson-Buchanan 2007;Derks et al. 2016;Ferguson et al. 2016;Xie et al. 2018), and affective events theory (Butts, Becker, and Boswell 2015). The theoretical perspectives can reveal how W_ICTs can lead to emotional exhaustion and potentially harm employees' physical health (Butts, Becker, and Boswell 2015;Xie et al. 2018) and exert an effect on work-family conflicts (Ferguson et al. 2016;Ma et al. 2016;Ragsdale and Hoover 2016;Andrade and Matias 2022). ...
The pervasiveness of the work-related use of information and communication technologies after hours (W_ICTs) has raised concerns about its impact on employees. However, research on the relationship between W_ICTs and employee outcomes presented inconsistent findings. To address this issue, this study draws on the cognitive appraisal theory of stress to explore the double-edged sword effect of W_ICTs on employee cyberloafing and its boundary condition. By analyzing three-wave survey data from 340 employees in China, this study found that when employees have high job control, W_ICTs is positively associated with their needs satisfaction, which can decrease their cyberloafing. Conversely, when employees have low job control, W_ICTs is positively associated with workplace anxiety, which can increase their cyberloafing. This study contributes to understanding of the mixed effects of W_ICTs on employee behavior in the workplace. Furthermore, this study identifies an important boundary condition that can shape the consequences of W_ICTs for employees. This study provides valuable implications to organizations for effectively managing W_ICTs and mitigating potential negative outcomes in the Asia Pacific context.
... Providing additional support for the energizing potential of detachment, research showed that low daily levels of detachment can interrupt spillover processes and thereby weaken the relations between positive daily experiences at work and well-being at home (e.g. Derks and Bakker, 2014;Sonnentag and Binnewies, 2013). ...
Commuting is a global phenomenon that has primarily been studied in terms of its costs. However, anecdotes and recent theorizing suggest that some employees enjoy their commutes. Is it, thus, possible that commuting can also be beneficial for employees? We integrate the Work–Home Resources model with the Conservation of Resources theory to conceptualize commuting as a source of recovery that facilitates daily resource gain spanning the commute-, work-, and home domain. Specifically, we hypothesize that morning commute recovery experiences (relaxation, mastery and detachment) trigger resource gains in the work domain, manifesting in increased subjective vitality as a manifestation of physical and cognitive energy. Higher levels of subjective vitality in the work domain, in turn, are positively related to work-to-home commute recovery experiences and associated subjective vitality in the home domain. Furthermore, we explore commute duration as a contingency factor of the relationships between commute recovery experiences and subjective vitality at work and home. A diary across ten workdays largely supports our hypothesized model. On days with higher levels of relaxation during the morning commute, employees experience daily resource gains that culminate in increased evening subjective vitality in the home domain through relaxation during the evening commute.
... A study by Jones et al. (2012) found that new information and communication technologies do not generate only positive aspects such as productivity and work efficiency improvement [2]. Various tourism industries have introduced information and communication technology as a strategic measure to improve corporate competitiveness and applied it to multiple fields [3], but it has been found to cause job stress for employees [4] and affect work and psychological separation, causing burnout; moreover, with the introduction of new technologies such as AI, IoT, and Big Data, which were not previously recognized at all, the older generations in the workplace have experienced maladjustment [5] in performing their work, showing extreme stress. As new information and communication technologies are applied to work, the stress that occurs due to increasing the amount of work to be processed or breaking the boundaries of work and violating personal life is called technostress [6]. ...
This study investigates the effects of technostress perceived by employees on psychological contract violations and resistance to organizational change, as information and communication technology is applied to various tourism industry work sites. This study’s sample consisted of employees working in the Korean tourism industry in June 2023, who were surveyed using snowball sampling. Four hypotheses were proposed. First, technostress is associated with psychological contract violations. Second, psychological contract violations are associated with organizational change resistance. Third, technostress is associated with organizational change resistance. Fourth, psychological contract violations may play a mediating role in the relationship between technostress and organizational change resistance. All hypotheses in this study were adopted. Therefore, organizations and management in the tourism industry should identify and improve the factors that cause employee technostress arising from expanding information and communication technology to provide psychological stability.
... These studies have shown that exhaustion mediates the relationship between job demands and depression among HIV volunteers (Cox et al., 2010), hospice palliative care volunteers (Huynh et al., 2012), and emergency service volunteers (Huynh et al., 2014). Demerouti et al. (2004) showed in a longitudinal study that WHI causes exhaustion, and later studies have found this job demand to lead to the development of both exhaustion and cynicism (Derks & Bakker, 2014;Recuero & Segovia, 2021). ...
Volunteers’ intention to leave is a relevant issue for organizations. Thus, it is critical to advance knowledge on its determinants. This study proposes that burnout symptoms mediate the relationship of work–home interference with leaving intentions. In addition, we hypothesize that job resources, namely organizational appreciation and organizational task support, buffer the positive indirect relationship of work–home interference with volunteers’ leaving intentions through burnout symptoms. To this end, we rely on the job demands–resources theory, a theoretical framework first conceived for the paid work context that has been widely applied in volunteering settings. Consistent with our predictions, (moderated) mediation analyses on a sample of 220 Italian volunteers showed that only cynicism, and not emotional exhaustion, significantly mediated the positive relationship between work–home interference and leaving intentions and that organizational appreciation and task support weakened this indirect relationship. We discuss how these findings contribute to theory and practice for the volunteering sector.
... We employed a four-item scale (α = 0.85) developed by Derks and Bakker (2014) to measure the extent to which the participants use smartphones specifically for leisurerelated purposes. The scale was initially designed to evaluate smartphone use in general. ...
Workplace creativity is essential for organizational survival and growth. With the prevailing focus on work conditions and employee motivation for creativity, it remains unclear whether and how employees can make creative contributions through proactive engagement in their private lives. This study aims to explore the development of workplace creativity from the non‐work perspective of individual proactivity. Drawing upon conservation of resources theory, we investigate if leisure crafting improves workplace creativity by promoting playful work design. The hypotheses were tested using multi‐wave field data collected from 365 employees. We revealed that leisure crafting contributes to playful work design, including fun and competition, especially when a smartphone is used for leisure purposes. Leisure crafting also has direct and indirect effects on creative performance through playful work design. The current analysis offers insights into how proactivity and resources gained from the non‐work domain can improve workplace outcomes by enabling work‐related proactive behavior.
... Regarding ICT-related demands, employees' ability to withdraw mentally from work-related activities may protect them from harmful well-being consequences. For instance, according to the extent to which smartphone users could engage in behaviours promoting detachment from work, the more positively they viewed the fluency of the work-home interface (Derks and Bakker, 2014). Thus, ICT-related job demands (i.e. ...
Purpose
This study examined whether job and personal resources could buffer the negative effects of technostrain and information and communication technology (ICT) availability demands on employee well-being.
Design/methodology/approach
The data were collected among Finnish comprehensive school teachers ( n = 323) between December 2020 and February 2021 through an online questionnaire. Hierarchical multiple regression analyses were employed to analyse the main and moderating effects.
Findings
The results indicated that technostrain was positively associated with burnout and negatively associated with work engagement. These associations were stronger than those of ICT availability demands. The moderated regression analyses revealed that psychological detachment buffered the negative effects of technostrain on cynicism and a sense of inadequacy. School support acted as a moderator by buffering the negative impact of technostrain on emotional exhaustion and cynicism. Furthermore, school support was found to be an important job resource in terms of boosting work engagement when ICT availability demands were high.
Originality/value
This study provides insights into the role of resources in buffering possible burdening effects of technology on teacher well-being when adopting online teaching in the context of the Covid-19 pandemic.
... A potential counter to these arguments is that the lack of physical boundaries between work and nonwork when working at home could exacerbate the always-on feeling caused by the invasive nature of mobile technology in the home (Chung, 2022;Derks & Bakker, 2014;Hislop et al., 2015), which in turn could make segmentation a more effortful and depleting activity. However, this argument ignores the agency that people have in their use of such technology (Schlachter et al., 2018;Symon & Pritchard, 2015). ...
Segmentation of work from nonwork life is widely presented as desirable to maximize recovery from work. Yet it involves effort which may reduce its positive effects. We present a dual-process model of segmentation based on integrating boundary theory and self-regulation theory that shows how creating and maintaining boundaries can have both positive and negative effects. Segmentation allows individuals not only to psychological detach from work, thereby reducing work–nonwork conflict, but can also deplete an individual's momentary capacity for state self-control, increasing work–nonwork conflict. We tested our model with two studies: a weekly diary study with a sample of 436 individuals and a daily diary study with data collected at two time points each day from 162 participants. Using a Bayesian approach, we find some support for our hypothesized dual pathways. In both studies, psychological detachment mediated a negative relationship between segmentation and work–nonwork conflict. In the daily study, self-control capacity mediated a positive relationship between segmentation and work–nonwork conflict, but this effect was present only when individuals worked onsite and not when working at home. This article contributes towards understanding the mechanisms explaining the relationship between segmentation and work–nonwork conflict and underscores the importance of self-regulation in this process.
... Furthermore, work-life balance has been linked to various positive outcomes. A study by ten [8] found that employees who reported higher levels of work-life balance experienced greater job satisfaction, lower levels of burnout, and higher levels of psychological wellbeing. Additionally, research by [9] demonstrated that individuals with better work-life balance exhibit lower levels of stress and better physical health outcomes. ...
In today's interconnected world, social media has transformed the way we communicate, share information, and interact with others. However, alongside the benefits of social media usage come challenges that can affect individuals' work-life balance. With the pervasive integration of social media into everyday life, individuals increasingly face challenges in managing their online presence alongside their professional and personal responsibilities. Social media fatigue, characterized by feelings of exhaustion, overwhelm, and disengagement resulting from excessive use of social media, has emerged as a significant concern. Drawing upon existing literature and empirical studies, this article delves into the mechanisms through which social media fatigue influences work-life balance and provides insights into potential coping strategies. By critically analyzing the various dimensions of this phenomenon, this paper aims to contribute to a deeper understanding of the complexities involved and offers recommendations for individuals, organizations, and policymakers.
... Although a universal outcome measure may not be attainable, a concerted effort to develop suitable outcome measures that balance mental health and contextual goals is needed. For example, a communication app striving to promote social connectivity must also consider the mental health impacts of an 'always-on' culture, which would heighten stress or burnout [81][82][83] . The Hume Initiative (https://thehumeinitiative.org/) is moving in this direction by defining guidelines and mental health metrics for AI alignment. ...
... In REDUCING INTERRUPTIONS THROUGH SUPERVISOR COACHING 6 turn, it can contribute to predicting worse occupational health and well-being beyond task-related stressors and available resources 29) . The increasing use of technologies fostering 24/7 availability intensifies conflicts between work and privacy and impedes recovery from work [30][31] . Work-related interruptions in leisure time make detachment from work more difficult [32][33][34][35] . ...
The study tested a brief intervention to stimulate and help supervisors reduce work-related interruptions among their employees, both at work and during leisure time. The core of the short-term intervention was a workplace analysis of work-related interruptions, which was fed back to supervisors in combination with a work redesign stimulation explaining why and how to reduce interruptions. Two intervention sessions, as one-on-one physical meetings, that lasted 1.5 h each and were 2 wk apart. The sample consisted of 20 managers and 89 employees. The non-experimental repeated measurement design comprised three questionnaire measurements of the 89 employees (two pre-measurements and one post-measurement). Repeated measure hierarchical linear models showed that the intervention significantly predicted reduced interruptions during work and work-related interruptions of leisure time. Although the intervention effect sizes were small, the current work design intervention with supervisors as mediating actors can reasonably contribute to occupational health prevention.
... PSU has been associated with different negative life and health outcomes such as poor sleep quality, [13][14][15] impaired work and academic performance, [16][17][18][19] neck and shoulder pain, [20,21] and visual impairment [22,23]. Further, PSU has been positively associated with depression, anxiety, and Fear of Missing Out (FoMO) [24][25][26][27][28][29][30]. ...
Background and aim
The study investigated the effects of a 14-day social media abstinence on various mental health factors using an experimental design with follow-up assessment. Hypotheses included positive associations between problematic smartphone use (PSU) and depression, anxiety, fear of missing out (FoMO), and screentime. Decreases in screentime, PSU, depression and anxiety, and increases in body image were assumed for the abstinence group. Additionally, daily changes in FoMO and loneliness were explored.
Methods
Participants completed different questionnaires assessing PSU, FoMO, depression and anxiety, loneliness and body image and were randomized into control and social media abstinence groups. Daily questionnaires over 14 days assessed FoMO, loneliness, screentime, and depression and anxiety. 14 days after the abstinence, a follow-up questionnaire was administered. Multilevel models were used to assess changes over time.
Results
PSU was positively associated with symptoms of depression, anxiety and FoMO, but not with screentime. Spline models identified decreased screentime and body image dissatisfaction for the intervention group. Depression and anxiety symptoms, PSU, trait and state FoMO, and loneliness, showed a decrease during the overall intervention time but no difference between the investigated groups could be observed (hence this was an overall trend). For appearance evaluation and body area satisfaction, an increase in both groups was seen. Daily changes in both loneliness and FoMO were best modelled using cubic trends, but no group differences were significant.
Discussion
Results provide insights into effects of not using social media for 14 days and show that screentime and body image dissatisfaction decrease. The study also suggests areas for future studies to better understand how and why interventions show better results for some individuals.
... While recognising that there are individual motivations to engage with email, employees who stay connected to their work during leisure time make it very hard, if not impossible, to psychologically detach from work, connect fully with family and social groups, thus increasing WHI and impeding rest and recovery (Derks. & Bakker., 2014). Although several studies have investigated the effects of weekends and holidays on employee health and well-being, the bene cial effects of these relatively long periods away from work diminish quickly (Fritz & Sonnentag, 2005. In contrast, daily recovery during evening hours has a larger impact on employee health, well-being and produ ...
Work-related stress is a key challenge for economies globally, with far-reaching individual, organisational and societal consequences. One contributor to work-related stress is the blurring of boundaries between work and home domains, known as work-home interference (WHI). A legacy of the COVID-19 pandemic is increased flexible and remote working, which could increase WHI and resultantly work-related stress. A tangible marker of WHI is employee engagement with work emails during leisure time, however very little is known about the prevalence, predictors, and impacts of this behaviour. In a sample of 1229 UK-based employees, we report on social norms and work-place culture around engaging with work emails outside of normal working hours. Additionally, we investigated whether work email importance, email overload and email management tactics were associated with email engagement during leisure time, and whether this type of email engagement was associated with health and productivity, in cross-section. Participants who reported that email was highly important and/or felt overloaded by emails were more likely to engage with work emails during leisure time. Additionally, email engagement in leisure time was associated with poorer physical and psychological health, but not productivity. Our findings have implications for organisational policy and culture around employee email engagement behaviours.
... In other words, if salespeople do not respond flexibly to the adoption of new technologies, they may experience physical or psychological fatigue. The job demands-resources model also argued that job-related stressors including technology could have positive effects on strain, such as emotional exhaustion and job burnout [18,57]. Maier et al. (2019) stated that technology-related stressors have positive effects on job burnout [58]. ...
The purpose of this study is to examine the effects of a salesperson’s techno-demands and techno-resources created by new sales-related information technology on salespersons’ attitudinal and behavioral outcomes such as job burnout, job satisfaction, turnover intention, and sales performance. In order to test the proposed framework, data were collected from 305 salespeople in Korea. The results of a partial least squared structural equation modeling (PLS-SEM) analysis showed that techno-demands have a significant positive effect on salespeople’s job burnout and techno-resources have a significant positive effect on salespeople’s job satisfaction. Salespeople’s job burnout has a significant positive effect on salespeople’s turnover intention, whereas salespeople’s job satisfaction has a significant positive effect on salespeople’s sales performance. Finally, salespeople’s job satisfaction has a negative effect on turnover intention. Theoretically, this study develops a new comprehensive framework of the techno demands–resources model and is empirically tested in the context of salespeople. Managerially, the findings offer important insights to practitioners to leverage techno-resources to accelerate the sales technologies for sales activities.
Interruptions are a common and consequential issue for many workers. Although several studies have examined work interruptions, little research has explored work characteristics as potential antecedents of interruptions, particularly from a within‐person perspective. The current study examined this issue by investigating how several prominent job characteristics relate to employee interruptions and goal attainment using a daily diary design. Specifically, 162 employed individuals completed daily measures of work characteristics (job autonomy, task variety, job complexity, and task interdependence), external interruption (intrusion) frequency, internal interruption (mind wandering) frequency, and goal attainment. Results from multilevel modeling analyses demonstrated links between work characteristics and intrusions and between mind wandering and goal attainment. These findings contribute to our understanding of both work interruptions and work design and may inform practical applications related to managing interruptions.
We are experiencing a transformative shift in the employee-employer relationship—one that is reshaping how organizations attract, retain, and engage talent in a competitive landscape often described as the “war for talent” (Yildiz et al., 2019). In particular, Generation Y (born 1981-1996) brings a distinct set of values, being well-educated, confident, and technologically adept, and holds unique expectations for their employment experience (S. Srivastava et al., 2019). As this generation becomes the largest in the workforce, representing 50% today and projected to reach 75% by 2030 (Singh et al., 2023), HR departments face a monumental challenge in optimizing engagement for this cohort. The impact of the Covid-19 pandemic has further amplified Gen Y's focus on work-life balance, purpose, and flexibility, driving many to reconsider their priorities and exercise greater choice in the workplace.
This study aims to analyze the impact of work engagement and job satisfaction on the work performance of employees at PT Brantas Abipraya. Utilizing a quantitative-explanatory method, data were collected from 316 respondents who are permanent employees of the company. Data analysis was conducted using Structural Equation Modeling-Partial Least Squares (SEM-PLS). The findings indicate that work engagement has a positive and significant effect on work performance. Conversely, smartphone use at night has a significantly negative impact on both job satisfaction and work performance. Additionally, emotional exhaustion was found to negatively affect both work performance and job satisfaction. However, job satisfaction can mediate the relationship between smartphone use and emotional exhaustion on work performance. These findings provide practical implications for companies to regulate smartphone use outside of working hours and to offer adequate emotional support to employees to enhance their performance and well-being.
This study examines how workplace telepressure affects work-family conflict (WFC) among employees in the private school sector of Islamabad, with psychological detachment acting as a mediator. Data were collected through a survey of 315 employees in Islamabad and Rawalpindi and analyzed using AMOS and SPSS software. The results reveal a significant positive correlation between workplace telepressure and work-family conflict (b = 0.10, p < 0.01), indicating that employees experiencing high levels of telepressure struggle to disconnect from work, leading to conflict between work and family responsibilities. Psychological detachment negatively mediated this relationship (b = -0.06, p < 0.01), suggesting that the inability to detach from work mentally exacerbates the work-family conflict. The findings contribute to the literature by validating the Work-Family Spillover Theory and highlighting the role of psychological detachment in mitigating the negative impact of telepressure. These results have practical implications for organizational policies to reduce work-family conflict by fostering better recovery and detachment from work. Keywords: Telepressure, work-family conflict, role conflict, work-life balance, work-family spillover, conflict mediation, organizational conflict resolution, psychological detachment, recovery from work stress, work-related stress management, telecommuting stress, remote work, boundary management, family-supportive work environments, organizational support for well-being, stress recovery, psychological well-being, telework challenges, work-life integration, virtual teams, off-hours detachment, remote work stressors, employee well-being, coping mechanisms in remote work.
The purpose of this literature review is to highlight the relationship between technostress and conflict, which is having great resonance in various fields, including economics, sociology and psychology. The theme has different declinations, becoming a polysemic concept and applicable, in a broad sense, in any sphere of our lives. We need only think of the extent to which technology pervades our lives, for example wearable devices for health monitoring, work that is carried out entirely through technological devices, leisure time that is increasingly devoted to online activities, the opening up of the metaverse and artificial intelligence in the world of work. By using knowledge graphs and bibliometrics, the aim of the paper was to systematically analyse (qualitatively and quantitatively) and synthesise literature that addresses the relationship between conflict and technostress. We discuss the main research topics, current challenges and the status of studies on the topic, in order to provide a reference for researchers conducting related studies, laying the foundation for possible areas of future development and empirical analyses.
As the world of work continues to evolve, employees are increasingly seeking to do more than manage the bifurcated domains of work and home. Instead, amid greater demands at work alongside greater valuation of leisure, employees are striving to thrive at work without sacrificing their free time. To explore this tension, we adopt an agentic, blended, and future-oriented perspective of the work-nonwork interface and examine leisure-work synergizing as a unique practice for employees to find synergies between leisure and work. Drawing on foundational theorizing on workplace thriving, we theorize that strategically integrating work into leisure activities in an attempt to build work-relevant competencies can inspire (via self-assurance) and hinder (via fatigue) employee thriving at work. To test these predictions, we first conducted a series of validation studies to demonstrate the conceptual relationship among leisure-work synergizing and other work and nonwork constructs. Then, using an experience sampling design, we generally found support for the bolstering effects of leisure-work synergizing on thriving through self-assurance. Moreover, segmentation preference—a theoretical moderator related to this unique boundary blurring practice—significantly influenced the proposed relationship between leisure-work synergizing and fatigue. Taken together, our research expands our understanding of the work-nonwork interface and the utility of leisure activities for working adults, integrates work-nonwork research with positive psychology to reveal nonwork agents of thriving, and highlights a novel blended practice to help scholars and managers better understand how employees can “have their cake and eat it too.”
Funding: This work was supported by Terry College of Business at the University of Georgia.
Háttér és célkitűzések: A technostressz egy modern adaptációs betegség, amelyet a digitális újításokkal való megküzdés képtelensége okoz. Idesorolhatunk minden olyan munkahelyi stresszt, amely a digitális eszközök használatához kötődik. A technostressz jelenségét gyűjtőfogalomnak is tekinthetjük, amelyet tovább bonthatunk különböző alfaktorokra, ezek a techno-túlterhelés (techno-overload), techno-invázió (techno-invasion), techno-komplexitás (techno-complexity), techno-bizonytalanság (techno-insecurity), techno-kiszámíthatatlanság (techno-uncertainty). Számos kutatás foglalkozott az elmúlt néhány évben ezzel a jelenséggel, így mára biztosan tudjuk, hogy nagyban rontja a munkavállalók mentális egészségét, ami fiziológiai és pszichoszociális tüneteket egyaránt okozhat, valamint szervezeti problémák kiváltója is lehet. Ugyanakkor ez idáig nem született tanulmány, amely a magyar munkaerőpiacon vizsgálta volna a technostressz megjelenését és hatásait. Jelen kutatásunkban szerettük volna megvizsgálni a technostressz alfaktorai és a munkahelyi pszichoszociális tényezők közötti összefüggéseket. Módszer: Kutatásunkat online, anonim adatfelvétellel valósítottuk meg 2023 márciusa és áprilisa között. A mintába való bekerülés feltétele volt, hogy a kitöltő irodai munkát végezzen, legalább 2 év munkatapasztalattal rendelkezzen, valamint az utóbbi 3 évben munkaidejének egy részét home office munkavégzésben töltse. Összesen 462 fő (167 férfi és 295 nő) vett részt a vizsgálatunkban. Az adatelemzéshez a Technostress Creators Inventory és a Koppenhágai Kérdőív a Munkahelyi Pszichoszociális Tényezőkről II (COPSOQ II) változóit használtuk. Eredmények: Az adatelemzés során Spearman-korrelációt és többszörös lineáris regresszióanalízist végeztünk, amivel bizonyítottuk, hogy a technostressz alfaktorai nemcsak negatív összefüggést mutatnak a munkahelyi pszichoszociális tényezőkkel, hanem be is jósolják a változók alacsonyabb értékét. A többszörös lineáris regresszióval kapott modellek magyarázó ereje 4,8 és 23,1% között változott. Következtetések: A technostressz alfaktorai negatívan prediktálják a szervezeti pszichoszociális tényezőket, ezért fontos, hogy felhívjuk a magyar vezetők figyelmét a digitális átalakulással együtt járó egyéni, társas és szervezeti problémák hátterében meghúzódó faktorokra.
Nel corso degli ultimi anni è cresciuta l'attenzione intorno ai temi del benessere e della salute nel contesto accademico. Studi recenti suggeriscono che il personale docente e ricercatore è sottoposto a numerose pressioni sul lavoro provenienti da una varietà di fonti e questo determina importanti ricadute sui livelli di benessere. Nello specifico, il presente lavoro si è proposto di esplorare nell'ottica del modello JDR, richieste, risorse lavorative ed esiti di benessere lavorativo e verificare differenze significative in relazione al genere e al ruolo del personale accademico. Lo studio ha coinvolto 1481 ricercatori e docenti appartenenti a cinque Atenei pubblici italiani. I risultati pongono in evidenza alcune criticità all'interno dei contesti accademici e forniscono spunti per avviare una riflessione più profonda circa l'importanza per le università e le istituzioni accademiche di affrontare attivamente il tema della salute e del benessere.
Ulaşılabilir olmama, çalışma saatleri dışında, dijital araçlar vasıtasıyla işle ilgili faaliyetler veya haberleşmelerle doğrudan ya da dolaylı olarak meşgul olmama olarak ifade edilmektedir. Bu çalışmanın amacı, çalışanların ulaşılabilir olmama hakkına ilişkin görüşlerinin ve deneyimlerinin incelenmesidir. Bu gerekçeyle araştırma, fenomenoloji deseniyle yapılandırılmıştır. Araştırmanın katılımcılarını, Türkiye’de özel sektörde faaliyet gösteren işletmelerde çalışan/çalışmış olan beyaz yakalı çalışanlar oluşturmaktadır. Bu araştırmada farklı yaş, cinsiyet ve pozisyondan kişilere amaçlı örnekleme yöntemiyle ulaşılmıştır. Araştırma kapsamında farklı pozisyon ve sektörlerden 10 kişiyle yarı yapılandırılmış mülakatlar gerçekleştirilmiştir. İçerik analizi yöntemiyle analiz edilen veriler, temalar halinde sunulmuştur. Verilerin görselleştirilerek sunulmasında Maxqda 2020 Analitycs Pro programından yararlanılmıştır. Katılımcıların ulaşılabilir olmama fenomenine ilişkin deneyimleri, ulaşma aracı, cevap vermenin nedenleri, tepkiler ve önlemler temalar olarak belirlenmiştir. Çalışmanın sonuçlarına göre, katılımcıların çalıştıkları kurumlarda çalışanların ulaşılabilir olmama hakkıyla ilgili uygulamaların olmadığı ifade edilebilir. Katılımcıların en fazla vurguladıkları mesai dışında ulaşılabilirlik aracı telefon olmuştur. Çalışanların iş dışında iletişim araçlarıyla ulaşılabilir durumda olması ve her an işle meşgul olması iş-yaşam dengesini olumsuz etkilemektedir. Buna yönelik insan kaynakları politikalarının ve örgüt kültürünün inşa edilmesinin önemli olduğu düşünülmektedir. Bu çalışmanın, çalışanların ulaşılabilir olmama haklarıyla ilgili farkındalık kazandıracağı düşünülmektedir.
In this article, we present a bibliometric analysis of studies examining the consequences of boundary-crossing information communication technology (ICT) use, e.g., the use of ICT to conduct tasks across the work and family domains. We explore main contributors, disciplines, and topics of focus, as well as knowledge gaps, and lines of communication within this interdisciplinary field. Our aim is to explore knowledge production and knowledge exchange across disciplines and research employing different methods. Our findings reveal two clusters of publications: an interdisciplinary cluster, and a cluster dominated by organizational psychology, organizational science, and human resource management. Furthermore, our findings show that despite overlapping topics, qualitative and quantitative studies primary rely on two different bodies of literature. We argue that more communication across research employing different methods and a greater variety of disciplines is needed to advance the research on boundary-crossing ICT use.
Remote working is growing in popularity globally, and the COVID-19 pandemic has contributed to this trend. While the idea of remote work is not new, the reality is that it is now more common than ever in all industries and organisations where it can be implemented, and it is becoming a preferred method of working globally. The issue of remote work is current, and given how quickly it has spread throughout the globe, it is critical to look at how this new working paradigm impacts work outcomes of constantly connected BYOD (bring your own device) workers. The chapter examines the effects of working remotely for this type of employee. It also presents the remote working trend across the globe, the theoretical lens, and the reason for choosing the job demands-resources theory. A research model is proposed by carefully analysing the key constructs related to the impacts of remote working for BYOD users. The chapter explores strategies and recommendations tailored to enhance the remote work experience for these employees, while also providing insights into future directions.
Die vorliegende Masterarbeit befasst sich mit der Untersuchung des Einflusses von transformationaler und transaktionaler Führung sowie der Digitalisierung auf die psychologische Sicherheit von Mitarbeitenden. Die zentrale Forschungsfrage lautet: „Wie beeinflussen der transformationale bzw. transaktionale Führungsstil und die Digitalisierung der Arbeitsumgebung die psychologische Sicherheit von Mitarbeitenden, und welche Rolle spielt die Digitalisierung als moderierender Faktor in diesen Beziehungen?“ Die Studie basiert auf einer quantitativen Erhebung, an der 169 Mitarbeitende aus verschiedenen Branchen teilgenommen haben. Es werden standardisierte Fragebögen verwendet, um Daten zu Führungsstilen, dem Grad der Digitalisierung am Arbeitsplatz und der psychologischen Sicherheit zu sammeln. Die Datenanalyse erfolgte mittels Korrelations-, Regressions- und Moderationsanalysen.
Die Schlüsselerkenntnisse verdeutlichen, dass transformationale Führung einen positiven Einfluss auf die psychologische Sicherheit hat (βtransform = 0.16, p < 0.001). Transaktionale Führung zeigt ebenfalls eine positive Wirkung, jedoch in geringerem Maße signifikant (βtransakt = 0.21, p < 0.01). Es gibt keinen signifikanten direkten Zusammenhang zwischen dem Grad der Digitalisierung und der psychologischen Sicherheit (βdigi = -0.02, p = 0.67.). Die Moderationsanalyse stellt dar, dass die Digitalisierung die Effekte der transformationalen Führung auf die psychologische Sicherheit leicht signifikant abschwächt (βi1 = -0.08, p = 0.02). Die moderierende Wirkung von Digitalisierung auf die Effekte der transaktionalen
Führung ist nicht signifikant (βi2 = -0.008, p = 0.75.) Abschließend weisen die
Ergebnisse dieser Studie darauf hin, dass sowohl transformationale als auch transaktionale Führung wichtige Rollen bei der Förderung der psychologischen Sicherheit spielen, während die Digitalisierung in komplexer Weise als moderierender Faktor, zumindest bei der transformationalen Führung, wirken kann. Diese Erkenntnisse sind für die Gestaltung von Führungsstrategien und psychologisch sicheren Arbeitsumgebungen in einer zunehmend digitalisierten Welt von großer Bedeutung und tragen zum tieferen Verständnis der Dynamik von Führungsverhalten und psychologischer Sicherheit bei.
The rapid advancement of technology has led to the emergence of digital workspaces, transforming the traditional notion of work environments. The transition towards remote work for organizations, which had been occurring gradually over several decades, experienced a rapid acceleration due to the widespread adoption of digital technologies. These technologies emerged as the primary means for a significant portion of the workforce to maintain productivity and connectivity. This paper probes into the conceptualization, distinctness between “Digital Workspace” and “Digital Workplace,” influential factors shaping digital workspaces, their transformative evolution, and the role they play in pioneering remote collaborations. By exploring existing literature, this study aims to provide insights into the present landscape and future prospects of digital workspaces.
Introduction: Information and communication technologies (ICT) allow employees to engage in technology-assisted supplemental work (TASW), such as continuing work tasks and being contacted by supervisors or colleagues after their official working hours. Research has found that TASW can have positive and negative effects on employee wellbeing. Yet, it remains unclear under which circumstances TASW is beneficial or harmful. Building on appraisal theories, we hypothesized that a more positive appraisal of TASW events is related to higher levels of daily psychological detachment and work engagement. We further proposed that daily psychological detachment is positively associated with daily
work engagement and mediates the relationship between appraisal of TASW events and daily work engagement.
Methods: To test our hypotheses, we conducted a diary study with two surveys per day over five consecutive workdays (N = 135; 245 daily observations).
Results: Results ofmultilevel path analysis showed that a more positive appraisal of TASW was positively related to work engagement. However, appraisal of TASW events was notassociated with psychological detachment and, therefore, there was no mediating effect on work engagement.
Discussion: Our results contribute to existing research by investigating potential beneficial aspects of TASW and its effects on work engagement. Future research avenues and practical implications are discussed.
On the basis of identity theory and research on sex role socialization, it was predicted that both work interfering with family (W → F conflict) and family interfering with work (F → W conflict) are uniquely related to depression, poor physical health, and heavy alcohol use (Hypothesis 1). It also was predicted that gender would moderate these relationships, such that W → F conflict is more strongly related to the outcomes among women (Hypothesis 2a) and F → W conflict is more strongly related to the outcomes among men (Hypothesis 2b). Survey data were obtained from 2 random community samples of employed parents (Ns = 496 and 605). Hierarchical regression analyses supported Hypothesis 1 but failed to support Hypotheses 2a and 2b.
This paper reviews empirical evidence on how telecommunications technologies affect the context of work and organizations at the individual, group, organizational, and inter-organizational level of analysis. Telecommunications is defined broadly to include both networks themselves and applications that enable not only computer-mediated communication but also digital transactions. Because digital telecommunications is an emergent phenomena, our knowledge of its implications for work is sparse. Despite this lack of evidence, numerous claims are made in the literature. Telecommunications are depicted as freeing the work of individuals and organizations from the constraints of time and space. In addition, telecommunications are said to facilitate market coordination and cause greater interdependence among organizations. In general, predictions of the effects of telecommunications neglect intervening variables and are overly deterministic. We evaluate the claims that have been made about telecommunications technology in light of the available evidence and conclude with suggestions for further research.
An examination of the literature on conflict between work and family roles suggests that work-family conflict exists when: (a) time devoted to the requirements of one role makes it difficult to fulfill requirements of another; (b) strain from participation in one role makes it difficult to fulfill requirements of another; and (c) specific behaviors required by one role make it difficult to fulfill the requirements of another. A model of work-family conflict is proposed, and a series of research propositions is presented.
This study extends previous research on respite from work and addresses the question of how individuals use their leisure time to recover from work. It is hypothesized that time spent on work-related and household activities has a negative effect on well-being, whereas low-effort, social, and physical activities are assumed to have a positive effect. One hundred Dutch teachers completed a diary on leisure time activities and situational well-being for 5 days, and work situation variables were assessed with a questionnaire. Multilevel analyses in which preleisure well-being and work situation variables were entered as control variables supported 4 of the 5 hypotheses. Moreover, a lagged effect of high time pressure on poor situational well-being was found. The study showed that leisure time activities and a low-stress work situation contribute independently to an individual's well-being. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This paper reports on the stepwise development of a new questionnaire for measuring work-home interaction, i.e. the Survey Work-home Interaction—NijmeGen, the SWING). Inspired by insights from work psychology, more specifically from Effort-Recovery Theory (Meijman & Mulder, 199839.
Meijman , T. F. and
Mulder , G. 1998. “Psychological aspects of workload”. In Handbook of work and organizational psychology, Edited by:
Drenth , P. J. ,
Thierry , H. and
de Wolff , C. J. 5–33. Hove: Psychology Press. View all references), we defined work-home interaction by differentiating between the direction and quality of influence. Four types of work-home interaction were distinguished and measured by using 22 (including 13 self-developed) items. By using data from five independent samples (total N=2472), validity evidence was provided based on the internal structure of the questionnaire. The results showed that the questionnaire reliably measured four empirically distinct types of work-home interaction, and that this four-dimensional structure was largely invariant across the five samples as well as across relevant subgroups. Validity evidence was also provided based on the relations with external (theoretically relevant) variables (i.e. job characteristics, home characteristics, and indicators of health and well-being). The results generally supported the hypothesized relationships of these external variables with negative work-home interaction. Less support was found, however, for the hypothesized relationships with positive work-home interaction. This contributes to current literature as it employs a relatively broad conceptualization of work-home interaction and offers a promising tool that measures its multiple components across a wide variety of workers.
An examination of the literature on conflict between work and family roles suggests that work-family conflict exists when: (a) time devoted to the requirements of one role makes it difficult to fulfill requirements
of another; (b) strain from participation in one role makes it difficult to fulfill requirements of another; and (c) specific behaviors required by one role make it difficult to fulfill the requirements of another. A model of work-family conflict is proposed, and a series of research propositions is presented.
Communication technologies have made it increasingly feasible for employees to stay connected to work when not in the office. Yet we have little understanding of the implications for important aspects of work and work life. This study investigates how the use of communication technologies beyond normal work hours relates to work-related attitudes and work-to-life conflict. Results found that employees with higher ambition and job involvement were more likely to use communication technologies after hours. Furthermore, use of communication technologies after hours was associated with the employee's work-to-life conflict as reported by the employee and a significant other of the employee.
The Study How Pervasive Is Feeling Overworked? What Aspects of Jobs Contribute to Feeling Overworked? Do Different Demographic Groups Feel More or Less Overworked? What Happens when Employees Feel Overworked? Implications for Employers What Might Be Done to Reduce the Frequency with which Employees Feel Overworked?
This chapter describes methodological issues that are relevant for research on recovery. We aim to provide an overview of methodological approaches that have been or can be used in recovery research, and to provide methodological guidelines that researchers may use in assessing the process of recovery. We argue that studies on recovery must be explicit about recovery settings, recovery processes (i.e., activities and experiences) and recovery outcomes. We describe typical operationaliza- tions of these three perspectives and focus in more detail on potential measures of recovery outcomes. We give an overview of research designs including experiments and quasi-experiments, diary studies, and long- itudinal field studies. We conclude by pointing to remaining challenges for researchers in the area of recovery.
This study examines the impact of work-related smartphone use on daily recovery from work-related efforts. The literature shows that work–home interference (WHI) is an important inhibitor of the recovery process. We propose that the extensive use of smartphones with its implicit request of 24/7 availability inhibits the process of engaging in activities that are required for daily recovery. A total of 80 employees (40 smartphone users, 40 controls) completed a 6-day diary questionnaire over a time period of 2 weeks. Contrary to our hypothesis, smartphone users did not experience more overall WHI than nonusers. Furthermore, four activities aimed at recovery were examined. We predicted that daily WHI would increase employees’ engagement in recovery activities, but only if they did not use a smartphone. Results showed that, for the control group, WHI was positively related to psychological detachment, relaxation, mastery, and control activities, whereas smartphone users facing high WHI did not succeed in engaging in these recovery activities. This implies that being connected to work in the evening hours through smartphones has consequences for the extent to which employees succeed in undertaking recovery activities.
The aim of this chapter is to provide a literature review on daily recovery during non-work time. Specifically, next to discussing theories that help us understand the process of recovery, we will clarify how recovery and its potential outcomes have been conceptualized so far. Consequently, we present empirical findings of diary studies addressing the activities that may facilitate or hinder daily recovery. We will pay special attention to potential mechanisms that may underlie the facilitating or hindering processes. Owing to the limited research on daily recovery, we will review empirical findings on predictors and outcomes of a related construct, namely need for recovery. We conclude with an overall framework from which daily recovery during non-work time can be understood. In this framework, we claim that daily recovery is an important moderator in the process through which job characteristics and their related strain may lead to unfavorable states on a daily basis.
Two questions are posed: Does internet addiction really exist? And if it does exist, what are people actually addicted to? These questions are explored by examining the core components (i.e., salience, mood modification, tolerance, withdrawal, conflict, relapse) of
bona fide addictions and then relating them to excessive internet use. Taking all the case study and survey evidence together, it can be argued that excessive usage in a majority of cases appears to be purely symptomatic (i.e., the internet is being used as a tool to engage in other types of rewarding behavior, like being in a relationship). However, internet addiction may be prevalent in a significant minority of individuals. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Abstract The purpose of the present study was to test the hypothesis that vacation relief decreases psychological and behavioral strains caused by job stressors. We examined the impact of job stress and vacation on strain on 87 blue-collar employees in an industrial enterprise in central Israel. Whereas former respite research focused on the impact of vacation only on psychological strains such as burnout and job and life satisfaction, the current study also examined a behavioral strain, absenteeism. The employees completed questionnaires before and after vacation and again four weeks later. Our findings show that vacation alleviated perceived job stress and bumout as predicted, replicating findings that a respite from work diminishes levels of strain to lower than chronic, on-the-job levels. We found declines in burnout immediately after the vacation and a return to prevacation levels four weeks later, and a similar pattern with regard to absenteeism.
We focus on everyday role transitions involving home, work, and other places. Transitions are boundary-crossing activities, where one exits and enters roles by surmounting role boundaries. Roles can be arrayed on a continuum, spanning high segmentation to high integration. Segmentation decreases role blurring but increases the magnitude of change, rendering boundary crossing more difficult; crossing often is facilitated by rites of passage. Integration decreases the magnitude of change but increases blurring, rendering boundary creation and maintenance more difficult; this challenge often is surmounted by boundary work.
Researchers report on a 3-sample study that developed and validated short, self-report scales of work–family conflict (WFC) and family–work conflict (FWC). Using conceptualizations consistent with the current literature, the researchers offer content domains and definitions of the constructs. Advocated procedures were used to develop the scales and test dimensionality and internal consistency. Estimates of construct validity are presented by relating the scales to 16 other on- and off-job constructs. Mean-level difference tests between WFC and FWC also provide evidence of validity.
Burnout is a prolonged response to chronic emotional and interpersonal stressors on the job, and is defined by the three dimensions of exhaustion, cynicism, and inefficacy. The past 25 years of research has established the complexity of the construct, and places the individual stress experience within a larger organizational context of people's relation to their work. Recently, the work on burnout has expanded internationally and has led to new conceptual models. The focus on engagement, the positive antithesis of burnout, promises to yield new perspectives on interventions to alleviate burnout. The social focus of burnout, the solid research basis concerning the syndrome, and its specific ties to the work domain make a distinct and valuable contribution to people's health and well-being.
Cross-sectional research provides consistent evidence that work–family conflict is positively associated with a host of adverse health-related outcomes. The authors extend past research by examining the longitudinal relations of work → family and family → work conflict to self-report (depressive symptomatology, physical health, and heavy alcohol use) and objective cardiovascular (incidence of hypertension) health outcomes. Survey data were obtained from a random community sample of 267 employed parents during 1989 (baseline) and 1993 (follow-up). Ordinary least squares and logistic regression analyses revealed that family → work conflict was longitudinally related to elevated levels of depression and poor physical health, and to the incidence of hypertension. In contrast, work → family conflict was longitudinally related to elevated levels of heavy alcohol consumption.
This study investigates the interrelations among role integration–segmentation, role identification, reactions to interruptions, and work–life conflict. Results from a field survey of university staff employees suggest that as highly identified roles are integrated into other domains, high role integration is related to less negative reactions to interruptions, and employees who integrate work into nonwork set fewer boundaries for using communication technologies during nonwork time and report higher work–life conflict. Findings from this research provide insight into how individuals integrate their work and life domains and the consequences of such integration to work–life conflict.
The present study investigated the degree to which the role transitions model postulated by Burr (1972) could be used to explore the incompatibility between family and job role demands as a source of job-related stress. The sample consisted of 181 married sailors aboard four deployed U.S. Navy ships. These individuals responded to questionnaires about different aspects of job-role conflict and ambiguity, goal attainment facilitation, role strain, and family/work role incompatibility. Relationships among the various measures were assessed on both a concurrent and predictive basis employing correlational and hierarchical regression techniques. The results suggested that incompatibility between job and family demands is significantly related to the ease of the role transition process.
Do professors put in very long workweeks solely out of a love of their work, or do expectations for teaching and publishing essentially require a sixty-hour workweek for the successful completion of the job? How do faculty members reconcile the demands of an academic career with the realities of family life? Drawing on a large national survey of postsecondary faculty conducted in 1998, the authors examine the length of the workweek by analyzing its relationship to faculty dissatisfaction with their workload. The authors find evidence that many professors are dissatisfied with their workload. Moreover, dissatisfaction increases among those working the longest hours. The data also indicate that very long hours on the job greatly contribute to research productivity. The very long hours demanded by faculty jobs thus pose a dilemma for parents who want to spend time with their children and their families. The authors conclude by suggesting that the challenge is to create a set of expectations for academic employment that are compatible with responsible parenting in dual-career couples.
The objective of this research was to examine the relationships between the dependent variable of work-family conflict (operationalized as overload, work to family interference, family to work interference) and the independent variables of gender, family type, and perceived control. The sample consisted of 1,989 single-parent and dual-income employees with children ages 6 through 12. The findings indicated that individuals with higher perceived control have lower levels of overload and interference. Women had higher levels of overload and interference than did men. Single parents had similar levels of overload and interference from family to work as married individuals.
This field study investigated the relationship of work demands experienced by 85 male senior administrators of correctional institutions and the well-being of their spouses. Data were collected by means of questionnaires completed independently by the husbands and their wives. The results indicated that wives whose husbands reported greater occupational demands reported (1) less marital and life satisfaction, (2) decreased social participation, and (3) increased psychosomatic symptoms and negative feeling states. In no case was wives' well-being enhanced as a function of increased occupational demands on husbands. Job demands thus had an influence beyond the workplace and into the lives of their spouses. The interaction between work and nonwork experiences for the quality of individual's lives and the interdependence of husband and wife in this regard require further consideration.
Although work–home interference (WHI) refers to a process of negative interaction between the work and home domains, little attention has been paid to the actual processes involved in the within-person, day-to-day management of work and home. Therefore, this study investigated if, and how, a global report for the individual, of WHI (i.e., a general indicator of experienced WHI) is reflected in daily reports of WHI, in employees’ daily activity patterns in the work and home domain, and in their daily health and well-being. Effort-Recovery theory (Meijman & Mulder, 199824.
Meijman , T. F. and
Mulder , G. 1998. “Psychological aspects of workload”. In Handbook of Work and Organizational Psychology, 2nd ed., Edited by:
Drenth , P. J. D. ,
Thierry , H. and
de Wolff , C. J. 5–33. Hove: Psychology Press. View all references) provided the theoretical basis for this study. Data were collected among 120 academic staff members (62% male) who completed a general questionnaire, addressing global WHI as well as demographical information, and who also participated in a 5-day daily diary study. WHI was measured using the 8-item WHI subscale of the Survey Work–home Interaction Nijmegen (SWING), with an adapted version being used for the diary studies. Results showed that global WHI: (1) was positively related to daily WHI; (2) was positively related to the time spent daily on overtime work in the evening; (3) was negatively related to the time spent daily on low-effort activities; and (4) was positively related to daily fatigue and sleep complaints. We conclude that Effort-Recovery theory seems promising for the study of WHI, and that diary studies are valuable, as these provide detailed insight into what global reports of WHI actually signify from day to day.
A fundamental measure of progress in computing involves rendering it as an inseparable part of our everyday experience while simultaneously making it disappear [2]. Radical improvements in microprocessor cost-performance ratios have pushed this process forward while drastically reducing computing-device form factors, enabling us to embed computers in many parts of our environments. In 40 years this change has transformed the early large "computing machines" into compact devices that enable, mediate, support, and organize our daily activities.
Do professors put in very long workweeks solely out of a love of their work, or do expectations for teaching and publishing essentially require a sixty-hour workweek for the successful completion of the job? How do faculty members reconcile the demands of an academic career with the realities of family life? Drawing on a large national survey of postsecondary faculty conducted in 1998, the authors examine the length of the workweek by analyzing its relationship to faculty dissatisfaction with their workload. The authors find evidence that many professors are dissatisfied with their workload. Moreover, dissatisfaction increases among those working the longest hours. The data also indicate that very long hours on the job greatly contribute to research productivity. The very long hours demanded by faculty jobs thus pose a dilemma for parents who want to spend time with their children and their families. The authors conclude by suggesting that the challenge is to create a set of expectations for academic employment that are compatible with responsible parenting in dual-career couples.
Simple slopes, regions of significance, and confidence bands are commonly used to evaluate interactions in multiple linear regression (MLR) models, and the use of these techniques has recently been extended to multilevel or hierarchical linear modeling (HLM) and latent curve analysis (LCA). However, conducting these tests and plotting the conditional relations is often a tedious and error-prone task. This article provides an overview of methods used to probe interaction effects and describes a unified collection of freely available online resources that researchers can use to obtain significance tests for simple slopes, compute regions of significance, and obtain confidence bands for simple slopes across the range of the moderator in the MLR, HLM, and LCA contexts. Plotting capabilities are also provided.
An abstract is not available.
Sleep has been considered crucial for recovery, but little is known about the specific associations between the work–family interface and sleep quality. Based on COR theory, the goal of this study is to examine the moderating role of sleep quality on the relationship between work–home interaction (i.e. negative work–home interaction, negative home–work interaction, positive work–home interaction, and positive home–work interaction) and psychological strain. A total of 273 ambulance workers from Spain participated in the study. Multiple regression analyses revealed that sleep quality moderated the relationship between negative and positive home–work interaction and psychological strain. Findings are discussed in terms of their theoretical and practical implications.
Recovery from work stress is crucial in avoiding stress-related ill-health. The aim of this longitudinal study was to investigate whether processes that prolong the mental exposure to work stressors, such as inability to withdraw from work (IW), the core construct in overcommitment, predicts fatigue and poor next-day recovery 6 months later over what is predicted by job control and job demands. Self-ratings in questionnaires were completed by 160 women working in dental care at two time points, 6 months apart. Job demands, job control, and IW were used to predict fatigue and poor next-day recovery, respectively. Multiple regression analyses show that having children living at home, high job demands, and high IW were associated with fatigue 6 months later. Job demands and IW, but not having children at home, predicted poor next-day recovery. Mediation analyses using a bootstrapping procedure indicated that IW partly mediated the relationship between job demands and fatigue and between job demands and next-day recovery. These findings highlight the importance of considering IW in relation to fatigue and recovery from work and that such factors should be included in interventions targeting work-related stress.
This study among 85 individuals used a day reconstruction approach to examine whether workaholism moderates the relationship between daily activities during non-work time and daily well-being in the evening (evening happiness, momentary vigor before bedtime, and momentary recovery before bedtime). Specifically, it was hypothesized that daily work-related activities during the evening have a stronger negative relationship with daily well-being for employees high (versus low) in workaholism and that daily physical and social activities have a stronger positive relationship with well-being for employees high (versus low) in workaholism. The results of multilevel analyses largely supported the hypotheses for daily physical and work-related activities but not for social activities during non-work time. These findings imply that organizations should not encourage their employees and particularly those who score high on workaholism to work during non-work time and instead promote physical exercise. Copyright © 2012 John Wiley & Sons, Ltd.
This study examined the direct and moderator roles of recovery experiences (psychological detachment from work, relaxation, mastery, and control) in the relationship between psychosocial work characteristics (i.e. time demands, job control, and justice of the supervisor) and occupational well-being (need for recovery, job exhaustion, and work engagement). The study was conducted among 527 Finnish employees from several occupational sectors who were employed in a variety of different jobs. Of the employees, 53% were women and the average age was 42.4 years. The moderated hierarchical regression analyses showed that psychological detachment and mastery were protective mechanisms against increased need for recovery in a situation of lack of job control. Also, relaxation protected against increased job exhaustion under high time demands. In addition, recovery experiences - psychological detachment and mastery in particular - had direct links to occupational well-being. Altogether, the study findings suggest that recovery experiences play a significant role in maintaining well-being at work.
This research deals with the measurement and consequences of workaholism in the Netherlands. Study I describes the development and validation of a Dutch version of Robinson's (1999) Work Addiction Risk Scale (WART). Confirmatory factor analysis (total N = 356) revealed that the factorial structure of the Dutch WART was similar to that of the US original. Study 2 (N = 232) examined whether the Compulsive Tendencies (CT) subscale of the WART could be used as a short measure of workaholism. The overlap between the full 25-item WART and the CT subscale was high, whereas the patterns of correlations with other concepts were very similar. Study 3 (N = 199) tested a process model for the effects of workaholism (i.e., CT) on exhaustion and work-nonwork conflict, showing that workaholism affected these two outcome variables both directly and indirectly (via perceived job demands). It is concluded that: (i) the Dutch version of the WART is very similar to the US original; (ii) the WART and the CT subscale are both valid measures of workaholism; and (iii) workaholism is a potentially important concept in the study of work and stress.
Information technology is entrenched in everyday life; yet, scholars have not firmly established whether this use blesses or vexes individuals and their families. This study analyzes longitudinal data (N =1,367) from the Cornell Couples and Careers Study to assess whether increases in spillover explain changes in distress and family satisfaction associated with technology use. Structural equation models indicate that cell phone use over time (but not computer use) is associated with increases in negative forms of spillover (positive spillover is not significant) and is linked to increased distress and lower family satisfaction. Overall, the evidence suggests that technology use may be blurring work/family boundaries with negative consequences for working people.
Extending the workday to the home into the night and weekends is nothing new; however, the wide array of technological tools that facilitate an anytime-anywhere connectedness of employees to their employers is a recent phenomenon. Technology-assisted supplemental work (TASW) is the practice of lengthening working time by remaining connected to work, coworkers, supervisors, and other organizational stakeholders from home via advanced digital information technology (i.e., personal and handheld computers, cellular phones, or pagers). Although previous research offers insight into some aspects of this work form (Venkatesh & Vitalari, 1992), we present a new, broader theoretical framework that explains how organizational climate and employee characteristics promote the performance of TASW, and how both perceived usefulness of technology and satisfaction with adopted technology affect the strength of these relationships. We also explain the linkages among TASW and job performance, career success, and work-to-family conflict and incorporate media richness and time and boundary management as moderators of these relationships. We present propositions, offer a general research strategy, and discuss the framework's theoretical and managerial implications. © 2004 Wiley Periodicals, Inc.
This article addresses occupational health issues associated with home based telework. Relying on a literature review, an overview of empirical research and the results of six case studies conducted within Canadian-based organisations, the authors present findings from an interdisciplinary perspective that takes into account the social, ergonomic and regulatory issues relevant to health and safety of teleworkers. The case studies as well as the literature review showed that home based telework is generally seen by workers as having a positive effect on their health, although potential problems arising from work station design, long hours and isolation were identified. The analysis of the legal framework governing OHS of teleworkers in Quebec showed that most legislation theoretically applied to teleworkers, but there was some concern as to whether protective provisions governing prevention and compensation for injury were effectively applied to home based telework.
This paper presents a cognitive-energetical framework for the analysis of effects of stress and high workload on human performance. Following Kahneman's (1973) model, regulation of goals and actions is assumed to require the operation of a compensatory control mechanism, which allocates resources dynamically. A two-level compensatory control model provides the basis for a mechanism of resource allocation through an effort monitor, sensitive to changes in the level of regulatory activity, coupled with a supervisory controller which can implement different modes of performance-cost trade-off. Performance may be protected under stress by the recruitment of further resources, but only at the expense of increased subjective effort, and behavioural and physiological costs. Alternatively, stability can be achieved by reducing performance goals, without further costs. Predictions about patterns of latent decrement under performance protection are evaluated in relation to the human performance literature. Even where no primary task decrements may be detected, performance may show disruption of subsidiary activities or the use of less efficient strategies, as well as increased psychophysiological activation, strain, and fatigue after-effects. Finally, the paper discusses implications of the model for the assessment of work strain, with a focus on individual-level patterns of regulatory activity and coping.
Millions use electronic tools to do their jobs away from the traditional office. Some labor in a “virtual office” with flexibility to work wherever it makes sense and others telecommute primarily from home. This IBM study compares how three work venues (traditional office, n=4316, virtual office, n=767, and home office, n=441) may influence aspects of work (job performance, job motivation, job retention, workload success, and career opportunity) and personal/family life (work/life balance and personal/family success). Perceptions, direct comparisons, and multivariate analyses suggest that the influence of the virtual office is mostly positive on aspects of work but somewhat negative on aspects of personal/family life. The influence of the home office appears to be mostly positive and the influence of traditional office mostly negative on aspects of both work and personal/life. Implications of these findings are discussed.
This study considered whether the distinction between core and peripheral criteria for behavioral addiction, previously drawn with respect to computing activities in general, applies in the specific area of Massively Multiplayer Online Game playing. Questionnaire items were administered over the Internet to 442 game players. Factor-analysis of the data supported the previous findings for computing in general. An addiction factor loaded on items tapping previously identified core criteria (conflict, withdrawal symptoms, relapse and reinstatement and behavioral salience) and a (non-pathological) engagement factor loaded on items tapping previously identified peripheral criteria (cognitive salience, tolerance and euphoria). Analysis of response frequencies supported the existence of a developmental process whereby peripheral criteria are met before core criteria. Players who might be considered addicted using a monothetic classification system involving only the core criteria were shown to spend a significantly greater amount of time playing per week than those endorsing only the peripheral criteria. It is concluded that the study supports the idea that it is inappropriate to use some of the previously used criteria for addiction when researching or diagnosing computer-related addictions. Implications of the present findings for Internet-mediated data collection methodologies are also discussed.
This study tested the ‘loss spiral’ hypothesis of work–home interference (WHI). Accordingly, work pressure was expected to lead to WHI and exhaustion, and, vice versa, exhaustion was expected to result in more WHI and work pressure over time. Results of SEM-analyses using three waves of data obtained from 335 employees of an employment agency offered strong support for this hypothesis. It was found that T1 work pressure and exhaustion were determinants of T2 and T3 WHI, whereas T1 WHI was a causal determinant of T2 and T3 exhaustion and work pressure. In addition, work pressure and exhaustion had causal and reversed causal relationships over time. These empirical findings suggest that common theoretical models postulating the causal chain of work pressure → WHI → exhaustion are inadequate. Rather, more elaborated models including reciprocal relationships between work characteristics, WHI and employee well-being seem more appropriate.
In contemporary knowledge work organizations, work is often accomplished through communication. Consequently, communication disruptions often translate into work disruptions. In this paper, we identify two types of communication disruptions with implications for the relative organization of work: delays and interruptions. Communication delays contribute to work disorganization when a worker is unable to move forward with a task due to insufficient information, while interruptions derail the flow of activities directed toward the accomplishment of a task. Communication technologies are often designed with the intention of improving work organization by reducing communication delays (first-order effect), but the use of these technologies may, in practice, inadvertently contribute to an increase in work interruptions (second-order effect). We illustrate these first and second-order impacts of communication media use in a descriptive model. Then, using this model as our point of departure, we draw on prior research on personal control, relationships, and organizational culture to offer testable propositions regarding likely worker responses (third-order effect) to either communication delays or interruptions with further implications for the organization of work. Our argument suggests that communication technology use may not result in either more or less organized work overall but, rather, may simply shift the locus of control over the flow of work.