Article

Recovery during the weekend and fluctuations in weekly job performance: A week-level study examining intra-individual relationships

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Abstract

For most employees, the weekend offers the opportunity to recover and unwind from demands faced during the working week. In this study, first, we examined which factors contribute to employees’ successful recovery during the weekend. Second, we investigated if being highly recovered after the weekend benefits different dimensions of job performance during the week. Using a within-person design we conducted a weeklevel study with 133 employees over four working weeks. Participants responded to weekly web-based surveys at the beginning and at the end of the working week. Hierarchical linear modelling showed that psychological detachment, relaxation, and mastery experiences during the weekend predicted the state of being recovered at the beginning of the working week. The state of being recovered in turn predicted fluctuations in weekly task performance, personal initiative, organizational citizenship behaviour, and low perceived effort. Our results stress the importance of recovery during the weekend for both the individual and for organizations.

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... Audit firms have committed to helping employees find desired WLB with the creation of work-life balance and well-being programs. Such programs are intended to encourage employee recovery from the difficulty of work, which has been linked to increased job performance (Binnewies, Sonnentag, and Mojza 2010) and improved health outcomes. ...
... Such programs are intended to encourage employee recovery. Recovery has been linked to increased job performance (Binnewies et al. 2010 Less certainty exists about whether the commitment to work-life balance that firms have made through investments in employee programs is reflected proportionately in supervisors' evaluation of subordinates for purposes of career progression. Without the support of WLB by supervisors, efforts at the firm's management level to encourage balance will be less effective. ...
... Another approach taken by some employees to achieve work-life balance is through weekend recovery. Weekend recovery means participating in activities during the weekend that lead an individual to feel physically and mentally refreshed at the end of the weekend (Binnewies et al. 2010). Recovery activities include relaxation as well as detachment such as taking electronic device "holidays" and spending rejuvenating time outdoors. ...
Article
Work-Life Balance (WLB) continues to be a concern of audit professionals because the long work-hours environment can have negative effects for both individuals and organizations. Audit firms have continuously committed to helping employees with the creation of work-life balance and well-being programs. The purpose of this study is to determine whether the firm’s official commitment to work-life balance is reflected in supervisors’ evaluation of subordinates. This study conducts a between subjects experiment using actual audit supervisors as participants to capture responses to ways that a hypothetical staff person might pursue WLB. As part of this, a hypothetical non-financial WLB metric used as part of the formal performance evaluation process is examined as a potential tool for strengthening the effectiveness of audit firm investments in WLB. The results show that WLB alternatives still have negative career consequences, and these consequences would not be mitigated by the use of a formal WLB performance evaluation metric. Although career consequences of WLB are not significantly related to gender, performance evaluation is not gender neutral.
... The results do not support a positive relationship between psychological detachment and task performance, as suggested in previous studies (e.g. Binnewies et al., 2010;Sonnentag, 2012;Wendsche and Lohmann-Haislah, 2017). One possible explanation for this observation is that as the effects of psychological detachment are manifest in the long term, there is a requirement for several months of training every day to enable the recovery of the necessary internal resources required to perform better (e.g. ...
... One possible explanation for this observation is that as the effects of psychological detachment are manifest in the long term, there is a requirement for several months of training every day to enable the recovery of the necessary internal resources required to perform better (e.g. Binnewies et al., 2010;Lu et al., 2022). Unfortunately, this effect cannot be captured in a cross-sectional study. ...
Article
Purpose Work overload has become a relevant issue in the Information Technology (IT) industry, with negative effects for individuals and organizations alike. This study aims to analyse the role of personal resources in a broad model regarding the effects of work overload on performance and well-being for the particular case of IT professionals. Considering the specificities of the IT industry, three personal resources were included in this study: one stable personality variable (conscientiousness) and two more malleable variables (work-life balance and psychological detachment). Design/methodology/approach To test the model, the authors use a sample of 144 IT Portuguese professionals. The authors collected data through an online questionnaire shared in social networks and IT social network communities. The authors use partial least squares (PLS) for data analysis. Findings The results show that work overload negatively impacts on employees’ life satisfaction, psychological detachment, work-life balance and task performance. Conscientiousness is positively related with two positive outcomes: task performance and life satisfaction. Work-life balance has a mediating effect in the relationship between work overload and life satisfaction. Practical implications These findings emphasize the need to promote conscientiousness in IT professionals, as well as reduce workload and promote family-friendly working environments to foster work-life balance and life satisfaction. Originality/value By testing this model, the authors aim to contribute to the current knowledge on the role of personal resources in the Job Demands-Resources model, which is still unclear and under-researched.
... Psychological detachment is related to various facets of job performance, such as task performance (i.e., fulfilling explicit task requirements) and proactive work behavior (i.e., addressing problems at work and coming up with solutions for them). A study in which weekly surveys were collected over the course of four workweeks revealed that when employees detached from their job during the weekend, they felt more refreshed at the beginning of the next workweek and showed more proactive work behavior throughout the week (Binnewies et al., 2010). Another study, however, suggested that psychological detachment might be beneficial only up to a certain point. ...
... However, the results are different from some previous research. For example, other research have supported the idea that psychological detachment from work during off-hours is beneficial for workers' well-being and for various aspects of JP (Sonnentag, 2012), and that when employees detached from their job during the weekend, they felt more refreshed at the beginning of the next workweek and showed more proactive work behavior throughout the week (Binnewies et al., 2010). ...
... The WLB and resilience relationship has been discussed in the light of the restorative potential after-work activities can have on individuals. A variety of activities have been found to help employees to rebound from work demands with benefits for their health, quality of life, and work performance [36,37]. ...
... Moreover, in the work-life balance literature, the positive effects of work-to-life spillover under certain conditions have been highlighted (e.g., [47][48][49][50]). Thinking about work during free time is not by definition harmful [36,51]. The implications of being cognitively attached to work during nonwork hours depend on the nature of the work-related thoughts one has [39]. ...
Article
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Employees often have to cope with unprecedented challenges in their working and living conditions—caused by organizational and socioeconomic changes and/or crises—by showing resourcefulness and adaptability. Especially working women who bear a heavier burden strive harder to achieve balance between their work and family lives, and build resilience to maintain their quality of life. It is, therefore, important to develop a better understanding of the mechanisms women employ to strengthen their resilience by combining different roles without compromising their quality of life. This survey research examines which coping strategies and after-work experiences contribute to women’s quality of life by improving their sense of work–life balance (WLB). Data collected from 654 women employees in Greece confirmed the positive effect of WLB on quality of life. Furthermore, being able to choose among after-work experiences, learning or doing challenging things, work disengagement, and problem solving positively influence WLB. In contrast, continuing work at home, relaxation, and avoidance coping negatively affect WLB. It appears that taking time to relax and avoidance coping come into conflict with women’s socially acceptable behavior at home. The importance of social relationships is also highlighted by the positive influence that support seeking, as a coping mechanism, has on women’s quality of life.
... Thus, the current research extends the literature by moving beyond the stress-recovery paradigm and/or emphasis on affect by proposing and testing a cognition-based model with nonwork cognitive developmental as the mediator and personal life construal level as a dual-stage moderator. Studies were not included if they (a) studied personal life activities and affective outcomes that were not specific to work recovery or the work context (e.g., Fritz, Sonnentag, et al., 2010;Fritz, Yankelevich, et al., 2010), (b) studied nonwork psychological experiences (e.g., recovery, Binnewies et al., 2010; support from friends, Craig & Kuykendall, 2019) that were not explicitly measured in relation to activities, (c) measured personal life activity as a control variable (e.g., Sonnentag & Bayer, 2005), or (d) adopted a qualitative method to analyze a narrowly defined population (e.g., Bunea, 2020;Root-Bernstein et al., 1995 Greenhaus and Powell (2006) affirming resource generation is "a crucial driver of the enrichment process" (p. 80) as any spillover relies on resources first generated by Role A, the theoretical propositions begin at the point resources are already generated and readily applied. ...
... Furthermore, this research can inform work-life policies and practices by becoming more inclusive of the needs of an entire workforce who have an unprecedented interest in spending their time, energy, and/or money toward various kinds of personal life activities (e.g., Bishop et al., 2019;Ortiz-Ospina et al., 2020). Whereas scholarly attention and efforts in industry have largely focused on "family" in a traditional sense (Casper et al., 2007), there are millions of employees who have rich nonwork lives outside of spouses, children, or other family members. ...
Article
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People wear many salient hats across the different parts of their lives and recent advances in the work–life literature have called attention to the necessary addition of personal life activities to be studied as a unique facet of nonwork to better understand interrole relationships. We therefore draw on enrichment theory to examine why and when employees’ participation in personal life activities can positively influence creativity at work through nonwork cognitive developmental resources. Moreover, by integrating insights from construal level theory, this research sheds new light on the ways people think about their personal life activities as playing a discernible role in how people can generate and/or apply resources from their activities. Results of two multiwave studies revealed that people who tend to engage in a greater breadth of personal life activities can gain nonwork cognitive developmental resources (i.e., skills, knowledge, and perspectives) that, in turn, enhance their creativity at work. Personal life construal level also moderated the resource generation stage of enrichment, but not resource application to work; people who adopted lower construal level (i.e., more concretely: how they do activities) were more likely to generate cognitive developmental resources from their participation in personal life activities versus those with higher construal level (i.e., more abstractly: why they do activities). This research meets at the convergence of real-world trends on parallel “work” and “nonwork” sides of the interface as well as offers novel and nuanced theoretical insights into instrumental personal life-to-work enrichment processes which can benefit employees and organizations alike.
... Recovery from work involves engaging in leisure activities during nonwork time without interference from active job demands to restore one's cognitive and physical energy (Sonnentag, 2001). Indeed, successful recovery efforts promote a positive subjective recovery state (the personal feeling of being mentally and physically refreshed; Binnewies et al., 2010;Sonnentag & Geurts, 2009;Tuisku et al., 2016), which allows employees to improve outcomes with their work (e.g., work engagement; Sonnentag, 2003) and nonwork domains (e.g., life satisfaction; Park & Fritz, 2015). ...
... Recovery state after sex was measured with a 4-item subjective recovery scale created by Binnewies et al. (2010;a = .91). Participants were prompted to indicate how they felt after engaging in sexual activity. ...
Article
Job stress is pervasive in today's workforce and has negative implications for employees' mental and physical well-being and job performance. Recovery activities outside of work can reduce strain and improve work outcomes; however, little is known about pleasurable intimate recovery experiences and their influence on work outcomes, even though these experiences are important parts of most people's lives outside of work. The present study examined sexual activity that is shared either with a relationship partner or oneself (masturbation) and how pleasure specifically predicts well-being and work outcomes to induce recovery. Results suggest that pleasurable sexual activity, with a partner or alone, is related to perceived recovery from work stress, job satisfaction, work engagement, and life satisfaction. Moreover, perceived recovery from work mediated the relationship between pleasurable sex and work outcomes. Gender moderated this relationship such that pleasurable sex was a stronger predictor of recovery for women (compared to men) in the context of sex within committed relationship partners (but not masturbation). Theoretical and practical implications are discussed.
... Ohly et al., 2010), we explore both trait-level (or betweenemployee variations in) proactivity and mindfulness with a cross-sectional study (Study 1) and week-level (or withinemployee variations in) proactivity and mindfulness with a four-week diary study (Study 2). Therefore, in this study, we analyze both the stable and the dynamic component concerning both proactivity/mindfulness and the outcomes of interest (Binnewies et al., 2010;Griffin et al., 2007;Miron et al., 2004;Van Eerde et al., 2022). Such an approach allows examining (1) whether individuals who are proactive/mindful overall in their lives are also, overall, highly performing and creative, and (2) whether individuals who are proactive/ mindful throughout certain weeks, are also highly performing and creative throughout the same weeks. ...
Article
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In line with control theory and related self-regulation perspectives as well as the dual pathway to creativity model, proactivity and mindfulness are both expected to enhance employee task performance and creativity. However, whether proactivity and mindfulness strengthen or undermine each other’s effects remains an open question. To address this question, we conducted a cross-sectional (Study 1; N = 255 employees) and a 4-week diary study (Study 2; N = 143 employees), and we adopted a latent profile analysis (LPA) approach with task performance and creativity as focal outcomes. Even though several employee profiles emerged from the datasets, two of them were replicated across both studies namely, the “proactive employees” (reporting high proactivity and low mindfulness) and the “proactive mindful employees” (reporting high proactivity and high mindfulness). Findings of both studies showed that the “proactive mindful employees” report the highest levels of creativity. The analyses of Study 2 furthermore revealed that both profiles display superior task performance compared to other profiles. The findings are discussed in light of the current debate in the literature, and recommendations for future research as well as for individual employees are provided (e.g., formulating mindful goals in a proactive way or proactive goals in a mindful way).
... For example, it is easier for one to take up dancing classes if one has every evening free than risking missing those classes due to work. In addition to this, most Greek public servants have the privilege of work-free weekends and its beneficial effects [36]. as they are once again able to participate in activities at their disposal in order to recover from the previous days' work. ...
Article
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Currently, employees are required to deal with changes and difficulties both throughout their occupation as a whole, and during their workday. Thus, resource loss could be evident, which could provoke irreversible results both in employees’ emotional performance, and organizations’ image and reputation. Employee recovery then is viewed as critical for switching back to a pre-stressor condition and potentially to a positive and satisfied state. This study examines the impact of employees’ state of recovery on public organizations’ reputation, in the light of the mediating role of affective delivery. Analyzing responses from 31 public servants who work in different public organizations in Greece and a total of 354 responses from civilians, we confirmed that employees’ recovery does enhance employees’ affective delivery, which in turn has a positive effect on public organization’s reputation.
... In their work, Sonnentag and Fritz (2007) pointed out that individuals' control over their leisure time and resources related to autonomy is highly improved by work recovery (Sonnentag and Fritz, 2007). With these extra resources, they will positively evaluate themselves and believe that they are more competent to meet subsequent requests or demands, and they exhibit more positive behavior due to the perception of achieving resource surplus compared to the expected consumption (Binnewies et al., 2010). In addition, the new knowledge and skills acquired through voluntary learning and challenge activities during recovery bring them advantages (Binnewies et al., 2009). ...
Article
Purpose Employees may adopt deceptive knowledge hiding (DKH) due to nonworking time information and communication technology (ICT) demands. Drawing from the conservation of resources (COR) theory, this study aims to develop and test a model of deceptive knowledge hiding (DKH) due to nonworking time information and communication technology (ICT) demands. Design/methodology/approach In total, 300 service employees have joined the three-wave surveys. Path analysis and bootstrapping methods were used to test the theoretical model. Findings Results suggest that knowledge requests during nonworking time could deplete employees’ resources and increase their tendency to engage in DKH, whereas work recovery and emotional exhaustion mediate this relationship. In addition, employees’ work–family segmentation preferences (WFSP) were found to moderate the direct effects of nonworking time ICT demands on employees’ work recovery and emotional exhaustion and the indirect effects of knowledge requests after working hours on DKH through employees’ work recovery and emotional exhaustion. Originality/value First, the findings of this study shed light on the relationship between knowledge requests during employees’ nonworking time and knowledge hiding, suggesting that knowledge hiding could occur beyond working hours. Second, drawing on COR theory, this study explored two joint processes of resource replenishment failure and depletion and how nonworking time ICT demands trigger knowledge hiding. Third, the interaction effect of individuals’ WFSP and nonworking time factors on knowledge hiding deepens the understanding of when nonworking time ICT demands may induce knowledge hiding through various processes.
... Previous studies have already revealed that a lack of recovery experiences and high levels of perceived stress can lead to further negative outcomes [77]. Often, these do not only harm employee well-being but also organizational outcomes due to fluctuations or reduced job performance [78,79]. It is up to future studies to explore whether organizational outcomes can also be directly linked to wFoMO. ...
Article
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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.
... Consistent with this shift to explore balance with life more broadly, there has been growing recognition that activities outside of work can have restorative benefits for individuals, enhancing subsequent levels of work performance (Sonnentag 2003). Employees who demonstrate appropriate "recovery" (or "resilience") from their work demands are more engaged, have higher job performance, and display more organizational citizenship behaviors (Binnewies et al. 2010). These benefits have been found when recovery is achieved in the evening, over weekends, or while on vacation (Fritz et al. 2010). ...
... This limited examination of theories may explain why all the impacts of stresses on employee voice were negative in the hospitality literature, whereas inconsistencies were observed in the general business voice literature. As an illustration, Binnewies et al. (2010) observed that individuals experiencing high levels of stress often chose to remain silent, as they aimed to conserve their energy to address existing challenges; however, Tangirala and Ramanujam (2008) provided a contrasting perspective, suggesting that high levels of stress could also stimulate an increase in voice behaviors, as individuals sought to acquire additional resources to overcome difficulties they were facing. ...
... For instance, recovery experiences have been examined with respect to breaks at work (e.g., Bennett et al., 2020;Sianoja et al., 2018), off-job time during evenings (e.g., Casper & Wehrt, 2022;S. L. Parker et al., 2020), and weekends (e.g., Binnewies et al., 2010;Fritz et al., 2010). Although previous research has referred to recovery experiences at different time periods considering fluctuations of recovery experiences within persons (e.g., from day to day), one common approach has been to examine the summary assessment of recovery experiences during the respective period. ...
Article
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Focusing on the definition of recovery as a process, we examined how the four core recovery experiences (i.e., psychological detachment, relaxation, control, and mastery) develop during the evening. We tested whether the specific developments of recovery experiences are important for next-day favorable mood states—beyond the mean levels of recovery experiences. We collected data from 92 employees who completed daily morning and afternoon surveys over 10 workdays. In the morning surveys, we implemented the day-reconstruction method to assess detailed information about employees’ recovery experiences during several episodes of the previous evening. Our final data set included 477 morning surveys with a total of 1,998 episodes and 383 afternoon surveys. Multilevel growth curve analyses showed that, in general, psychological detachment, relaxation, and control follow a positive linear trend and mastery a negative quadratic trend during the evening. Moreover, path analyses showed that the day-level increase of psychological detachment is important for next-day mood. Specifically, we found that after evenings during which employees experienced a higher increase in psychological detachment than they usually did, they had higher favorable mood states in the subsequent afternoon. Further, our results did not support associations between day-level slopes of relaxation, control, and mastery as well as next-day mood. Hence, our study demonstrates that recovery experiences systematically change during an evening and that this change is partially relevant for next-afternoon mood.
... Research has revealed that work engagement and performance fluctuate within employees between days and weeks (e.g., Binnewies et al., 2010;Sonnentag et al., 2010a). In other words, employees are not equally engaged in work or do not perform their jobs equally well on all days or weeks. ...
Article
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Introduction: Following the principles of the conservation of resources theory, this study explored whether job crafting, work engagement, and performance are reciprocally related from one week to the next. Method: Data (N = 175) from a weekly diary study were analyzed using a random intercept cross-lagged panel model (RI-CLPM) to differentiate between stable trait-like between-unit and state-like within-person components. Results: The results revealed that, within weeks, job crafting, work engagement, and performance are associated with each other. Across weeks, on average, job crafting levels predicted work engagement and performance at the within-person level the following week. Inversely, work engagement, on average, predicted job crafting the next week, providing evidence for a positive cycle between both variables. Finally, work engagement and performance were reciprocally related from one week to the next, although the effects varied significantly in magnitude and direction. Discussion: Overall, the within-person relationships between job crafting, work engagement, and performance were more heterogeneous than anticipated.
... The images or other third party material in this article are included in the article's Creative Commons licence, unless not seem to come at a cost to people's performance, despite these people spending more time with hedonic activities which was negatively related to academic performance in Study 2. Hedonic quantity does seem to matter for (academic) performance, however, there might be compensatory mechanisms at work. For instance, research suggests that successful recovery after work and on the weekend is a positive predictor of people's job performance (Binnewies et al., 2009(Binnewies et al., , 2010. ...
Article
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Research suggests that people’s capacity to successfully pursue hedonic goals is at least as important for well-being as trait self-control. Extending this research, we tested whether trait hedonic capacity is related to more time spent with hedonic goal pursuit (i.e., hedonic quantity) and whether this explains its positive relationship with well-being. Second, we explored whether this may come at a cost for people’s performance. Results show that people with higher trait hedonic capacity do spend more time with hedonic goal pursuit (Study 1 and 2). However, hedonic quality not hedonic quantity accounts for its positive relationship with well-being. Further, people higher vs. lower in trait hedonic capacity perform equally well in their studies (Study 2) and their jobs (Study 3 and 4). Thus, trait hedonic capacity seems to allow people to invest more time into their hedonic goals in a way that does not jeopardize their academic and job performance.
... Employees who feel more detached from work outside working hours are more satisfied with their experience and report less emotional exhaustion and lower levels of work-related stress (Moreno-Jiménez et al., 2009;Siltaloppi, Kinnunen, & Feldt, 2009;Sonnentag, Kuttler, & Fritz, 2010). Psychological detachment is also related to various aspects of job performance, such as task performance and proactive work behaviors (Binnewies, Sonnentag, & Mojza, 2010). It is important to note that detachment from work during non-work time does not imply a disengaged attitude toward work (Sonnentag, 2012). ...
Chapter
At the individual level, physical activity is one of the interventions that has been recommended to prevent burnout during COVID-19. In a post-pandemic context where organisations have considerably changed, the promotion of physical activity as an organisational intervention still appears to be very useful to prevent burnout. However, there are some paradoxes unexplained in the scientific literature that hinder our understanding of the relationship between physical activity and burnout, and ultimately, the use of physical activity as a resource to prevent burnout. The purpose of this chapter is therefore to shed light on certain contradictions regarding physical activity and its potential benefits to help prevent burnout through the recovery process. Specifically, we attempt to provide some answers to the following critically important questions emerging from our reading of conflicting studies on the relationship between physical activity and burnout: Is physical activity practiced during work time as beneficial for health as when done during non-work time? Do only sedentary office workers benefit from occupational physical activity?
... The variables such as SDG has seventeen items taken from the study of Zengin et al. (2021), while IS has four items taken from the study of Cude et al. (2021). In addition, the variables such OC has eight items and taken from the study of Binnewies et al. (2010), and OE has ten items and taken from the study of Orabi (2016). These variables with items are mentioned in Table 1. ...
Article
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Organizational effectiveness is the global requirement of every organization to survive in this competitive era and needs the focus of recent studies and policymakers. Thus, the researchers examine the sustainable development goals (SDG) and investment strategies impact on the organizational effectiveness of automobile companies in China. The researchers also investigate the mediating role of organizational climate among the relationships of SDG, investment strategies and organizational effectiveness of automobile companies in China. The present article has used the primary data collection methods and used the survey questionnaires to gather the data from respondents. The researchers have also used the Smart PLS to test the validity of the constructs and relationships among the variables. The results indicated that SDG and investment strategies have a positive influence on the organizational effectiveness of automobile companies in China. The findings also revealed that organizational climate significantly mediates among the nexus of SDG, investment strategies and organizational effectiveness of automobile companies in China. This study guides the regulators while developing the policies related to the SDG and organizational effectiveness.
... First, recovery from work-related behaviors and efforts during nonwork time helps restore resources lost because of job demands (Hobfoll, 1989;Muraven & Baumeister, 2000). Restoring one's resources is a precursor to the ability to expand these resources anew in subsequent work days, and thus of the ability to maintain a satisfactory level of performance while avoiding work withdrawal behaviors such as absenteeism and presenteeism (Binnewies et al., 2010). More specifically, employees unable to recover from work are more likely to face an exhaustion of their psychological resources, such as a lower ability to focus, which may lead to reduced levels of performance (Sonnentag & Fritz, 2015). ...
Article
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This study aims to identify profiles of employees characterized by different configurations of performance, presenteeism, absenteeism, and counterproductive work behaviors and their generalizability within two distinct samples of workers. To assess the construct validity of the profiles, this research then investigates their association with two correlates related to the work recovery process (Sample 1: Sleeping difficulties and psychological detachment) and two other correlates related to employees’ psychological well-being at work (Sample 2: Job satisfaction and work engagement). Finally, this study also considers the role played by employees’ perceptions of colleagues, supervisor, and organizational support as well as emotional dissonance as predictors of profile membership (Sample 1). Latent profile analyses led to the identification of five profiles corresponding to a an Involved, Average (Maladaptive), Deviant-Presenteeism, Withdrawn (Presenteeism), and Problematic configuration of workplace behaviors. Low emotional dissonance and high perceived supervisor support, but not organizational or colleagues support, were generally associated with a higher likelihood of membership into the most desirable profiles, which also tended to display more desirable work recovery processes, and higher levels of job satisfaction and work engagement.
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When employees engage in potentially harmful behavior, organizations and societies rely on others to voice these issues. We propose that workaholism, a way that some individuals develop to deal with and thrive in today's intense and demanding work environment, reduces these individuals' intention to engage in moral voice and increases employee silence. Drawing on social‐cognitive theory of morality, we propose that this occurs because workaholism, being driven by an inner compulsion to working extensively, disengages moral self‐regulation which, in turn, affects both the activation of moral behavior (i.e., voice intentions) and the inhibition of immoral behavior (i.e., employee silence). Further, based on social‐cognitive theory's premise that moral behavior is jointly regulated by personal and social standards, we propose that a context that endorses this inner pressure to work (i.e., climate of self‐interest) strengthens the relationship between workaholism and moral disengagement. Findings from two three‐wave time‐lagged studies of Italian and UK employees suggest that workaholism—but not workload—is associated with moral disengagement and indirectly with more silence and less moral voice intention. Additionally, Study 2's moderated‐mediation model showed that perceived climate of self‐interest moderates the relationship between workaholism and moral disengagement and revealed dimension‐specific effects of workaholism.
Article
This diary study sought to examine the direct and indirect effects of individuals' perceptions of supervisor support and workload during a work week (week 1) on their well‐being, satisfaction, and performance at work during the following work week (week 2) as mediated through the quality of their weekend work recovery experiences (psychological detachment, relaxation, mastery, and control) and sleep quantity. Moreover, we also investigated the possible interaction between supervisor support and workload in the prediction of weekend recovery experiences and sleep quantity. A sample of 90 second‐year nursing students taking part in a professional internship completed self‐report questionnaires after each of their five working days during week 1 (i.e., supervisor support and workload), then at the end of the day for 2 days during the weekend (i.e., recovery experiences and sleep quantity), and finally after each of their five working days during week 2 (i.e., workplace well‐being, performance, and satisfaction). Our results revealed indirect effects of supervisor support on workplace well‐being and job satisfaction, as mediated by weekend recovery experiences. Workload was also associated with higher levels of sleep quantity during the weekend and had a direct negative association with the levels of satisfaction and well‐being experienced during the following week. Furthermore, workload was associated with better weekend recovery experiences for participants exposed to low levels of supervisor support in week 1. Alternatively, the positive effects of supervisor support on weekend recovery experiences were attenuated as workload levels increased. Theoretical and practical implications of the present study are discussed.
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Background The magnitude of fatigue or need for recovery (NFR) from work shifts could be used as a tool for health surveillance and for monitoring rehabilitation. Objective To develop a model to calculate the healthy limit value for NFR based on health over two years in a cohort of workers and from there healthy limit values for the psychosocial work environment. The model is to be used in a web instrument. Methods Based on survey data from 1289 engineers, carpenters, nurses and home care employees, NFR was calibrated against six Copenhagen Psychosocial Questionnaire (COPSOQ II) health scales. Regression models explored the correspondence between NFR at baseline and regularity in function impact on health over two years. Thereafter, the limit values for the psychosocial work environment were examined. Successive calculations concerned sensitivity and specificity of these limit values. Results The baseline NFR value that predicted a set minimum level of regularity of impact on health from each health scale two years later (p < 0.001), formed a mean minimum of regularity NFR score of = 9.02. The limit healthy NFR value was set below this value to 9/33 points. Sensitivity regarding the limit healthy NFR value concerning prediction of an unhealthy NFR was 85%. Specificity regarding healthy cases was 74%. Healthy limit values for the psychosocial work environment concerned first of all work process resources and then work demands. Conclusions A Need for Recovery limit value could be based on the frequency of the fatigue reaction and function impact on health (frequency).
Article
Work recovery reflects the replenishment of personal resources depleted by working, which has implications for employee health and wellness. However, work scheduling factors have received very limited attention in the recovery literature, despite that recovery is a dynamic process widely recognized to be influenced by contextual factors that define and influence the work role. After first conducting a narrative review of whether and how work scheduling factors are accounted for in existing theories of work recovery, we conduct a systematic review of existing work recovery research to identify any past empirical consideration of work scheduling factors in the recovery research base. We then harness the results of this systematic review to develop a taxonomy of work scheduling and related contextual factors that may be relevant to the process of recovery from work. We discuss the theoretical, practical, and methodological implications that emerged from our narrative and systematic reviews, providing guidance for how this newly developed taxonomy can be applied to understanding the implications of scheduling dynamics for work recovery across a range of different work contexts.
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Cette recherche montre les bénéfices des activités physiques subaquatiques sur les relations entre exigences-ressources et indicateurs de stress au travail. L’échantillon est composé de 483 salariés pratiquant des activités subaquatiques. Les résultats révèlent un effet modérateur de la relaxation perçue durant l’activité sur les relations exigences-ressources et indicateurs de stress au travail diminuant le burnout et développant l’engagement au travail. _____________________________________________________________________________________ This research highlights the benefits of underwater physical activities on the relationship between demands-resources and work stress indicators. The sample consisted of 483 employees involved in underwater activities. The results reveal a moderating effect of relaxation perceived during the activity on demand-resources relations and indicators of stress at work with a decrease of job burnout and an increase in work engagement. Key words: recovery experience, job demands-resources, burnout, work engagement
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This study uses a resource perspective that combines theories used commonly to explore recovery experiences as a theoretical framework and investigate the effects of recovery at the beginning of the workday on exhaustion and vigour at the end of the workday, with workflow in the morning as a mediator. An experience sampling method was used to collect data from 84 fulltime employees. Participants received three survey links each workday over a 2‐week period, resulting in 837 days‐level and 2517 data points. Hierarchical linear regression was used to test hypotheses, with results suggesting that greater recovery at the beginning of the workday correlated negatively with exhaustion and positively with vigour at the end of the workday. Recovery at the beginning correlated positively with flow state in the morning, and flow state correlated positively with vigour at the end of the workday. Flow state in the morning mediated the relationship between recovery level at the beginning and vigour at the end of the workday. These findings suggest the importance of recovery and the effects of flow state on employees' vigour.
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Examining the implications of excessive work demands on employee well‐being is an important research area of occupational health psychology. Recovery during nonwork time has been emphasized as an important process for mitigating the negative implications of excessive work demands. However, this notion ignores the potential for nonwork activities to be comparably demanding to work activities. There has been a lack of attention paid to the potentially complex interrelationships between work and nonwork demands. Using the effort–recovery and challenge–hindrance stressor models, we developed a set of hypotheses for both the positive and negative implications of the interplay between employee work and nonwork cognitive demands. We collected information on cognitive workweek job demands (Friday) and nonwork cognitive weekend demands (Sunday) from a sample of workers ( N = 146), and we used polynomial regression with response surface analysis to examine how different aspects of work–nonwork cognitive demand (in)congruence related to Monday work engagement. In general, higher cognitive workweek job demands promoted work engagement, even when nonwork cognitive demands were equally high. Cognitive demand incongruence that favoured higher cognitive work demands was also beneficial for employee work engagement. Theoretical and practical implications are discussed, along with directions for future research in this area.
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Although research demonstrates the importance of napping for health and well-being within work settings, the topic has resulted in limited empirical investigations, fragmented literary results, and an elusive understanding of whether napping should be normalized in the workplace. Also, what needs to be clarified are the benefits of workplace napping (WN) and the role of human resource managers in promoting the practice of WN. A systematic, narrative synthesis approach is used to review the existing WN literature, conceptualize WN, and discuss its benefits for employee relations, productivity, and the role of human resource managers on WN. Finally, based on this conceptual backdrop, future research questions are proposed that help pave the way for the normalization of WN.
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Two employee-level experiences — off-job recovery and optimal work motivation — are vital for reducing or avoiding work stress and promoting occupational health and work performance. However, the interplay between employee recovery and motivation has been theoretically underdeveloped in prior research. In this Perspective, we present a dual-pathway model of proactive recovery strategies that integrates key concepts from the fields of recovery from work and self-determination theory. This model delineates how individuals can self-manage their off-job time through proactive recovery strategies to optimize motivation across life domains, with potential positive effects for occupational health and work performance. The dual-pathway model of proactive recovery strategies broadens the existing literature on employee recovery and motivation by considering off-job motivation as a key motivational process that connects recovery experiences to motivation, health and performance in the work domain, and by highlighting the often proactive nature of recovery attainment.
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BACKGROUND: Recent research indicates that as men age, their tendency to ruminate about work decreases, while ruminating remains high in women, which poses an increased risk for impaired health among older women. OBJECTIVE: This study explored gender differences/similarities in the process of unwinding from work in men and women aged between 56–65 years. METHODS: Semi-structured qualitative interviews were conducted online with eight men and eight women, recruited from a UK leading organization that provides health care solutions between May and June 2022. Participants were asked about their job role and responsibilities, their leisure time activities, how they unwind post work, and their experiences of thinking about work related thoughts outside of work. Transcripts were analyzed using an inductive analysis. RESULTS: Three superordinate themes were identified that underpinned their ability to unwind: ‘Work style’, ‘Creating work-life balance’ and ‘Switching off from one’s responsibilities’. Women reported a more perfectionist approach, they set high standards for themselves, were worried about making mistakes, and demonstrated, if in a supervisory role, a more nurturing and holistic approach to their colleagues/subordinates, while men, were more focused on task completion. Most women, but not men, also described difficulties in psychologically switching off from work, and stated they could only truly relax outside the home, when they are away from household activities. CONCLUSION: The study provides nuanced insights into the experiences of unwinding from work, and the findings suggest the need for person-centric approaches in developing interventions to help workers over 56 years to psychologically disengage from work.
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This handbook provides a strong collection of communication- and psychology-based theories and models on media entertainment, which can be used as a knowledge resource for any academic and applied purpose. Its 41 chapters offer explanations of entertainment that audiences find in any kind of ‘old’ and ‘new’ media, from classic novels to VR video games, from fictional stories to mediated sports. As becomes clear in this handbook, the history of entertainment research teaches us not to forget that even if a field is converging to a seemingly dominant perspective, paradigm, and methodology, there are more views, alternative approaches, and different yet equally illuminative ways of thinking about the field. Young scholars may find here innovative ways to reconcile empirical-theoretical approaches to the experience of entertainment with such alternative views. And there are numerous entertainment-related phenomena in contemporary societies that still fit the „bread and circuses-“ perspective of the initial Frankfurt School thinking. So while the mission of the present handbook is to compile and advance current theories about media entertainment, scholars active or interested in the topic are invited to also consider the historic roots of the field and the great diversity it has featured over the past nearly 100 years. Many lessons can be learned from this history, and future innovations in entertainment theory may just as likely emerge from refining those approaches compiled in the present handbook as from building on neglected, forgotten, or marginalized streams of scholarship.
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The monograph presents a part of the research work within the project "Active and Inclusive Teaching of Literacy and Communication Skills for Enhanced Employment and Sustainable Economic Growth (In-Comm Guide)," and underscores the significance of communication skills for both business success and personal development. These skills are deemed essential not only in academic achievements but also in the professional realm, with employers actively seeking them in prospective candidates. The monograph emerges as a product of the Erasmus+ initiative – the project was supported by the European Union and overseen by the Slovenian national agency CMEPIUS. Encompassing a consortium of institutions including the University of Maribor, University of Applied Sciences Zwickau, University of Pula, and University of Udine, the project aimed to develop communication skills curricula. This focus sought to bolster students' readiness for the job market while emphasizing non-verbal communication, sign languages, and linguistic proficiency, particularly in English. Within the monograph, the emphasis on innovative teaching methodologies, intercultural communication, and students' well-being converge. Moreover, attention is directed toward individuals with hearing impairments and the significance of non-verbal communication.
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It is critical for developers to develop high-quality software to reduce maintenance cost. While often, developers apply refactoring practices to make source code readable and maintainable without impacting the software functionality. Existing studies identify development rhythms (i.e., weekly development patterns) and their relationship with various metrics, such as productivity. However, existing studies focus entirely on development rhythms. There is no study on refactoring rhythms and their relationship with code quality. Moreover, the existing studies categorize the refactoring tactics (i.e., long-term refactoring patterns) into two general concepts of consistent and inconsistent refactoring. Nevertheless, the existence of other tactics and their relationship with code quality is not explored. In this paper, we conduct an empirical study on the refactoring practices of 196 Apache projects in the early, middle, and late stages of development. We aim to identify (1) existing refactoring rhythms, (2) further refactoring tactics, and (3) the relationship between the identified tactics and rhythms with code quality. The recognition of existing refactoring strategies and their relationship with code quality can assist practitioners in recognizing and applying the appropriate and high-quality refactoring rhythms or tactics to deliver a higher quality of software. We find two frequently used refactoring rhythms: work-day refactoring and all-day refactoring. We also identify two deviations of floss and root canal refactoring tactics as: intermittent root canal, intermittent spiked floss, frequent spiked floss, and frequent root canal. We find that root canal-based tactics are correlated with less increase in the code smells (i.e., higher quality code) compared to floss-based tactics. Moreover, we find that refactoring rhythms are not significantly correlated with the quality of the code. Furthermore, we provide detailed information on the relationship of each refactoring tactic to each code smell type.
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In this commentary we challenge Fitouchi et al.'s puritanical morality account by presenting evidence showing (1) that pursuing harmless pleasures can actually support self-regulation, and (2) that sharing pleasurable experiences can foster cooperation. We conclude that puritanical morality is not as adaptive as presented, and may even suppress the potential benefits pleasure can have for the individual and society.
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Well-being conditions at work are determined by the balance between the demands from the organizational context and the perception of people to possess resources concerning the ability to cope with such requests. The pandemic caused by COVID-19 has changed working conditions, and employees have had to adapt to smart working (SW) by bringing new resources into play to meet new demands. Many organizations are questioning how to implement SW after the pandemic. According to the JD-R model, the present study considered workload during smart working and Techno-stress (the perceived stress concerning the use of technologies) as new requests (i.e., demands) coming from the organization and Psychological Detachment (the ability to create psychological distancing from work) as a personal resource. We investigated the moderator role of Psychological Detachment in the relationship between workload in SW and Well-being, mediated by Techno-stress (in its three dimensions: Techno-Overload, Techno-Invasion, and Techno-Complexity). The sample is made up of 622 Italian public administration employees who completed a questionnaire containing the following scales: Quantitative Workload Inventory, Well-being Index, Psychological Detachment, Techno-stress Creator Scale. Mediation and moderate-mediation models have been tested with PROCESS Macro. Findings showed that Techno-Invasion and Techno-Complexity fully mediate the relationship between workload in SW and well-being. Psychological detachment moderates the effect of the workload on Well-being, which in turn is mediated by Techno-Invasion. Furthermore, findings suggest the importance of identifying protective factors that can mitigate the workload effects on the employees' well-being in SW.
Article
Purpose This study aims to investigate the impact of overnight off-work relaxation on the performance of frontline service employees (FLEs). Specifically, the authors focused on FLEs' customer-directed extra-role service behavior (C-ERSB) and coworker-directed extra-role service behavior (CW-ERSB) as indicators of outstanding service performance. Drawing on the conservation of resources (Hobfoll, 1989) and ego depletion theories (Baumeister, 2002), the authors hypothesized that the positive effect of overnight relaxation on ERSBs will be mediated by the state of recovery. Additionally, the authors examined the boundary conditions of these relationships by testing the moderating effects of work–family conflict (WFC) and family–work conflict (FWC). Design/methodology/approach The study employed an episodic sampling method. One hundred thirty-five FLEs completed two daily surveys (before- and after-work) over five consecutive workdays, yielding 636 time-lagged day-level observations. Multilevel path modeling was performed to analyze the mediation and second-stage moderated mediation effects. Findings Results showed that overnight off-work relaxation was positively related to FLEs' next-day C-ERSB and CW-ERSB via next-morning recovery state. The positive relationship between overnight off-work relaxation and the next-morning recovery state was weaker for FLEs who experienced overnight WFC. FWC during work hours weakened the positive relationship between the next-morning recovery state and CW-ERSB, but not the relationship between the next-morning recovery state and C-ERSB. Originality/value The study used an episodic sampling method to reveal the significance of off-work relaxation, recovery and family–work interface on FLEs' ERSBs, a critical yet underexplored phenomenon in service literature. This study sheds light on the pathways to achieve exceptional service performance by revealing the importance of overnight off-work relaxation and the conditions that promote ERSBs.
Article
Purpose The understanding regarding the impact of entrepreneurial intentions on the job insecurity and depression is limited in the longitudinal settings, organizations need to know which factors can be added to decrease the psychological and career issues of visiting or contract employees. Thus, this research aims to investigate the person vocation fit and entrepreneurial leadership as a moderator in the relation of entrepreneurial intentions, job insecurity and depression in within- and between-person level with the time of 4 months' time lag. Design/methodology/approach The data was gathered by using survey method from visiting faculty of universities located in Punjab, in the longitudinal design of 4-wave months and M.plus software was used to do the mediation and moderation analysis. Findings Results revealed that job insecurity mediated the entrepreneurial intentions and depression, the person vocation fit and entrepreneurial leadership moderated the entrepreneurial intentions and job insecurity link in the following month. Research limitations/implications This paper contributes in the literature of entrepreneurship and career management, by considering the role of person vocation fit and entrepreneurial leadership in the organizations of emerging countries that have high unemployment rate and mental health issues. This paper provides nuanced understanding of how these two constructs have influenced the entrepreneurial intentions-job insecurity-depression within- and between-person level in the visiting or contract employees. Therefore, made strong contribution to the theory of person- environment fit, the entrepreneurial event theory and the contingency theory in the longitudinal data. In addition, to generalize the results, this theoretical framework should be tested in the other geographic area and industries. Practical implications The findings give practitioners, e.g. managers, policy- makers and counselors, with an idea how to decrease the feelings of job insecurity and depression in visiting or contract employees. They can promote the culture of innovation by giving training of entrepreneurial leadership and hiring the employees who have person vocation fit, all of these factors can lead to enhance the positive organizational image in potential and existing employees as well as it will also decrease the unemployment issue in emerging countries. Originality/value In past, scholars focused on the consequences of job insecurity and its harms but none emphasized on the aspects of entrepreneurship regarding the visiting faculty of universities. Like how entrepreneurial intentions can gradually decrease the job insecurity and depression among them and how the strengthen of person vocation fit and entrepreneurial leadership role their play monthly in this regard.
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Bu çalışma ‘‘Bazı çalışanlar güvenlik sorunlarını bildirirken, bazıları neden bildirmiyor?’’ sorusuna yanıt arama merakı ile başlamıştır. Bu kapsamda, bu tez çalışması karma desen bir araştırma olarak tasarlanmıştır. Nitel fazda güvenlik sesliliğini üretim sektöründe keşfetmek ve ilişkili olabilecek değişkenleri belirlemek amacıyla nitel veri toplanmıştır. İkinci aşamada ise nitel aşamada ortaya çıkan zarar ve üretim değişkenlerinin (koşullar) güvenlik sesliliği davranışına etkisi öğrenciler ve mavi yakalı çalışanlar üzerinde gerçekleştirilen pilot bir deneysel çalışma ile test edilmiş ve sonuçlar üniversite öğrencileriyle gerçekleştirilen odak grup görüşmesi ile daha ayrıntılı şekilde keşfedilmiştir. Üniversite öğrencileri ile gerçekleştirilen üçüncü aşamadaki deneysel çalışmada üretim ve zarar koşullarının ispatlama yönelimi ve iş hayatı kaygısı ile etkileşimlerinin güvenlik sesliliği üzerindeki etkisi incelenmiştir. Dördüncü aşamada ise mavi yakalı çalışanlar örnekleminde üretim ve zarar koşullarının ispatlama yönelimi ve iş güvencesizliği arasındaki etkileşimlerin güvenlik sesliliği üzerindeki etkisi test edilmiştir. Bu çalışmada elde edilen bulgular hem mavi yakalı çalışanlar hem de üniversite öğrencileri için üretimin engellenmesi/engellenmemesi durumlarının da -sağlığa zarar gelme potansiyeli ile karşılaştırıldığında- güvenlik sesliliği davranışının ortaya çıkmasında önemli yeri olduğu göstermiştir. Deneysel çalışmalarda elde edilen bulgular ispatlama yönelimi x iş hayatı kaygısı (üniversite öğrencileri) ile ispatlama yönelimi x iş güvencesizliği (mavi yakalı çalışanlar) etkileşiminin üretim ve zarar koşullarında güvenlik sesliliğinin ortaya çıkmasında üniversite öğrencileri ve mavi yakalı çalışan örneklemlerinde çeşitli açılardan benzerlikler ve farklılıklar içerdiğini ortaya koymuştur. Elde edilen bulgular ilgili alanyazın ışığında tartışılmıştır.
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This study analyzes the individual, organizational, environmental, and contextual dimensions of organizational citizenship behaviors. It is supported under the assumption that organizational, individual, environmental, and contextual factors lead to the innovative behavior and organizational citizenship behavior as extra-role behaviors. The methods employed are the analytical-descriptive leading to the reflective analysis based on the theoretical and empirical review of the literature on these issues. It is concluded that the individual, environmental, contextual, and organizational factors facilitate more innovative organizational citizenship behaviors that contribute to individual and organizational efficiency.KeywordsContextual dimensionEnvironmental dimensionIndividual dimensionOrganizational citizenship behaviors
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Task management tools allow people to record, track, and manage task-related information across their work and personal contexts. As work contexts have shifted amid the COVID-19 pandemic, it has become important to understand how these tools are continuing or failing to support peoples’ work-related and personal needs. In this paper, we examine and probe practices for managing task-related information across the work-life boundary. We report findings from an online survey deployed to 150 information workers during Summer 2019 (i.e., pre-pandemic) and 70 information workers at the same organization during Summer 2020 (i.e., mid-pandemic). Across both survey cohorts, we characterize these cross-boundary task management practices, exploring the central role that physical and digital tools play in managing task-related information that arises at inopportune times. We conclude with a discussion of the opportunities and challenges for future productivity tools that aid people in managing task-related information across their personal and work contexts.
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This study aims to introduce rational beliefs as a potentially relevant personal resource in the job demands–resources (JD-R) model to understand the underlying mechanism to reduce the job demand of work–home interface on self-rated job performance. Extending the JD-R model, this study explores the interaction effect of work–home interface and rational beliefs on self-rated job performance through the motivation process. A sample of 257 Chinese employees (58.4% females) filled in the questionnaire twice at a 6-week interval. Results of the moderated mediation model show that Time 1 (T1) rational beliefs moderated the mediating effect of Time 2 (T2) work engagement in the relationship between T1 work–home interface and T2 self-rated job performance. Specifically, when T1 rational beliefs were low, T1 work–home interface negatively predicted T2 self-rated job performance through lower T2 work engagement; when T1 rational beliefs were high, the conditional indirect effect was nonsignificant. Thus, intervention targeted to improve rational beliefs might benefit employees’ performance in organizational settings.
Article
Bu çalışmanın amacı; çalışanların iş saatleri sonrasında deneyimledikleri toparlanma sürecinin, işe tutulma ve yaşam tatminleri üzerindeki etkilerinin incelenmesi ve iş sonrası toparlanma ile yaşam tatmini ilişkisinde işe tutulmanın aracılık rolünün sorgulanmasıdır. Bu doğrultuda, Isparta ilinde kamu ve özel sağlık kuruluşlarında görevli toplam 216 sağlık çalışanına araştırma ölçeklerini içeren anket uygulanmıştır. İlişkisel tarama deseni kullanılarak yürütülen araştırmadan elde edilen veriler SPSS ve AMOS programları vasıtasıyla doğrulayıcı faktör analizi, korelasyon analizi ve yapısal eşitlik modellemesi uygulanarak test edilmiştir. Yürütülen analizler sonucunda; sağlık çalışanlarının iş sonrası toparlanma seviyelerinin hem işe tutulmalarını hem de yaşam tatminlerini anlamlı ve olumlu yönde etkilediği tespit edilmiştir. Ayrıca, iş sonrası toparlanma ile yaşam tatmini ilişkisinde işe tutulmanın kısmi aracılık etkisi olduğu ortaya konmuştur. Araştırma bulguları, değişkenler arası ilişkilerin kuramsal altyapısı temelinde değerlendirilerek tartışılmıştır.
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The COVID-19 pandemic brought with it the generalisation of working methods that existed beforehand, such as teleworking. Remote work has shown significant advantages, both for companies and for employees. However, teleworking has shown itself prone to certain psychosocial risks, even being viewed as an “accelerator” of the burnout process. Although research supports that teleworking promotes autonomy and flexibility, there is also evidence that teleworking performed at high-intensity may create conflict in the personal life. Intense workload, reduced and scant social support perceived in remote working were predictors, not solely of emotional weariness, but moreover of other dimensions of burnout: cynicism and lack of personal realisation. The experiences described by those who have worked remotely during the pandemic were: the ease with which schedules or rest days disappear, meeting too many demands through different channels (phone, WhatsApp, email) and with limited time. Also, taking into account that the employees lacked training and that on many occasions they were overwhelmed by techno-stress. Thorough studies are needed on the health consequences of teleworking, which clearly define their aims and take into account the complexity of mediating and modulating variables. Future research should seek to identify what behaviours and resources of teleworking can be beneficial in meeting demands and what aspects contribute to exhaustion.
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This study examined the quality and fluctuation of daily moods as well as health routines and means of recovery from work strain among employees (n = 38) working nonstandard, often unpredictable schedules in the retail and services sector in Finland. Data were collected via a background questionnaire and a one‐week mobile diary. The results indicated that the daily moods of employees were relatively positive but varied greatly from day to day. Hectic working days, unpredictable changes in work schedules, and compounded responsibilities at home and work were reported as causes of daily strain stemming from work. In contrast, more sleep and exercise were positively associated with daily mood and, therefore, are likely to enhance recovery from work related strain. Additional activities employees reported as useful in recovering from work strain included low‐effort leisure activities along with social activities with family and friends, as well as mastery experiences stemming from successful work experiences.
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In a quasi-experiment designed to examine the relief from job stress and burnout afforded by a vacation respite, 76 clerks completed measures of job stress and burnout twice before a vacation, once during vacation, and twice after vacation. There was a decline in burnout during the vacation and a return to prevacation levels by the time of the second postvacation measure. Comparing the two prevacation measures indicated no anticipation effects. However, the return to work showed gradual fade-out, as burnout returned part way toward its prevacation level by 3 days after the vacation and all the way by 3 weeks after the vacation. Women and those satisfied with their vacations experienced greater relief; however, both subsamples also experienced the quickest fade-out. The respite effect and its complete fade-out were detected among all subgroups analyzed. Burnout, relief, interpersonal stress crossover, and burnout climate at work are discussed.
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Research indicates that self-reports of coping with stressful occurrences are associated with psychological and health outcomes. However, measures of coping may be biased by retrospective distortion as they assess coping over relatively long periods. In this study, a sample of 79 men completed a coping assessment daily for several weeks about the day's most “bothersome” problem. Repeated daily measurement of coping allowed analysis of within-subject effects of coping efforts. Same-day mood reported by the men (targets) and reports of the men's mood by their spouses (observers) were outcome variables. Within-subject analyses indicated that catharsis and social supports were associated with increased negative affect, whereas use of acceptance was associated with less negative affect. Use of distraction, acceptance, and relaxation were associated with increased positive affect. These findings held for both target-and observer-reported mood.
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In this article, we attempt to distinguish between the properties of moderator and mediator variables at a number of levels. First, we seek to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating, both conceptually and strategically, the many ways in which moderators and mediators differ. We then go beyond this largely pedagogical function and delineate the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena, including control and stress, attitudes, and personality traits. We also provide a specific compendium of analytic procedures appropriate for making the most effective use of the moderator and mediator distinction, both separately and in terms of a broader causal system that includes both moderators and mediators. (46 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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We examined the relationships between multiple life roles, psychological well-being, and managerial skills in two studies of managerial women. Qualitative results suggested that the roles women play in their personal lives provide psychological benefits, emotional advice and support, practice at multitasking, relevant background, opportunities to enrich interpersonal skills, and leadership practice that enhance effectiveness in the management role. Quantitative results indicated that multiple role commitment positively related to life satisfaction, self-esteem, and self-acceptance. Commitment to multiple roles was also related to interpersonal and task-related managerial skills.
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Personal initiative, a concept akin to entrepreneurship and organizational spontaneity, was compared in East and West Germany, Differences were hypothesized to be the results of occupational socialization, particularly of work control and complexity, rather than of a selection effect. A representative longitudinal study was conducted in the East and a cross-sectional study in the West. Lower initiative at work was found in the East; control and complexity affected changes in initiative, The results speak for socialization and against selection.
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Many practices in the field of industrial-organizational psychology assume that individual performance is stable across time; yet, little is actually known about the extent to which performance varies within individuals. We specifically address this issue by exploring the longitudinal influence of a situational opportunity (referrals received from the central office) on intraindividual performance outcomes of sales representatives. We also explore Conscientiousness and Openness to Experience as traits that explain variation in adaptation to changes in referrals. Our results show that more weekly variation in individual performance resides within individuals than between individuals. A majority of this variance is explained by the situational opportunity of referrals. Furthermore, the positive relationship between referrals and outcomes is stronger for sales representatives high on Conscientiousness, but weaker for representatives high on Openness to Experience.
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In recent studies of the structure of affect, positive and negative affect have consistently emerged as two dominant and relatively independent dimensions. A number of mood scales have been created to measure these factors; however, many existing measures are inadequate, showing low reliability or poor convergent or discriminant validity. To fill the need for reliable and valid Positive Affect and Negative Affect scales that are also brief and easy to administer, we developed two 10-item mood scales that comprise the Positive and Negative Affect Schedule (PANAS). The scales are shown to be highly internally consistent, largely uncorrelated, and stable at appropriate levels over a 2-month time period. Normative data and factorial and external evidence of convergent and discriminant validity for the scales are also presented. (PsycINFO Database Record (c) 2010 APA, all rights reserved)
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A study was conducted to explore what could and should be a reasonable response rate in academic studies. One hundred and forty-one papers which included 175 different studies were examined. They were published in the Academy of Management Journal, Human Relations, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, and Journal of International Business Studies in the years 1975, 1985, and 1995, covering about 200,000 respondents. The average response rate was 55.6 with a standard deviation of 19.7. Variations among the journals such as the year of publication and other variables were discussed. Most notable is the decline through the years (average 48.4, standard deviation of 20.1, in 1995), the lower level found in studies involving top management or organizational representatives (average 36.1, standard deviation of 13.3), and the predominance of North American studies. It is suggested that the average and standard deviation found in this study should be used as a norm for future studies, bearing in mind the specific reference group. It is also recommended that a distinction is made between surveys directed at individual participants and those targeting organizational representatives.
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A survey is a potentially powerful assessment, monitoring, and evaluation tool available to organizational scientists. To be effective, however, individuals must complete the survey and in the inevitable case of nonresponse, we must understand if our results exhibit bias. In this article, the nonresponse bias impact assessment strategy (N-BIAS) is proposed. The N-BIAS approach is a series of techniques that when used in combination, provide evidence about a study's susceptibility to bias and its external validity. The N-BIAS techniques stem from a review of extant research and theory. To inform future revisions of the N-BIAS approach, a future research agenda for advancing the study of survey response and nonresponse is provided. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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Heart rate variability (HRV) was studied in cyclic meditation (CM) and supine rest (SR). CM included yoga postures followed by guided relaxation. Forty-two male volunteers were assessed in CM and SR sessions of 35 minutes, where CM or SR practice was preceded and followed by 5 minutes of SR. During the yoga postures of CM and after CM, low frequency power and the low frequency to high frequency power ratio decreased, whereas high frequency power increased. Heart rate increased during the yoga postures and decreased in guided relaxation and after CM. There was no change in SR. Hence, it appeared that predominantly sympathetic activation occurred in the yoga posture phases of CM while parasympathetic dominance increased after CM. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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Argues that a category of performance called citizenship behavior is important in organizations and not easily explained by the same incentives that induce entry, conformity to contractual role prescriptions, or high production. Data were collected from 422 employees and their supervisors from 58 departments of 2 banks to examine the nature and predictors of citizenship behavior. Results suggest that citizenship behavior includes at least 2 dimensions: altruism, or helping specific persons, and generalized compliance, a more impersonal form of conscientious citizenship. Job satisfaction, as a measure of chronic mood state, showed a direct predictive path to altruism but not generalized compliance. Rural background had direct effects on both dimensions of citizenship behavior. The predictive power of other variables (e.g., leader supportiveness as assessed independently by co-workers and extraversion and neuroticism as assessed by the Maudsley Personality Inventory) varied across the 2 dimensions of citizenship behavior. (31 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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This paper presents a provisional classification of deliberate strategies for improving unpleasant affect based on conceptual judgements concerning their similarities and differences. A corpus of self-reported upward affectregulation strategies was collected using questionnaires, interviews, and group discussions, in conjunction with an examination of existing literature on related topics. A total of 162 distinct strategies were identified and a preliminary categorisation was developed by the investigators. We then conducted a card-sort task in which 24 participants produced separate classifications of the strategies. The similarity matrix arising from co-occurrence data was subjected to hierarchical cluster analysis and the obtained typology provided independent support for our proposed distinctions between strategies implemented cognitively and behaviourally, between diversion and engagement strategies, and between active distraction and direct avoidance, and for specific lower-level groupings of strategies relating to venting, reappraisal, and seeking social support. Potential refinements and applications of the resulting classification system are considered.
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Drawing on the emotional labor and work recovery literatures, we examined the relationship between workday break activities and emotional experiences and the role these variables play in the performance of positive affective displays in service interactions. In results based on data collected from 64 cheerleading instructors via experience sampling, break activities are related to emotional experiences and positive affective displays. Moreover, supporting regulatory resource theory, break activities' impact on positive affective displays goes beyond the effects of emotional experiences. Our findings suggest employees' use of workday breaks can have practical implications for how they feel and perform at work.
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An experience-sampling study investigating the dynamic process through which personal traits and affective and attitudinal states experienced at work influence intraindividual patterns of organizational citizenship behavior over time generally supported hypotheses. First, at the intraindividual level, experience-sampled positive affect and job satisfaction predicted experience-sampled reports of organizational citizenship behaviors over time. Second, cross-level interaction between agreeableness and positive affect predicted organizational citizenship behavior. Compared to less agreeable employees, agreeable employees reported both engaging more often in organizational citizenship behavior and more consistent patterns of such behavior; their engagement in these behaviors was less dependent on their momentary positive affect.
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Two studies were conducted to analyze how hope, resilience, optimism, and efficacy individually and as a composite higher-order factor predicted work performance and satisfaction. Results from Study 1 provided psychometric support for a new survey measure designed to assess each of these 4 facets, as well as a composite factor. Study 2 results indicated a significant positive relationship regarding the composite of these 4 facets with performance and satisfaction. Results from Study 2 also indicated that the composite factor may be a better predictor of performance and satisfaction than the 4 individual facets. Limitations and practical implications conclude the article.
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Many practitioner-oriented publications argue that managers should be more proactive on the job, and that proactive behavior is an increasingly important component of job performance. Organizational research on the antecedents and consequences of proactive behavior has appeared in several different literatures and has taken different approaches toward defining, measuring, and understanding proactivity. In this article, I review a diverse set of literatures that directly address proactive behavior in organizational contexts. I describe four constructs related to proactive behavior: proactive personality, personal initiative, role breadth self-efficacy, and taking charge. Next, I review six research domains that have explicitly addressed proactive behaviors: socialization, feedback seeking, issue selling, innovation, career management, and certain kinds of stress management. After considering findings from these research streams, I offer an analysis of the different approaches to the study of proactive behavior and provide a set of suggestions for future research.
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Positive emotions are hypothesized to undo the cardiovascular aftereffects of negative emotions. Study 1 tests this undoing effect. Participants (n = 170) experiencing anxiety-induced cardiovascular reactivity viewed a film that elicited (a) contentment, (b) amusement, (c) neutrality, or (d) sadness. Contentment-eliciting and amusing films produced faster cardiovascular recovery than neutral or sad films did. Participants in Study 2 (n = 185) viewed these same films following a neutral state. Results disconfirm the alternative explanation that the undoing effect reflects a simple replacement process. Findings are contextualized by Fredrickson's broaden-and-build theory of positive emotions (B. L. Fredrickson, 1998).
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In this article, we attempt to distinguish between the properties of moderator and mediator variables at a number of levels. First, we seek to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating, both conceptually and strategically, the many ways in which moderators and mediators differ. We then go beyond this largely pedagogical function and delineate the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena, including control and stress, attitudes, and personality traits. We also provide a specific compendium of analytic procedures appropriate for making the most effective use of the moderator and mediator distinction, both separately and in terms of a broader causal system that includes both moderators and mediators.
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Research indicates that self-reports of coping with stressful occurrences are associated with psychological and health outcomes. However, measures of coping may be biased by retrospective distortion as they assess coping over relatively long periods. In this study, a sample of 79 men completed a coping assessment daily for several weeks about the day's most "bothersome" problem. Repeated daily measurement of coping allowed analysis of within-subject effects of coping efforts. Same-day mood reported by the men (targets) and reports of the men's mood by their spouses (observers) were outcome variables. Within-subject analyses indicated that catharsis and social supports were associated with increased negative affect, whereas use of acceptance was associated with less negative affect. Use of distraction, acceptance, and relaxation were associated with increased positive affect. These findings held for target- and observer-reported mood.
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In a quasi-experiment designed to examine the relief from job stress and burnout afforded by a vacation respite, 76 clerks completed measures of job stress and burnout twice before a vacation, once during vacation, and twice after vacation. There was a decline in burnout during the vacation and a return to prevacation levels by the time of the second postvacation measure. Comparing the two prevacation measures indicated no anticipation effects. However, the return to work showed gradual fade-out, as burnout returned part way toward its prevacation level by 3 days after the vacation and all the way by 3 weeks after the vacation. Women and those satisfied with their vacations experienced greater relief; however, both subsamples also experienced the quickest fade-out. The respite effect and its complete fade-out were detected among all subgroups analyzed. Burnout, relief, interpersonal stress crossover, and burnout climate at work are discussed.
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To reveal the ameliorative impact of being away from job stressors on burnout, we compared 81 men who were called for active reserve service with 81 matched controls in the same company who were not called during the same period. Each reservist and his control completed questionnaires shortly before the reservist left work for a stint of service and immediately on his return. Analysis of variance detected a significant decline in job stress and burnout among those who served and no change among the control participants. Among those who served, quality of reserve service and degree of psychological detachment from work interacted in moderating the respite effects; the greater the detachment, the stronger the effect positive reserve service experience had in relieving reservists from stress and burnout. Reserve service is discussed as a special case of stress-relieving get-away from work that may be experienced as an ameliorative respite akin to vacation.
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This study examined work-related outcomes of recovery during leisure time. A total of 147 employees completed a questionnaire and a daily survey over a period of 5 consecutive work days. Multilevel analyses showed that day-level recovery was positively related to day-level work engagement and day-level proactive behavior (personal initiative, pursuit of learning) during the subsequent work day. The data suggest considerable daily fluctuations in behavior and attitudes at work, with evidence that these are related to prior experience and opportunity for recovery in the nonwork domain.
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Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.
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The rapid growth of research on organizational citizenship behaviors (OCBs) has resulted in some conceptual confusion about the nature of the construct, and made it difficult for all but the most avid readers to keep up with developments in this domain. This paper critically examines the literature on organizational citizenship behavior and other, related constructs. More specifically, it: (a) explores the conceptual similarities and differences between the various forms of "citizenship" behavior constructs identified in the literature; (b) summarizes the empirical findings of both the antecedents and consequences of OCBs; and (c) identifies several interesting directions for future research.
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Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.
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Large-scale surveys using complex sample designs are frequently carried out by government agencies. The statistical analysis technology available for such data is, however, limited in scope. This study investigates and further develops statistical methods that could be used in software for the analysis of data collected under complex sample designs. First, it identifies several recent methodological lines of inquiry which taken together provide a powerful and general statistical basis for a complex sample, structural equation modeling analysis. Second, it extends some of this research to new situations of interest. A Monte Carlo study that empirically evaluates these techniques on simulated data comparable to those in largescale complex surveys demonstrates that they work well in practice. Due to the generality of the approaches, the methods cover not only continuous normal variables but also continuous non-normal variables and dichotomous variables. Two methods designed to take into account the complex sample structure were investigated in the Monte Carlo study. One method, termed aggregated analysis, computes the usual parameter estimates but adjusts standard errors and goodness-of-fit model testing. The other method, termed disaggregated analysis, includes a new set of parameters reflecting the complex sample structure. Both of the methods worked very well. The conventional method that ignores complex sampling worked poorly, supporting the need for development of special methods for complex survey data.
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The rapid growth of research on organizational citizenship behaviors (OCBs) has resulted in some conceptual confusion about the nature of the construct, and made it difficult for all but the most avid readers to keep up with developments in this domain. This paper critically examines the literature on organizational citizenship behavior and other, related constructs. More specifically, it: (a) explores the conceptual similarities and differences between the various forms of “citizenship” behavior constructs identified in the literature; (b) summarizes the empirical findings of both the antecedents and consequences of OCBs; and (c) identifies several interesting directions for future research.
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Personal initiative is conceptualized as a behavioural syndrome made up of several factors. It is important for organizational effectiveness and is one aspect of ‘contextual performance’. The construct validity of a set of interview- and questionnaire-based scales for measuring initiative was ascertained in interrelated studies (two waves from a longitudinal study in East Germany [N = 543] and a cross-sectional study in West Germany [N = 160]). As hypothesized, initiative correlated with partners' assessments, need for achievement, action orientation, problem-focused and passive emotion-focused coping, career planning and executing plans, but not with job satisfaction. Higher initiative existed in small-scale entrepreneurs in the East and in those unemployed who got a job more quickly.
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Previous organizational citizenship behavior (OCB) research (a) has not demonstrated that extra-role behaviors can be distinguished empirically from in-role activities, and (b) has not examined the relative contributions of components ofjob satisfaction a nd organizational commitment to the performance of OCBs. Factor analysis of survey data from 127 employees' supervisors supported the distinction between in-role behaviors and two forms of OCBs. Hierarchical regression analysis found two job cognitions variables (intrinsic and extrinsic) to be differentially related to the two types OCBs, but affective variables and organizational commitment were not significant predictors. The link between the present findings and previous research is discussed, as are directions forfuture research.
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This article provides a didactic example and application of new developments in structural equation modeling (SEM) that allow for the modeling of multilevel data. Such data often arise naturally from organizational structures in which within‐group units (employees, students, etc.) are observed in larger between‐group units (firms, schools, etc.) The article begins with an overview of the basic ideas of SEM and multilevel linear regression. The synthesis of both methods developed by Muthéin (1994) is then presented in the simple case of a multilevel path analysis model, in which the variations in within‐group level intercepts are modeled as a function of between‐group variables following their own path model. An application motivated by a real problem in the field of education that focuses on validating indicators of the quality of science education in the United States follows. The results show that it is possible to statistically capture the salient complexities of organizations through the application of multilevel SEM. The article concludes with a discussion of the utility of multilevel SEM for organizational studies.
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Based on a newly revised theory of relaxation, ABC₂ Relaxation Theory, devised by the author, this book explains why hundreds of techniques used by professionals typically sort into six groups. The integration of these groups forms the core of the book. Smith's findings also reveal that not only can relaxation go beyond stress management, but that different families of relaxation have different effects. Rich with practical suggestions and concrete illustrations of application, this comprehensive training guide details the following techniques: Yoga Stretching; Progressive Muscle Relaxation; Breathing Exercise; Autogenic Suggestion; Imagery/Relaxing Self-Talk; and Meditation (including Mindfulness). Special applications include: relaxation with children; relaxation and pain management; and relaxation, spirituality, and religion. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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The usual psychoneurotic symptoms are ascribed to neuromuscular hypertension, which can be reduced by voluntary practice in muscular relaxation. The author's technique for progressive muscular relaxation, general and differential, is given; it depends upon learning to recognize muscle tenseness and to relax the sensation away. The author's experiments indicating reduction of reflexes, and of mental activity when relaxed are given. There are extensive references to and quotations from the literature of neuro-physiology, tending to justify the author's views. Case reports include spastic esophagus, mucous colitis, insomnia, compulsion neurosis, phobia, and neurasthenia as amenable to the method. Reference is also had to its use in manic states. A chapter differentiates this method from suggestion and allied methods, and argues for its superiority over them. There is brief reference to Freudian analysis which the author regards as more time consuming, less fundamental, and less satisfactory in securing lasting effects than is progressive relaxation. Bibliography of 33 pages. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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[discusses] modeling the prediction problem as it pertains to the prediction of job performance / argued for more emphasis on relating personnel selection and classification research to a latent structure of individual differences and a latent structure of job performance, and an initial substantive theory of performance using appropriate statistical estimation and structural modeling technique (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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This article describes a study into the antecedents and consequences of job involvement and organisational commitment of workers in Bulgaria, Hungary, and the Netherlands. On the basis of the literature a general model of work motivation is developed which depicts job characteristics, opportunities to satisfy needs, and extrinsic work factors as determinants of job involvement and organisational commitment, and considers effort expenditure, performance, job satisfaction, turnover, and work stress as outcomes. Data from worker samples in the three countries obtained with equivalent instruments are used to test the validity of the model. Path analysis shows that the model has a modest fit when applied to the three samples simultaneously. A better fit and more meaningful results are obtained by developing optimal models for each country. The peculiarities of these models can be largely explained from cultural and economic factors. Since the differences between Bulgaria and Hungary are as great as the differences with the Netherlands, there seems to be little evidence for a motivational after-effect of communism. For the final report of the project see: Roe, Ten Horn, Zinovieva & Dienes WMQ-Report-028-97-EXT-EN, March 1997. For an overview of scales and questionnaire see: Ten Horn, Dienes & Zinovieva WMQ-DOC-036-21-EXT-EN, February 2021. Also of interest: LA ten Horn & RA Roe (1992) Modelling in organisational diagnosis; LA ten Horn (1999) Applicability of western concepts, theories and practices in Central and Eastern Europe: theoretical and methodological considerations; RA Roe et al. (1999) Work motivation in the Netherlands, Hungary and Bulgaria: test of a model.
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Results of this field study of 597 employees demonstrate the importance of extra-role behavior in explaining employee performance over a six-month period. Supervisors, peers, and employees differentiated in-role from extra-role behavior. They also differentiated two related forms of promotive extra-role behavior: helping and voice. We cross-validate our results and conclude by discussing future research implications.
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This study examines the mechanisms through which experiences in the home domain influence work performance by bringing together the literature on recovery and the work–family interface. A longitudinal study among 123 employees from different organizations was conducted to investigate whether need for recovery and home–work interference (HWI) impeded concentration at work 1 month later, and whether concentration adversely affected in-role performance over time. Structural equation modeling analysis supported these hypotheses. Whereas need for recovery and HWI had negative, lagged effects on concentration, concentration had a positive lagged effect on in-role performance. Moreover, need for recovery and HWI were reciprocal and negatively related over time, suggesting that these two states may create a negative spiral in the home domain that could easily intrude into the work domain. These findings increase our insight in the processes leading to reduced performance at work, and suggest that organizations should facilitate opportunities for recovery.
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This study examined the state of being recovered in the morning (i.e., feeling physically and mentally refreshed) as a predictor of daily job performance and daily compensatory effort at work. Ninety-nine employees from public service organizations completed a general survey and two daily surveys on pocket computers over the course of one workweek. Hierarchical linear modeling showed that being recovered in the morning was positively related to daily task performance, personal initiative, and organizational citizenship behavior and negatively related to daily compensatory effort at work. Relationships between the state of being recovered and day-specific job performance were moderated by job control. For persons with a high level of job control, the relationship between being recovered and daily performance was stronger.
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Previous research has suggested that psychological detachment from work during off-job time is important in order to recover from stress encountered at the job. Psychological detachment refers to an individual’s experience of being mentally away from work, to make a pause in thinking about work-related issues, thus to "switch off". This study examines job stressors, job involvement, and recovery-related self-efficacy as predictors of psychological detachment in a sample of 148 school teachers. Psychological detachment was assessed by self-reports and by ratings provided by family members. Multiple regression analysis showed that workload, job involvement, and recoveryrelated self-efficacy were significant predictors of both self-rated and familyrated psychological detachment. The study findings suggest that with respect to practical implications it is crucial to manage workload and to increase recovery-related self-efficacy.