Recovery after work experiences, employee well-being and intent to quit

2016 ◽  
Vol 45 (2) ◽  
pp. 232-254 ◽  
Author(s):  
Parbudyal Singh ◽  
Ronald J. Burke ◽  
Janet Boekhorst
Keyword(s):  
Job Demands ◽  
Well Being ◽  
Organizational Level ◽  
Hierarchical Regression ◽  
Work Experiences ◽  
Work Intensity ◽  
Content Type ◽  
Psychological Detachment ◽  
Recovery Experiences ◽  
And Control

Purpose – A growing body of research suggests that psychological experiences related to recovery after work may reduce employee fatigue and exhaustion and improve well-being. The purpose of this paper is to extend this literature by examining several correlates and consequences of four recovery experiences: psychological detachment, relaxation, mastery, and control. Design/methodology/approach – Data were collected from 290 nursing staff working in hospitals using a questionnaire study and well-established measures. Hierarchical regression analyses were used to test the hypotheses. Findings – The results suggest that the four recovery experiences were, with one exception, positively and significantly correlated. Personal demographic variables (e.g. work status and level of education) had relationships with the use of particular recovery experiences. Passion was positively related to the use of mastery and control, while work intensity was negatively associated with the use of psychological detachment and relaxation. The use of particular recovery experiences was generally associated with lower intentions to quit and positive indicators of psychological well-being. Research limitations/implications – There are several implications for research and practice. Scholars can use the results to extend the theories such as the job demands-resources model, including the role of work intensity as job demands. At the organizational level, managers and leaders should consider supporting strategies that help employees recover after work. Originality/value – This study extends the empirical research on recovery after work using some variables not previously used. The theory on recovery after work is also extended.

scholarly journals Overeducation and job satisfaction: the role of job demands and control

2016 ◽  
Vol 37 (3) ◽  
pp. 456-473 ◽  
Author(s):  
Dieter Verhaest ◽  
Elsy Verhofstadt
Keyword(s):  
Job Satisfaction ◽  
Job Demands ◽  
Well Being ◽  
Educational Background ◽  
Skilled Workers ◽  
Content Type ◽  
Compensation Mechanisms ◽  
And Control ◽  
The Relationship

Purpose – The purpose of this paper is to investigate how job demands and control contribute to the relationship between overeducation and job satisfaction. Design/methodology/approach – The analysis is based on data for Belgian young workers up to the age of 26. The authors execute regression analyses, with autonomy, quantitative demands and job satisfaction as dependent variables. The authors account for unobserved individual heterogeneity by means of panel-data techniques. Findings – The results reveal a significant role of demands and control for the relationship between overeducation and job satisfaction. At career start, overeducated workers have less control than adequately educated individuals with similar skills levels, but more control than adequately educated employees doing similar work. Moreover, their control increases faster over the career than that of adequately educated workers with a similar educational background. Finally, demands have less adverse effects on satisfaction for high-skilled workers, irrespective of their match, while control moderates the negative satisfaction effect of overeducation. Research limitations/implications – Future research should look beyond the early career and focus on other potential compensation mechanisms for overeducation. Also the role of underlying mechanisms, such as job crafting, deserves more attention. Practical implications – The results suggest that providing more autonomy is an effective strategy to avoid job dissatisfaction among overeducated workers. Originality/value – The study connects two areas of research, namely, that on overeducation and its consequences and that on the role of job demands and control for workers’ well-being. The results contribute to a better understanding why overeducation persists. Moreover, they are consistent with the hypothesis that employers hire overeducated workers because they require less monitoring and are more able to cope with demands, although more direct evidence on this is needed.

scholarly journals Elucidating the Role of Recovery Experiences in the Job Demands-Resources Model

2012 ◽  
Vol 15 (2) ◽  
pp. 659-669 ◽  
Author(s):  
Bernardo Moreno-Jiménez ◽  
Alfredo Rodríguez-Muñoz ◽  
Ana Isabel Sanz-Vergel ◽  
Eva Garrosa
Keyword(s):  
Role Conflict ◽  
Negative Impact ◽  
Job Demands ◽  
Psychological Detachment ◽  
Recovery Experiences ◽  
Health Related ◽  
Mastery Experiences ◽  
And Control ◽  
Psychological Detachment From Work

Based on the Job Demands-Resources (JD-R) model, the current study examined the moderating role of recovery experiences (i.e., psychological detachment from work, relaxation, mastery experiences, and control over leisure time) on the relationship between one job demand (i.e., role conflict) and work-and health-related outcomes. Results from our sample of 990 employees from Spain showed that psychological detachment from work and relaxation buffered the negative impact of role conflict on some of the proposed outcomes. Contrary to our expectations, we did not find significant results for mastery and control regarding moderating effects. Overall, findings suggest a differential pattern of the recovery experiences in the health impairment process proposed by the JD-R model.

The importance of organizational level decision latitude for well-being and organizational commitment

2014 ◽  
Vol 20 (7/8) ◽  
pp. 307-327 ◽  
Author(s):  
Steven Dhondt ◽  
Frank Delano Pot ◽  
Karolus O. Kraan
Keyword(s):  
Organizational Commitment ◽  
Well Being ◽  
Job Control ◽  
Organizational Level ◽  
Subjective Well Being ◽  
Job Autonomy ◽  
Work Intensity ◽  
Decision Latitude ◽  
Content Type ◽  
Functional Support

Purpose – This paper aims to focus on participation in the workplace and examines the relative importance of different dimensions of job control in relation to subjective well-being and organizational commitment. These dimensions are job autonomy (within a given job), functional support (from supervisor and colleagues) and organizational level decision latitude (shop-floor consultancy on process improvements, division of labor, workmates, targets, etc.). Interaction with work intensity is looked at as well. Design/methodology/approach – Measurements and data were taken from the European Working Conditions Survey, 2010. The paper focusses on salaried employees only. The sample was further limited to employees in workplaces consisting of at least 50 workers. There are 2,048 employees in the final sample, from Denmark, Ireland, The Netherlands, Finland, Sweden and the UK. In this paper, the focus is not on differences between countries, and adding more countries would have introduced too many country characteristics as intermediate variables. Findings – In the regression analyses, functional support and organizational level decision latitude showed stronger relations with the outcome variables than job autonomy. There was no relation between work intensity and the outcome variables. Two-way interactions were found for job autonomy and organizational level decision latitude on subjective well-being and for functional support and organizational level decision latitude on organizational commitment. A three-way interaction, of all job control variables combined, was found on organizational commitment, with the presence of all types of job control showing the highest organizational commitment level. No such three-way interaction was found for subjective well-being. There was an indication for a two-way interaction of work intensity and functional support, as well as an indication for a two-way interaction of work intensity and organizational level decision latitude on subjective well-being: high work intensity and low functional support or low organizational level decision latitude seemed to associate with low well-being. No interaction was found for any dimension of job control being high and high work intensity. Research limitations/implications – Although this study has all the limitations of a cross-sectional survey, the results are more or less in accordance with existing theories. This indicates that organizational level decision latitude matters. Differentiation of job control dimensions in research models is recommended, and so is workplace innovation for healthy and productive jobs. Originality/value – Most theoretical models for empirical research are limited to control at task level (e.g. the Job Demand-Control-Support model of Karasek and Theorell. The paper aims at nuancing and extending current job control models by distinguishing three dimensions/levels of job control, referring to sociotechnical systems design theory (De Sitter) and action regulation theory (Hacker) and reciprocity (Akerlof). The policy relevance regards the consequences for work and organization design.

Longitudinal study of antecedents of work engagement in Thailand

2019 ◽  
Vol 7 (2) ◽  
pp. 143-160 ◽  
Author(s):  
Manjiri Kunte ◽  
Parisa RungRuang
Keyword(s):  
Work Engagement ◽  
Design Methodology ◽  
Longitudinal Research ◽  
Negative Relationship ◽  
Job Demands ◽  
Well Being ◽  
Hierarchical Regression ◽  
Work Setting ◽  
Content Type ◽  
Longitudinal Research Design

PurposeThe purpose of this paper is to examine the effects of job demands, job resources and personal resources on work engagement using the job demands–resources (JD–R) model.Design/methodology/approachThe study utilized a longitudinal research design in a sample of Thai employees (n=182). The data were collected by questionnaires administered in two waves over a period of four months, and the hypotheses were tested using hierarchical regression analysis.FindingsThe results supported the negative relationship between role ambiguity and work engagement. In addition, the findings suggested self-efficacy as a moderator in reducing the effect of increasing workload on work engagement.Research limitations/implicationsThe results of this study will be helpful for managers in designing appropriate human resources policies and practices; in recruiting, selecting and developing engaged employees; and in ensuring workplace well-being.Originality/valueThis is the first notable study establishing the applicability of the antecedents of work engagement in the JD–R model in a Thai work setting.

Job insecurity, recovery and well-being at work: Recovery experiences as moderators

2010 ◽  
Vol 31 (2) ◽  
pp. 179-194 ◽  
Author(s):  
Ulla Kinnunen ◽  
Saija Mauno ◽  
Marjo Siltaloppi
Keyword(s):  
Job Insecurity ◽  
Well Being ◽  
Need For Recovery ◽  
Psychological Mechanisms ◽  
Psychological Detachment ◽  
Recovery Experiences ◽  
Recovery From Work ◽  
And Control ◽  
Moderating Role

In the present study, the moderating role of recovery experiences in the job insecurity— occupational well-being relationship was examined. Recovery experiences refer to psychological mechanisms (psychological detachment from work, relaxation, mastery and control during off-job time) facilitating recovery. Altogether 527 employees from a variety of different jobs participated in the questionnaire study. The moderated regression analyses revealed that in an insecure job situation, relaxation buffered against increased need for recovery from work, and psychological detachment impaired vigour at work. The results suggest that recovery experiences can to some extent be a buffer against strain related to job insecurity.

Engaging leadership in the job demands-resources model

2015 ◽  
Vol 20 (5) ◽  
pp. 446-463 ◽  
Author(s):  
Wilmar B. Schaufeli
Keyword(s):  
Structural Equation ◽  
Work Performance ◽  
Online Survey ◽  
Job Demands ◽  
Well Being ◽  
Organizational Outcomes ◽  
Job Resources ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type

Purpose – The purpose of this paper is to integrate leadership into the job demands-resources (JD-R) model. Based on self-determination theory, it was argued that engaging leaders who inspire, strengthen, and connect their followers would reduce employee’s levels of burnout and increase their levels of work engagement. Design/methodology/approach – An online survey was conducted among a representative sample of the Dutch workforce (n=1,213) and the research model was tested using structural equation modeling. Findings – It appeared that leadership only had an indirect effect on burnout and engagement – via job demands and job resources – but not a direct effect. Moreover, leadership also had a direct relationship with organizational outcomes such as employability, performance, and commitment. Research limitations/implications – The study used a cross-sectional design and all variables were based on self-reports. Hence, results should be replicated in a longitudinal study and using more objective measures (e.g. for work performance). Practical implications – Since engaged leaders, who inspire, strengthen, and connect their followers, provide a work context in which employees thrive, organizations are well advised to promote engaging leadership. Social implications – Leadership seems to be a crucial factor which has an indirect impact – via job demands and job resources – on employee well-being. Originality/value – The study demonstrates that engaging leadership can be integrated into the JD-R framework.

scholarly journals Boundaryless working hours and recovery in Germany

2021 ◽  
Author(s):  
Laura Vieten ◽  
Anne Marit Wöhrmann ◽  
Alexandra Michel
Keyword(s):  
Working Hours ◽  
Working Time ◽  
Overtime Work ◽  
Psychological Detachment ◽  
Representative Study ◽  
Flexible Working ◽  
Recovery Experiences ◽  
High Level ◽  
And Control ◽  
Extended Work

Abstract Objective Due to recent trends such as globalization and digitalization, more and more employees tend to have flexible working time arrangements, including boundaryless working hours. The aim of this study was to investigate the relationships of various aspects of boundaryless working hours (overtime, Sunday work, and extended work availability) with employees’ state of recovery. Besides, we examined the mediating and moderating role of recovery experiences (psychological detachment, relaxation, mastery, and control) in these relationships. Methods We used data from 8586 employees (48% women; average age of 48 years) who took part in the 2017 BAuA-Working Time Survey, a representative study of the German working population. Regression analyses were conducted to test main effects as well as mediation and moderation. Results Overtime work, Sunday work, and extended work availability were negatively related to state of recovery. Psychological detachment mediated these relationships. Furthermore, we found that relaxation and control mediated the association between extended work availability and state of recovery. However, no relevant moderating effects were found. Conclusions Altogether, our findings indicate that various aspects of boundaryless working hours pose a risk to employees’ state of recovery and that especially psychological detachment is a potential mechanism in these relationships. In addition, the results suggest that a high level of recovery experiences cannot attenuate these negative relationships in leisure time. Therefore, employers and employees alike should try to avoid or minimize boundaryless working hours.

scholarly journals Expatriation, alcohol and drugs: antecedents and consequences of substance use in expatriation

2018 ◽  
Vol 6 (3/4) ◽  
pp. 316-334 ◽  
Author(s):  
Olivier Wurtz
Keyword(s):  
Substance Use ◽  
Well Being ◽  
International Experience ◽  
Organizational Level ◽  
Human Resource Managers ◽  
Content Type ◽  
Individual Level ◽  
Resource Managers ◽  
Antecedents And Consequences ◽  
High Level

PurposeExpatriation is known to be stressful. The purpose of this paper is to examine stress as an antecedent of substance use (SU) during expatriation and related effects on expatriates’ work adjustment. Moreover, the study sheds light on individual-level moderators (i.e. gender and prior international experience) and organizational-level moderators (i.e. organizational social support) that might condition the stress–SU link.Design/methodology/approachThis work adopts a quantitative survey approach. It is based on two studies, one of 205 expatriates and one of 96 expatriate–supervisor dyads. The data were collected through personal networks and with the help of multinational companies.FindingsThis research shows that stress at a medium- to high-level increases SU among male expatriates, but not among female expatriates. Expatriates with substantial prior international experience were identified as being more prone to react to stress by resorting to SU. It also provides evidence that SU to aid coping harms professional adjustment. Moreover, some implications relating to professional adjustment are discussed.Research limitations/implicationsSU was self-reported; this may have deterred users from accurately reporting their consumption levels. Moreover, convenience samples have been used. Preventive actions limiting SU, such as well-being programs, could be sponsored by local human resource managers in order to limit this phenomenon.Originality/valueThis work is one of the first to analyze SU among expatriates. It shows that some expatriates are more at risk than others of resorting to such use to cope with the hardships of expatriation.

scholarly journals Job demands, job control, psychological climate, and job satisfaction

2017 ◽  
Vol 4 (3) ◽  
pp. 238-255 ◽  
Author(s):  
Maria Karanika-Murray ◽  
George Michaelides ◽  
Stephen J. Wood
Keyword(s):  
Job Satisfaction ◽  
Organizational Context ◽  
Job Demands ◽  
Job Design ◽  
Job Control ◽  
Psychological Climate ◽  
Employee Outcomes ◽  
Content Type ◽  
Dissonance Theory ◽  
And Control

Purpose Research into job design and employee outcomes has tended to examine job design in isolation of the wider organizational context, leading to calls to attend to the context in which work is embedded. The purpose of this paper is to examine the effects of the interaction between job design and psychological climate on job satisfaction. Design/methodology/approach Cognitive dissonance theory was used to explore the nature of this relationship and its effect on job satisfaction. The authors hypothesized that psychological climate (autonomy, competence, relatedness dimensions) augments favorable perceptions of job demands and control when there is consistency between them (augmentation effect) and compensates for unfavorable perceptions when they are inconsistent (compensation effect). Findings Analysis of data from 3,587 individuals partially supported the hypotheses. Compensation effects were observed for job demands under a high autonomy and competence climate and for job control under a low competence climate. Augmentation effects were observed for job demands under a high relatedness climate. Practical implications When designing jobs managers should take into account the effects of psychological climate on employee outcomes. Originality/value This study has offered a way to bridge the job design and psychological climate fields and demonstrated that the call for more attention to the context in which jobs are embedded is worth heeding.

scholarly journals Impact of BYOD on organizational commitment: an empirical investigation

2019 ◽  
Vol 32 (2) ◽  
pp. 246-268 ◽  
Author(s):  
Melina Seedoyal Doargajudhur ◽  
Peter Dell
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Job Autonomy ◽  
Self Assessment ◽  
Content Type ◽  
Perceived Workload

PurposeBring your own device (BYOD) refers to employees utilizing their personal mobile devices to perform work tasks. Drawing on the job demands-resources (JD-R) model and the task-technology fit (TTF) model, the purpose of this paper is to develop a model that explains how BYOD affects employee well-being (through job satisfaction), job performance self-assessment, and organizational commitment through perceived job autonomy, perceived workload and TTF.Design/methodology/approachSurvey data from 400 full-time employees in different industry sectors in Mauritius were used to test a model containing 13 hypotheses using confirmatory factor analysis and structural equation modeling.FindingsThe SEM results support the hypothesized model. Findings indicate that BYOD indirectly affects job satisfaction, job performance and organizational commitment via job demands (perceived workload), job resources (perceived job autonomy) and TTF. Further, job resources influences job demands while TTF predicted job performance. Finally, job satisfaction and job performance self-assessment appear to be significant determinants of organizational commitment.Practical implicationsThe findings are congruent with the JD-R and TTF models, and confirm that BYOD has an impact on job satisfaction, job performance self-assessment and organizational commitment. This could inform organizations’ policies and practices relating to BYOD, leading to improved employee well-being, performance and higher commitment.Originality/valueThe expanded model developed in this study explains how employee well-being, performance and organizational commitment are affected by BYOD, and is one of the first studies to investigate these relationships.

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