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Liu M, Sun Y, Liu T, Qi L. Being a focused employee: Effects of job reattachment on cyberloafing. Stress Health 2024:e3449. [PMID: 39096247 DOI: 10.1002/smi.3449] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 08/22/2023] [Revised: 05/28/2024] [Accepted: 07/14/2024] [Indexed: 08/05/2024]
Abstract
Cyberloafing, the use of the Internet for non-work-related activities while at work, has become a growing problem in the workplace. Since cyberloafing is commonly regarded as counterproductive, anticipating and controlling employees' cyberloafing behaviour is becoming increasingly important. Previous research suggests that individuals who engage in cyberloafing may have difficulties regulating their attention to important tasks. Based on self-regulation theory, our study examines the influence of job reattachment on cyberloafing through the mediating role of mindfulness and the moderating role of goal commitment. Data for this study were collected in China through surveys conducted with 275 employees at three different time points. The results showed that: (1) job reattachment was significantly negatively associated with cyberloafing; (2) mindfulness mediated this relationship between job reattachment and cyberloafing; and (3) goal commitment moderated the direct effect of job reattachment on mindfulness as well as the indirect effect of job reattachment on cyberloafing through mindfulness. Overall, our research findings emphasize the importance of the impact of job reattachment on cyberloafing through mindfulness. Theoretical and practical implications of this study are discussed.
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Affiliation(s)
- Mengjun Liu
- The School of Psychology and Cognitive Science, East China Normal University, Shanghai, China
| | - Yicong Sun
- Business School, Central South University, Changsha, China
| | - Tour Liu
- The School of Psychology and Cognitive Science, East China Normal University, Shanghai, China
- Key Research Base of Humanities and Social Sciences of the Ministry of Education, Academy of Psychology and Behavior, Tianjin Normal University, Tianjin, China
- Tianjin Social Science Laboratory of Students' Mental Development and Learning, Tianjin, China
| | - Liya Qi
- The School of Psychology and Cognitive Science, East China Normal University, Shanghai, China
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Wu Q, Qi T, Wei J, Shaw A. Relationship between psychological detachment from work and depressive symptoms: indirect role of emotional exhaustion and moderating role of self-compassion. BMC Psychol 2023; 11:344. [PMID: 37853423 PMCID: PMC10585803 DOI: 10.1186/s40359-023-01384-z] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/01/2023] [Accepted: 10/07/2023] [Indexed: 10/20/2023] Open
Abstract
The importance of psychological detachment during nonwork time has been emphasized, and its effect on depressive symptoms has been identified. However, the mechanism underlying this association remains to be elucidated. This study was conducted to identify the indirect role of emotional exhaustion in the association between psychological detachment and depressive symptoms and the moderating role of self-compassion in the relationship between emotional exhaustion and depressive symptoms on the basis of the recovery-engagement-exhaustion model and emotion regulation theory. Through an online survey, relevant data were collected from 727 university teachers (mean age, 37.65 ± 7.77 years; 38.5% men). Indirect and moderation effect were analyzed through structural equation modeling (Mplus). Psychological detachment was found to be associated with depressive symptoms through emotional exhaustion. Self-compassion moderated the association between emotional exhaustion and depressive symptoms. The association between emotional exhaustion and depressive symptoms was weaker among university teachers with high levels of self-compassion than among those with low levels of self-compassion. This study improves our understanding of the association between psychological detachment and depressive symptoms by identifying the emotional pathway and protective function of self-compassion. Interventions for improving mental health in work context should be designed considering psychological detachment and self-compassion to deal with work-induced emotional strain.
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Affiliation(s)
- Qinglu Wu
- Institute of Advanced Studies in Humanities and Social Sciences, Beijing Normal University, Zhuhai, China.
| | - Tengfei Qi
- Department of Sociology, School of Government, Shenzhen University, Shenzhen, China
| | - Jun Wei
- Institute of Education, Tsinghua University, Beijing, China
| | - Amy Shaw
- Department of Psychology, Faculty of Social Sciences, University of Macau, Macau, China
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Solms L, van Vianen AEM, Koen J, Kan KJ, de Hoog M, de Pagter APJ. Physician exhaustion and work engagement during the COVID-19 pandemic: A longitudinal survey into the role of resources and support interventions. PLoS One 2023; 18:e0277489. [PMID: 36724165 PMCID: PMC9891506 DOI: 10.1371/journal.pone.0277489] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/15/2022] [Accepted: 10/27/2022] [Indexed: 02/02/2023] Open
Abstract
BACKGROUND Physicians increasingly show symptoms of burnout due to the high job demands they face, posing a risk for the quality and safety of care. Job and personal resources as well as support interventions may function as protective factors when demands are high, specifically in times of crisis such as the COVID-19 pandemic. Based on the Job Demands-Resources theory, this longitudinal study investigated how monthly fluctuations in job demands and job and personal resources relate to exhaustion and work engagement and how support interventions are associated with these outcomes over time. METHODS A longitudinal survey consisting of eight monthly measures in the period 2020-2021, completed by medical specialists and residents in the Netherlands. We used validated questionnaires to assess job demands (i.e., workload), job resources (e.g., job control), personal resources (e.g., psychological capital), emotional exhaustion, and work engagement. Additionally, we measured the use of specific support interventions (e.g., professional support). Multilevel modeling and longitudinal growth curve modeling were used to analyze the data. RESULTS 378 medical specialists and residents were included in the analysis (response rate: 79.08%). Workload was associated with exhaustion (γ = .383, p < .001). All job resources, as well as the personal resources psychological capital and self-judgement were associated with work engagement (γs ranging from -.093 to .345, all ps < .05). Job control and psychological capital attenuated the workload-exhaustion relationship while positive feedback and peer support strengthened it (all ps < .05). The use of professional support interventions (from a mental health expert or coach) was related to higher work engagement (estimate = .168, p = .032) over time. Participation in organized supportive group meetings was associated with higher exhaustion over time (estimate = .274, p = .006). CONCLUSIONS Job and personal resources can safeguard work engagement and mitigate the risk of emotional exhaustion. Professional support programs are associated with higher work engagement over time, whereas organized group support meetings are associated with higher exhaustion. Our results stress the importance of professional individual-level interventions to counteract a loss of work engagement in times of crisis.
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Affiliation(s)
- Lara Solms
- Department of Work and Organizational Psychology, University of Amsterdam, Amsterdam, The Netherlands
- Department of Pediatrics, Erasmus MC-Sophia Children’s Hospital, Erasmus Medical Center Rotterdam, Rotterdam, The Netherlands
- * E-mail:
| | - Annelies E. M. van Vianen
- Department of Work and Organizational Psychology, University of Amsterdam, Amsterdam, The Netherlands
| | - Jessie Koen
- Department of Work and Organizational Psychology, University of Amsterdam, Amsterdam, The Netherlands
- Department of Sustainable Productivity and Employability, Netherlands Organization for Applied Scientific Research, Leiden, The Netherlands
| | - Kees-Jan Kan
- Research Institute of Child Development and Education, University of Amsterdam, Amsterdam, The Netherlands
| | - Matthijs de Hoog
- Department of Pediatrics, Erasmus MC-Sophia Children’s Hospital, Erasmus Medical Center Rotterdam, Rotterdam, The Netherlands
| | - Anne P. J. de Pagter
- Department of Pediatrics, Erasmus MC-Sophia Children’s Hospital, Erasmus Medical Center Rotterdam, Rotterdam, The Netherlands
- Department of Pediatrics, Willem-Alexander Children’s Hospital, Leiden University Medical Center, Leiden, The Netherlands
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Schleupner RM, Kühnel J, Melchers KG, Richter SS. Be prepared: Does psychological reattachment buffer the effect of a bad night's sleep on day‐specific work engagement and proactivity? JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2023. [DOI: 10.1111/joop.12424] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/25/2023]
Affiliation(s)
- Ricarda M. Schleupner
- Department of Occupational, Economic and Social Psychology University of Vienna Vienna Austria
| | - Jana Kühnel
- Department of Occupational, Economic and Social Psychology University of Vienna Vienna Austria
| | - Klaus G. Melchers
- Department of Work and Organizational Psychology Universität Ulm Ulm Germany
| | - Selina S. Richter
- Department of Psychology Ludwig‐Maximilians‐Universität München Munich Germany
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Can employee engagement be attained through psychological detachment and job crafting: the mediating role of spirituality and intrinsic motivation. JOURNAL OF ORGANIZATIONAL EFFECTIVENESS: PEOPLE AND PERFORMANCE 2023. [DOI: 10.1108/joepp-05-2022-0129] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/04/2023]
Abstract
PurposeThe present study is to develop an additional perspective on when and why psychological detachment and job crafting behaviors in predicting employee engagement through spirituality and intrinsic motivation. It was hypothesized that spiritual employees are better able to detach themselves from work and craft their job according to their preference and abilities, which would inculcate experience and make them intrinsically motivated and thereby leading to employee engagement.Design/methodology/approachThe sample comprised 408 employees, who are employed in different organizations across India. To test the hypotheses, the author conducted structural equation modeling on SPSS AMOS 22.FindingsThe results highlight the partial mediating role of spirituality in the association of psychological detachment with intrinsic motivation as well as between job crafting and intrinsic motivation. The results highlight the fully mediating role of intrinsic motivation in the association of psychological detachment with employee engagement as well as between job crafting and employee engagement.Practical implicationsThis study has depicted that spiritual employee who are psychologically detached and have proactive job crafting behavior can achieve higher intrinsic motivation and more engaged.Originality/valueOn the basis of the broaden and build theory, self-determination theory (SDT) and the recovery process (i.e. the effort-recovery model), this paper demonstrates that spirituality plays the role of predictor that drives psychological detachment and encourages job crafting, which has the ability to intrinsically motivate the employee and are able to more engaged in work.
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Nolan MT, Diefendorff JM, Thornton-Lugo M, Hynes D, Prezuhy M, Schreiber J. Pursuing multiple goals during the commute: A dynamic self-regulatory perspective. ORGANIZATIONAL PSYCHOLOGY REVIEW 2022. [DOI: 10.1177/20413866221133745] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Abstract
The current review theorizes that self-regulatory principles can be applied to the commute experience to better understand how spatial navigation and role transition processes interface with each other. Using a multiple goal framework, spatial navigation and role transitions are conceptualized as simultaneous goals, each with their own set of effort allocation processes. Furthermore, the review describes how dynamic and stable features of the commute and of the different roles individuals enact come together to impact spatial navigation and role transition effectiveness, along with well-being and effectiveness in individuals’ “home” and “workplace” roles. The proposed framework offers novel predictions about how and why these two activities impact each other in different ways, providing testable propositions that will help researchers begin to better understand the commute as a time for multiple goal regulation. The review concludes with suggestions for future research aimed at investigating these processes. Plain Language Summary The commute represents a time when individuals are focused on physically moving from one location to another to meet the goal of arriving at one's destination in a safe and timely manner (Calderwood & Mitropoulos, 2020). At the same time, individuals may also have the goal of transitioning between roles, which involves mentally detaching from one role (e.g., deactivating goals involved with being a spouse) and reattaching to a second role (e.g., activating goals relevant to being an employee). As such, the current review views the commute as a time and place in which individuals may be striving for multiple goals that involve shifting attention and energetic resources between goals (Louro et al., 2007). The review uses a multiple goal framework (e.g., Louro et al., 2007) to explain how dynamic and stable features of the commute and of individuals’ roles come together to influence commute and role transition effectiveness and work and home outcomes. Further, the review concludes with suggestions for future research aimed at investigating these dynamic processes.
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Wang F, Zhang Z, Shi W. The Relationship Between Job Autonomy and Work-Leisure Conflict: Based on the Person-Job Fit Perspective. Psychol Res Behav Manag 2022; 15:3081-3095. [PMID: 36284579 PMCID: PMC9588291 DOI: 10.2147/prbm.s384632] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/05/2022] [Accepted: 09/28/2022] [Indexed: 12/02/2022] Open
Abstract
Purpose Some studies have shown that job autonomy can reduce individual work-leisure conflict (WLC). However, some individuals show that WLC is stronger in situations of greater job autonomy. In light of these inconsistent findings, this study explores the relationship between job autonomy and WLC as well as the mediating role of psychological detachment and the moderating role of boundary flexibility willingness based on the fit perspective of person-job. Methods The daily diary research method was used to investigate 97 employees for five consecutive working days, and a multilevel model was established. Results The results show that job autonomy is negatively related to WLC. Psychological detachment plays a mediating role in the relationship between job autonomy and WLC. Boundary flexibility willingness can significantly moderate not only the relationship between job autonomy and psychological detachment but also that between job autonomy and WLC. Conclusion In light of the inconsistent results of past work, this study explored the relationship between job autonomy and WLC as well as the possible mediating and moderating mechanisms involved. Job autonomy, psychological detachment and WLC are characterized by daily changes occurring at the individual level. Job autonomy is negatively related to WLC, and psychological detachment plays a mediating role in the relationship between job autonomy and WLC. The fit of boundary flexibility willingness and job autonomy will cause a change in boundary permeability, which will lead to the relationship between job autonomy and WLC to varying degrees. The results of this study are helpful for understanding boundary theory and provide guidance for enterprise management.
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Affiliation(s)
- Feng Wang
- Postdoctoral Research Station in Philosophy, Shanghai Normal University, Shanghai, People’s Republic of China
- Department of Human Resource Management, Shanghai Normal University, Shanghai, People’s Republic of China
| | - Zihui Zhang
- Department of Philosophy, Shanghai Normal University, Shanghai, 200234, People’s Republic of China
| | - Wendian Shi
- Department of Psychology, Shanghai Normal University, Shanghai, People’s Republic of China
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Kujanpää M, Syrek C, Tay L, Kinnunen U, Mäkikangas A, Shimazu A, Wiese CW, Brauchli R, Bauer GF, Kerksieck P, Toyama H, de Bloom J. Needs-based off-job crafting across different life domains and contexts: Testing a novel conceptual and measurement approach. Front Psychol 2022; 13:959296. [PMID: 36211856 PMCID: PMC9536339 DOI: 10.3389/fpsyg.2022.959296] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/01/2022] [Accepted: 08/22/2022] [Indexed: 11/13/2022] Open
Abstract
Shaping off-job life is becoming increasingly important for workers to increase and maintain their optimal functioning (i.e., feeling and performing well). Proactively shaping the job domain (referred to as job crafting) has been extensively studied, but crafting in the off-job domain has received markedly less research attention. Based on the Integrative Needs Model of Crafting, needs-based off-job crafting is defined as workers’ proactive and self-initiated changes in their off-job lives, which target psychological needs satisfaction. Off-job crafting is posited as a possible means for workers to fulfill their needs and enhance well-being and performance over time. We developed a new scale to measure off-job crafting and examined its relationships to optimal functioning in different work contexts in different regions around the world (the United States, Germany, Austria, Switzerland, Finland, Japan, and the United Kingdom). Furthermore, we examined the criterion, convergent, incremental, discriminant, and structural validity evidence of the Needs-based Off-job Crafting Scale using multiple methods (longitudinal and cross-sectional survey studies, an “example generation”-task). The results showed that off-job crafting was related to optimal functioning over time, especially in the off-job domain but also in the job domain. Moreover, the novel off-job crafting scale had good convergent and discriminant validity, internal consistency, and test–retest reliability. To conclude, our series of studies in various countries show that off-job crafting can enhance optimal functioning in different life domains and support people in performing their duties sustainably. Therefore, shaping off-job life may be beneficial in an intensified and continually changing and challenging working life.
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Affiliation(s)
- Miika Kujanpää
- Faculty of Social Sciences (Psychology), Tampere University, Tampere, Finland
- School of Business, University of South-Eastern Norway, Hønefoss, Norway
- *Correspondence: Miika Kujanpää,
| | - Christine Syrek
- Department of Management Sciences, University of Applied Sciences Bonn-Rhein-Sieg, Rheinbach, Germany
| | - Louis Tay
- Department of Psychological Sciences, Purdue University, West Lafayette, IN, United States
| | - Ulla Kinnunen
- Faculty of Social Sciences (Psychology), Tampere University, Tampere, Finland
| | - Anne Mäkikangas
- Faculty of Social Sciences (Work Research Centre), Tampere University, Tampere, Finland
| | - Akihito Shimazu
- Faculty of Policy Management, Keio University, Kanagawa, Japan
| | - Christopher W. Wiese
- School of Psychology, Georgia Institute of Technology, Atlanta, GA, United States
| | - Rebecca Brauchli
- Digitization Initiative of the Zurich Universities, University of Zurich, Zurich, Switzerland
| | - Georg F. Bauer
- Public and Organizational Health, Center of Salutogenesis, Epidemiology, Biostatistics, and Prevention Institute, University of Zurich, Zurich, Switzerland
| | - Philipp Kerksieck
- Public and Organizational Health, Center of Salutogenesis, Epidemiology, Biostatistics, and Prevention Institute, University of Zurich, Zurich, Switzerland
| | - Hiroyuki Toyama
- Department of Education, University of Helsinki, Helsinki, Finland
| | - Jessica de Bloom
- Faculty of Social Sciences (Psychology), Tampere University, Tampere, Finland
- Department of HRM & OB, University of Groningen, Groningen, Netherlands
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French KA, Allen TD, Kidwell KE. When does work-family conflict occur? JOURNAL OF VOCATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.jvb.2022.103727] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/24/2022]
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10
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Rutten RLJ, Hülsheger UR, Zijlstra FRH. Does looking forward set you back? Development and validation of the work prospection scale. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2022. [DOI: 10.1080/1359432x.2022.2080058] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Affiliation(s)
- Rosine L. J. Rutten
- Department of Work and Social Psychology, Maastricht University, Maastricht, The Netherlands
| | - Ute R. Hülsheger
- Department of Work and Social Psychology, Maastricht University, Maastricht, The Netherlands
| | - Fred R. H. Zijlstra
- Department of Work and Social Psychology, Maastricht University, Maastricht, The Netherlands
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11
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Shah SJ, Huang C. Can venting hamper high emotionally intelligent recipient's reattachment to work? BALTIC JOURNAL OF MANAGEMENT 2022. [DOI: 10.1108/bjm-12-2021-0479] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThis study investigates how healthcare workers' venting - an emotion-focused form of coping during non-working hours - has unintended costs via its effect on spouses' reattachment to work if life partners are dual-earners. Research also examined anxiety as a causal mechanism that connects the receipt of venting with failure in reattachment to work. Lastly, our theory suggests that not everyone has the same experience with venting; the effect varies at different levels of emotional intelligence.Design/methodology/approachMultilevel path analysis using MPlus 8.3 was conducted to examine the daily survey data obtained from 101 spouses of healthcare workers over four consecutive workdays using the experience sampling technique.FindingsThe results suggested that receipt of venting increases anxiety and adversely influences reattachment to work through increased anxiety. The findings supported the suggested model's predictions, indicating that anxiety mediated the link between the receipt of venting and reattachment to work, and the mediation was partial. Further, emotional intelligence buffers the positive effect of receipt of venting on anxiety and the negative on reattachment to work. Lastly, the findings indicate that moderated mediation exists: the indirect effect of receipt of venting on reattachment to work is not as strong at higher levels of emotional intelligence.Originality/valueThis study is the first attempt that identified the receipt of venting as a predictor of reattachment to work. Moreover, up till now, no study has examined the mediating role of anxiety in the relationship between receipt of venting and reattachment to work. Finally, this is the preliminary effort that validated the moderating role of emotional intelligence on the above-mentioned links.
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12
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Luqman A, Zhang Q. Explore the mechanism for seafarers to reconnect with work after post-pandemic psychological distress (PAPIST 19): The moderating role of health-supporting climate. OCEAN & COASTAL MANAGEMENT 2022; 223:106153. [PMID: 36119850 PMCID: PMC9464103 DOI: 10.1016/j.ocecoaman.2022.106153] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 12/07/2021] [Revised: 03/07/2022] [Accepted: 03/21/2022] [Indexed: 06/10/2023]
Abstract
Covid-19 has disrupted the lives of employees all over the world. After experiencing a prolonged yet ongoing destructive event (i.e. Covid-19), finding an effective and non-invasive way to get employees back and engage in work is a huge challenge for scholars. Few studies have focused on returning to work after a traumatic event (limited time), but the post-pandemic psychological stress caused by the Covid-19 (PAPIST19) has not received much attention. Current research addresses this gap and uses a comprehensive model drawn from the transactional model of stress and the Kahn psychological framework to advance the work of predicting PAPIST19. Specifically, the current research investigates how PAPIST19 is related to job engagement, and emotional exhaustion and how job reattachment mediates the relationship. In addition, we use health support climate (HSC) as a boundary condition in our model, which can weaken the impact of PAPIST19 and enhance the effectiveness of job reattachment in reducing emotional exhaustion and increasing job engagement. To test our model, we collected data in multiple waves from Chinese seaports, where seafarers came to work after the restrictions were lifted in China. The current research is one of the earliest scholarly contributions. It paved the way for the research to solve the problem of workers returning to work after large-scale destructive events, and discussed important implications.
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Affiliation(s)
- Adeel Luqman
- Research Institute of Business Analytics and Supply Chain Management, College of Management, Shenzhen University, Nanshan District, Shenzhen, 518060, China
| | - Qingyu Zhang
- Research Institute of Business Analytics and Supply Chain Management, College of Management, Shenzhen University, Nanshan District, Shenzhen, 518060, China
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13
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Creary SJ, Locke K. Breaking the Cycle of Overwork and Recuperation: Altering Somatic Engagement Across Boundaries. ORGANIZATION SCIENCE 2022. [DOI: 10.1287/orsc.2021.1466] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
Abstract
Past research often relegates the management of the ideal worker’s overworking body to the nonwork environment. Reflecting a segmentation approach to managing the boundary between work and nonwork, the nonwork setting is treated as a context for recuperation. Yet, segmentation may, ironically, support the ideal worker image and reinforce the persistence of overwork. Drawing on two-year-long ethnographic studies of yoga teacher training, this paper considers how individuals shift how they manage the boundaries around their bodies. In doing so, we challenge the notion that segmentation of nonwork from work is an ideal boundary management strategy for addressing the negative impacts of overwork. Rather, we suggest that an integration strategy developed in a nonwork community may be productive for breaking the cycle of overwork and recuperation promoted by the ideal worker image and creating a virtuous cycle of activation and release. We bring forward the bodily basis to overwork and conceptualize somatic engagement as a form of engagement through which actors come to connect reflexively with their bodily experience across domains. Relatedly, in revealing how individuals come to connect reflexively with their bodily experience, we elaborate our understanding of the relational phenomena that enhance individuals’ somatic experiences across boundaries.
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Affiliation(s)
- Stephanie J. Creary
- The Wharton School, University of Pennsylvania, Philadelphia, Pennsylvania 19104
| | - Karen Locke
- Mason School of Business, William & Mary, Williamsburg, Virginia 23186
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14
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Playful work design and employee work engagement: A self-determination perspective. JOURNAL OF VOCATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.jvb.2022.103693] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/02/2023]
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15
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Mazzetti G, Robledo E, Vignoli M, Topa G, Guglielmi D, Schaufeli WB. Work Engagement: A meta-Analysis Using the Job Demands-Resources Model. Psychol Rep 2021; 126:1069-1107. [PMID: 34886729 DOI: 10.1177/00332941211051988] [Citation(s) in RCA: 45] [Impact Index Per Article: 15.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Although the construct of work engagement has been extensively explored, a systematic meta-analysis based on a consistent categorization of engagement antecedents, outcomes, and well-being correlates is still lacking. The results of prior research reporting 533 correlations from 113 independent samples (k = 94, n = 119,420) were coded using a meta-analytic approach. The effect size for development resources (r = .45) and personal resources (r = .48) was higher than for social resources (r = .36) and for job resources (r = .37). Among the outcomes and well-being correlates explored, the effect size was highest for job satisfaction (r = .60) and commitment (r = .63). Furthermore, moderation analysis showed that (a) concerning the occupational role, work engagement finds a low association with turnover intention among civil servants, volunteer workers, and educators; (b) collectivist cultural environments reported a greater association of feedback with engagement than individualistic environments; (c) the relationship between personal resources and engagement was stronger among workers with university degrees than workers with high school diplomas. Furthermore, the absorption dimension showed a lower effect with all variables under investigation than vigor and dedication.
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Affiliation(s)
- Greta Mazzetti
- Department of Education Studies, 9296University of Bologna, Bologna, Italy
| | - Enrique Robledo
- Department of Psychology, 16757Universidad Nacional de Educación a Distancia, Madrid, Spain
| | - Michela Vignoli
- Department of Psychology and Cognitive Science, 164754University of Trento, Rovereto, Italy
| | - Gabriela Topa
- Department of Psychology, 16757Universidad Nacional de Educación a Distancia, Madrid, Spain
| | - Dina Guglielmi
- Department of Education Studies, 9296University of Bologna, Bologna, Italy
| | - Wilmar B Schaufeli
- Department of Psychology, 8125Utrecht University, Utrecht, the Netherlands; and Research Unit Occupational, Organizational Psychology and Professional Learning, 26657KULeuven, Leuven, Belgium
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16
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Stanford S, Timms C. Australian Chaplains and Their Professional Quality of Life. THE JOURNAL OF PASTORAL CARE & COUNSELING : JPCC 2021; 75:284-294. [PMID: 34342234 DOI: 10.1177/15423050211036344] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/13/2023]
Abstract
Chaplains often express a sense of satisfaction in helping others. But their work renders them vulnerable to secondary traumatic stress and burnout. We investigated mindful self-care, comparing the experiences of chaplains and other workers. Measures used included mindful selfcare, social support, and professional quality of life. We found self-care practices did not predict the professional quality of life. Lack of supportive structures and mindful awareness predicted burnout. Compassion satisfaction might arise from other sources.
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Affiliation(s)
- Sarah Stanford
- Psychology, James Cook University, Australia; Psychology, University Sunshine Coast, Australia
- Psychology, James Cook University, Australia
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Shi Y, Xie J, Zhou ZE, Ma H, Tang Y. How parents' psychological detachment from work affects their children via fatigue: The moderating role of gender. Stress Health 2021; 38:463-476. [PMID: 34679228 DOI: 10.1002/smi.3107] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 01/26/2021] [Revised: 10/06/2021] [Accepted: 10/15/2021] [Indexed: 11/10/2022]
Abstract
Previous studies demonstrated that psychological detachment from work can impact employees' work and family lives. Based on conservation of resources theory and social role theory, the present study examined the process through which working parents' psychological detachment from work influences their children's perception of neglectful parenting (emotional warmth and rejection). Specifically, we examined the mediating role of parents' fatigue and the moderating role of parent gender in this process. Data were collected from working parents (n = 371) and their children in junior high school (n = 371, 10-13 years old) at two time points with a three-month interval. Our results showed that working parents' psychological detachment from work at Time 1 significantly predicted children's perception of parent emotional warmth and rejection at Time 2, and parents' fatigue at Time 2 mediated this relationship. Besides, parent gender moderated this mediated process such that the positive indirect effect of parent psychological detachment from work on emotional warmth via fatigue was stronger for working mothers than for working fathers. These findings contribute to the limited research on the effects of psychological detachment from work on family members and highlight the importance of parent gender in children's perceptions of working parents' behaviours.
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Affiliation(s)
- Yanwei Shi
- Department of Human Resource Management, Shanghai Normal University, Shanghai, China
| | - Julan Xie
- School of Business, Central South University, Changsha, China
| | - Zhiqing E Zhou
- Baruch College and The Graduate Center, City University of New York, New York City, New York, USA
| | - Hongyu Ma
- School of Psychology, Central China Normal University, Wuhan, China
| | - Yan Tang
- Bureau of Education of Huanggang, Huanggang, China
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18
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Virtanen A, Van Laethem M, de Bloom J, Kinnunen U. Drammatic breaks: Break recovery experiences as mediators between job demands and affect in the afternoon and evening. Stress Health 2021; 37:801-818. [PMID: 33665896 DOI: 10.1002/smi.3041] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 04/27/2020] [Revised: 02/24/2021] [Accepted: 03/01/2021] [Indexed: 12/30/2022]
Abstract
The present study focused on within-workday recovery, which has received less scholarly attention than has recovery outside work. We examined six break recovery experiences (detachment, relaxation, autonomy, mastery, meaning and affiliation) as possible mediators between daily emotional job demands, positive and negative affect both in the afternoon and in the evening. We conducted a one-work week diary study (N = 107) among Finnish schoolteachers with three daily measurements per workday. Most participants (88%) were women, and the average age was 50 years. The data were analysed with multilevel path modelling. Regarding daily afternoon affect, both low break detachment and low break meaning mediated the relationship between high daily emotional demands and low afternoon positive affect and high afternoon negative affect. Regarding daily evening affect, only low break meaning mediated the relationship between high daily emotional demands and low evening positive affect. In addition, afternoon positive and negative affect did mediate the relationships between break detachment and meaning and positive and negative evening affect. Our findings offer new insights into the interplay of daily job demands, break recovery experiences and affective well-being. Despite detachment, meaning, which has received limited research attention as a recovery experience, seems to play an important role in within-workday recovery. Our study also suggests that successful break recovery can benefit employees' affective well-being in the evening.
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Affiliation(s)
- Anniina Virtanen
- Faculty of Social Sciences (Psychology), Tampere University, Tampere, Finland
| | - Michelle Van Laethem
- Department of Work and Organizational Psychology, University of Amsterdam, Amsterdam, The Netherlands
| | - Jessica de Bloom
- Faculty of Social Sciences (Psychology), Tampere University, Tampere, Finland.,Faculty of Economics and Business, University of Groningen, Groningen, The Netherlands
| | - Ulla Kinnunen
- Faculty of Social Sciences (Psychology), Tampere University, Tampere, Finland
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19
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Fritz C, Auten D, Caughlin D. Reattachment to work in the morning and day-level leader outcomes. JOURNAL OF VOCATIONAL BEHAVIOR 2021. [DOI: 10.1016/j.jvb.2021.103617] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
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20
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Zhang H, Zhou ZE, Liu Y, Shi Y, Xiao J. Too depleted to control yourself? Effect of customer mistreatment on after‐work maladaptive behaviours through self‐control capacity impairment. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2021. [DOI: 10.1111/apps.12310] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
Affiliation(s)
- Hui Zhang
- School of Sociology Huazhong University of Science and Technology Wuhan China
| | - Zhiqing E. Zhou
- Department of Psychology Baruch College & The Graduate Center City University of New York New York NY USA
| | - Yanjun Liu
- School of Economics and Management North China University of Technology Beijing China
| | - Yanwei Shi
- Department of Human Resource Management Shanghai Normal University Shanghai China
| | - Jian Xiao
- Department of Otolaryngology Sinopharm Dongfeng General Hospital Shiyan China
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21
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Baethge A, Junker NM, Rigotti T. Does work engagement physiologically deplete? Results from a daily diary study. WORK AND STRESS 2020. [DOI: 10.1080/02678373.2020.1857466] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/01/2023]
Affiliation(s)
| | | | - Thomas Rigotti
- Johannes Gutenberg-University Mainz & Leibniz Institute for Resilience Research Mainz
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22
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Walter J, Haun VC. Positive and negative work reflection, engagement and exhaustion in dual-earner couples: Exploring living with children and work-linkage as moderators. GERMAN JOURNAL OF HUMAN RESOURCE MANAGEMENT-ZEITSCHRIFT FUR PERSONALFORSCHUNG 2020. [DOI: 10.1177/2397002220964930] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Many employees think about their work during off-job time. Scholars have suggested that whether work-related thoughts during off-job time have detrimental or beneficial effects on employees’ well-being and performance depends on the nature of these thoughts. In this study with dual-earner couples we examined whether employees’ positive and negative work reflection during off-job time are associated with their own and with their partners’ work engagement and exhaustion. Furthermore, we investigated whether (a) living with children and (b) being work-linked (i.e. working in the same organisation and/or working in the same profession) moderated these relations. Both partners of 130 German heterosexual dual-earner couples responded to online questionnaires. We estimated multilevel analyses using the actor–partner interdependence model to analyse our dyadic data. We found positive associations between employees’ positive work reflection and both their own and their partners’ work engagement. Employees’ positive work reflection was also associated with their decreased exhaustion. Employees’ negative work reflection was negatively associated with their own work engagement and positively associated with their own exhaustion but unrelated to their partners’ outcomes. Moderator analyses revealed that living with children weakened the link between employees’ positive work reflection and their own work engagement and strengthened the link between their negative work reflection and exhaustion. The presence of couples’ work-linkage did not moderate any of these relations. This study builds on previous research by showing that employees’ positive work-related thinking is not only beneficial to themselves but also to their partners. Furthermore, the results suggest that living with children constitutes an additional demand that reduces the motivational effects of positive work reflection and amplifies the detrimental effects of employees’ negative work reflection.
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Stein M, Schümann M, Vincent-Höper S. A conservation of resources view of the relationship between transformational leadership and emotional exhaustion: The role of extra effort and psychological detachment. WORK AND STRESS 2020. [DOI: 10.1080/02678373.2020.1832610] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
Affiliation(s)
- Maie Stein
- Department of Work and Organizational Psychology, Universität Hamburg, Hamburg, Germany
| | - Marlies Schümann
- Department of Work and Organizational Psychology, Universität Hamburg, Hamburg, Germany
| | - Sylvie Vincent-Höper
- Department of Work and Organizational Psychology, Universität Hamburg, Hamburg, Germany
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24
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Seibel S, Volmer J, Syrek CJ. Get a taste of your leisure time: the relationship between leisure thoughts, pleasant anticipation, and work engagement. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2020. [DOI: 10.1080/1359432x.2020.1804875] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
Affiliation(s)
- Sebastian Seibel
- Work and Organizational Psychology Group, Otto-Friedrich University of Bamberg, Bamberg, Germany
| | - Judith Volmer
- Work and Organizational Psychology Group, Otto-Friedrich University of Bamberg, Bamberg, Germany
| | - Christine J. Syrek
- Business Psychology, University of Applied Science Bonn-Rhein-Sieg, Rheinbach, Germany
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Chen IS, Fellenz MR. Personal resources and personal demands for work engagement: Evidence from employees in the service industry. INTERNATIONAL JOURNAL OF HOSPITALITY MANAGEMENT 2020; 90:102600. [PMID: 32834349 PMCID: PMC7326455 DOI: 10.1016/j.ijhm.2020.102600] [Citation(s) in RCA: 18] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 02/18/2019] [Revised: 06/11/2020] [Accepted: 06/17/2020] [Indexed: 05/24/2023]
Abstract
Conventional studies have widely demonstrated that individuals' engagement at work depends on their personal resources, which are affected by environmental influences, especially those derived from the workplace and home domains. In this study, we examine whether a change in work engagement may be based on individuals' decisions in managing their personal resources. We use the conservation of resources (COR) theory to explain how personal resources and personal demands at home can influence work engagement through personal resources and personal demands at work. We conducted a daily diary study involving a group of 97 Chinese employees (N = 97) from a range of different service settings for 2 consecutive weeks (N = 1358) and evaluated their daily work engagement using manager ratings. The findings support the hypothesized mediating effects of personal resources and personal demands at work on personal resources and personal demands at home and work engagement.
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Affiliation(s)
- I-Shuo Chen
- School of Business, University of Dundee, United Kingdom
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26
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Cropley M, Collis H. The Association Between Work-Related Rumination and Executive Function Using the Behavior Rating Inventory of Executive Function. Front Psychol 2020; 11:821. [PMID: 32508703 PMCID: PMC7248272 DOI: 10.3389/fpsyg.2020.00821] [Citation(s) in RCA: 13] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/22/2020] [Accepted: 04/02/2020] [Indexed: 12/04/2022] Open
Abstract
Work-related rumination has been associated with a number of health complaints, however, little is known about the underlying factors associated with rumination. Previous work using proxy measures of executive function showed work-related rumination to be negatively associated with executive function. In this paper, we report two studies that examined the association between work-related rumination and executive function utilizing an ecological valid measure of executive function: the Behavior Rating Inventory of Executive Function (BRIEF-A, Roth et al., 2005). In study 1 (N = 63), high, relative to low work-related ruminators, were found to demonstrate lower executive function skills, in eight of the nine subscales of the BRIEF. The aim of study 2 (N = 237) was to identify, the key executive function subscale/s associated with work-related rumination. Controlling for known factors associated with work-related rumination (fatigue and sleep), regression analysis identified the behavioral regulation subscale “shift” as the key predictor within the model. Shift relates to our ability to switch attention, to think about different solutions, and dealing with and accepting change. It was concluded that these findings lend support for future research to develop interventions for enhancing shift ability, as an aid to reduce work-related ruminative thinking.
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Affiliation(s)
- Mark Cropley
- School of Psychology, University of Surrey, Guildford, United Kingdom
| | - Hannah Collis
- Surrey Business School, University of Surrey, Guildford, United Kingdom
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27
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Elfering A, Igic I, Kritzer R, Semmer NK. Commuting as a work-related demand: Effects on work-to-family conflict, affective commitment, and intention to quit. Psych J 2020; 9:562-577. [PMID: 32124555 DOI: 10.1002/pchj.350] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/20/2018] [Revised: 01/15/2020] [Accepted: 01/18/2020] [Indexed: 11/09/2022]
Abstract
Commuting time is the duration of the transition between the work and private (typically family) domains. The status of commuting in theories dealing with work-family issues or boundary management is not very clear. We discuss commuting taking a different perspective from the literature (e.g., as a demand, source of time-based work-family conflict, impediment to the flexibility and permeability of the work-home boundary, and as a resource for work-family boundary management), concluding that the demand aspects of commuting are dominant. From this perspective, we analyzed the association between the commuting time as a work-related demand at baseline and work-family conflict (WFC), affective commitment (AC), and intention to quit (ITQ) 1 year later (N = 838). We assessed commuting time objectively by using Google Maps to estimate travel time based on postal codes of home and workplace. As expected, longer commuting predicted all three outcomes. Furthermore, autonomy-manifested in flexible work arrangements-moderated these effects for two out of three outcome variables: Temporospatial autonomy reduced the positive associations between commuting time and WFC and ITQ. The effect sizes were small; however, effects were adjusted for baseline levels of the relevant outcome, demographic variables, and several work and private stressors.
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Affiliation(s)
- Achim Elfering
- Department of Work and Organizational Psychology, University of Bern, Bern, Switzerland.,National Centre of Competence in Research, Affective Sciences, University of Geneva, CISA, Geneva, Switzerland
| | - Ivana Igic
- Department of Work and Organizational Psychology, University of Bern, Bern, Switzerland
| | - Ramona Kritzer
- Department of Work and Organizational Psychology, University of Bern, Bern, Switzerland
| | - Norbert K Semmer
- Department of Work and Organizational Psychology, University of Bern, Bern, Switzerland.,National Centre of Competence in Research, Affective Sciences, University of Geneva, CISA, Geneva, Switzerland
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28
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Goecke T, Kunze F. “How old do you feel today at work?” Work-related drivers of subjective age in the workplace. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2020. [DOI: 10.1080/1359432x.2020.1724098] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/07/2023]
Affiliation(s)
- Theresa Goecke
- Chair for Organisational Studies, University of Konstanz, Konstanz, Germany
| | - Florian Kunze
- Chair for Organisational Studies, University of Konstanz, Konstanz, Germany
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29
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Casper A, Sonnentag S. Feeling exhausted or vigorous in anticipation of high workload? The role of worry and planning during the evening. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2019. [DOI: 10.1111/joop.12290] [Citation(s) in RCA: 17] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Affiliation(s)
- Anne Casper
- Department of Psychology University of Mannheim Germany
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30
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Ng TWH, Wang M. An actor–partner interdependence model of employees’ and coworkers’ innovative behavior, psychological detachment, and strain reactions. PERSONNEL PSYCHOLOGY 2019. [DOI: 10.1111/peps.12317] [Citation(s) in RCA: 17] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Thomas W. H. Ng
- Faculty of Business and Economicsthe University of Hong Kong Pok Fu Lam Hong Kong
| | - Mo Wang
- Department of Management, Warrington College of BusinessUniversity of Florida Gainesville Florida
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31
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Gillet N, Caesens G, Morin AJS, Stinglhamber F. Complementary variable- and person-centred approaches to the dimensionality of work engagement: a longitudinal investigation. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2019. [DOI: 10.1080/1359432x.2019.1575364] [Citation(s) in RCA: 17] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
Affiliation(s)
- Nicolas Gillet
- Département de Psychologie, Université de Tours, Tours, France
| | - Gaëtane Caesens
- Faculté de psychologie et des sciences de l'éducation, Université catholique de Louvain, Louvain-la-Neuve, Belgium
| | - Alexandre J. S. Morin
- Substantive Methodological Synergy Research Laboratory, Department of Psychology, Concordia University, Montreal, Québec, Canada
| | - Florence Stinglhamber
- Faculté de psychologie et des sciences de l'éducation, Université catholique de Louvain, Louvain-la-Neuve, Belgium
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32
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Ott AR, Haun VC, Binnewies C. Negative work reflection, personal resources, and work engagement: the moderating role of perceived organizational support. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2018. [DOI: 10.1080/1359432x.2018.1550076] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
Affiliation(s)
- Anna R. Ott
- Institute of Psychology, University of Muenster, Münster, Germany
| | - Verena C. Haun
- Institute of Psychology, Johannes Gutenberg-University Mainz, Mainz, Germany
| | - Carmen Binnewies
- Institute of Psychology, University of Muenster, Münster, Germany
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Kühnel J, Vahle-Hinz T, de Bloom J, Syrek CJ. Staying in touch while at work: Relationships between personal social media use at work and work-nonwork balance and creativity. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2017. [DOI: 10.1080/09585192.2017.1396551] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/22/2022]
Affiliation(s)
- Jana Kühnel
- Department of Work and Organizational Psychology, Ulm University, Ulm, Germany
- Department of Work and Organizational Psychology, University of Mannheim, Mannheim, Germany
| | - Tim Vahle-Hinz
- Department of Occupational Health Psychology, Humboldt University of Berlin, Berlin, Germany
| | - Jessica de Bloom
- Faculty of Social Sciences, Department of Psychology, University of Tampere, Tampere, Finland
- Faculty of Economics & Business, University of Groningen, Groningen, Netherlands
| | - Christine J. Syrek
- Department of Work and Organizational Psychology, University of Trier, Trier, Germany
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34
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Casper A, Sonnentag S, Tremmel S. Mindset matters: the role of employees’ stress mindset for day-specific reactions to workload anticipation. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2017. [DOI: 10.1080/1359432x.2017.1374947] [Citation(s) in RCA: 23] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Anne Casper
- Department of Psychology, University of Mannheim, Mannheim, Germany
| | - Sabine Sonnentag
- Department of Psychology, University of Mannheim, Mannheim, Germany
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Syrek CJ, Kühnel J, Vahle-Hinz T, De Bloom J. Share, like, twitter, and connect: Ecological momentary assessment to examine the relationship between non-work social media use at work and work engagement. WORK AND STRESS 2017. [DOI: 10.1080/02678373.2017.1367736] [Citation(s) in RCA: 28] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Affiliation(s)
- Christine J. Syrek
- Department for Work and Organizational Psychology, University of Trier, Trier, Germany
| | - Jana Kühnel
- Institute of Psychology and Education, Work and Organizational Psychology, Ulm University, Ulm, Germany
| | - Tim Vahle-Hinz
- Institute for Occupational Health Psychology, Humboldt University of Berlin, Berlin, Germany
| | - Jessica De Bloom
- Institute for Advanced Social Research, University of Tampere, Tampere, Finland
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36
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Sonnentag S. A task-level perspective on work engagement: A new approach that helps to differentiate the concepts of engagement and burnout. ACTA ACUST UNITED AC 2017. [DOI: 10.1016/j.burn.2017.04.001] [Citation(s) in RCA: 42] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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37
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von Dreden C, Binnewies C. Choose your lunch companion wisely: the relationships between lunch break companionship, psychological detachment, and daily vigour. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2017. [DOI: 10.1080/1359432x.2017.1301428] [Citation(s) in RCA: 16] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Affiliation(s)
| | - Carmen Binnewies
- Institute of Psychology, University of Muenster, Muenster, Germany
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Gkorezis P, Bellou V, Xanthopoulou D, Bakker AB, Tsiftsis A. Linking football team performance to fans' work engagement and job performance: Test of a spillover model. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2016. [DOI: 10.1111/joop.12155] [Citation(s) in RCA: 15] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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39
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Reis D, Hoppe A, Arndt C, Lischetzke T. Time pressure with state vigour and state absorption: are they non-linearly related? EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2016. [DOI: 10.1080/1359432x.2016.1224232] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
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