As the commute is the transition phase between work and home, this study examined whether one?s work/home boundary management contributes to whether they suffer versus benefit from their commute home from work. Using a daily diary design, this study showed that maintaining a weak family-to-work boundary hinders in-commute recovery from work and points to affective rumination during the commute home as the linking mechanism. These findings suggest that a stronger work/home boundary facilitates recovery from work during the commute home and protects commuters from harmful outcomes stemming from affective rumination.
COVID-19 has taught us a great deal about employees? basic needs and the importance of addressing these needs during and after COVID. A ?hybrid? work arrangement has emerged as the strategic choice for businesses to address employees? concerns about returning to the workplace and maintaining their autonomy regarding when and where they work. This study evaluates the degree to which workplace designs under a hybrid work arrangement promote employee health, well-being, and productivity, and offers recommendations for improvement.
In this study conducted in a mixed population of non-clinical and clinical healthcare staff, we examined the association of depression with preventable work environment factors using a novel mediation analysis approach. We found that emotional labor (SaEL), emotional exhaustion, job strain, and work family interference were positively associated with depression while perceived organizational support for safety and work role functioning were negatively associated. The association between emotional labor and depression was strongly mediated through emotional exhaustion. These findings suggest that interventions regarding SaEL are needed for HCWs in order to reduce emotional exhaustion and consequently decrease the risk of depression. Further longitudinal studies are needed to verify these associations.
The purpose of this study was to examine how the work-nonwork interface can influence employees? prosocial behaviors at work while exploring the underlying mechanisms and boundary conditions. Data was collected from 129 full-time employees over three waves with a six week lag in between. All hypotheses were supported with the exception of the moderating role of FSSB.
Despite some findings that e-mail use can lead to symptoms of burnout and the experience of work-family conflict, no studies have addressed the relationship between e-mail as a source of stress and both burnout symptoms and work-family conflict. Additionally, no previous research has tested the mediation effect of work-family conflict in the relationship between e-mail as a source of stress and burnout symptoms. We conducted a cross-sectional study, in which 389 employees from a multinational company responded to an online survey. Our results provide evidence to consider that e-mail as a source of stress is likely to cause a conflict between an individual?s work and family domains, which by its turn, will lead to the experience of burnout symptoms.
This study uses a daily diary methodology to examine the relationship between time spent in leisure and work-family (WF) outcomes (both WF conflict and WF balance) as mediated by subjective well-being (stress, positive affect, negative affect). We study these relationships within day, cross-lagged from one day to the next, and using weekly retrospective estimates of all measures. Results were differentially supported for all measurement periods, with the most consistent effects for leisure to WF conflict, but less support for the mediation of SWB in daily analyses. Results will be discussed in light of temporal nature of WF experiences.
The purpose of this study is to examine the impact of planning for anticipated workload on emotional exhaustion. This study consisted of a two-part online survey that was distributed on an online research participation system. Research suggested that workers? anticipated workload over the following two weeks predicted emotional exhaustion levels; however, when employees put more effort into planning for their anticipated work, they felt higher levels of emotional exhaustion. This could be because planning itself consumes a lot of cognitive resources, later causing more emotional exhaustion when the work actually comes around.
Since the onset of the COVID-19 pandemic, there has been a sharp increase in anti-Asian discrimination and violence in the United States. The current study examines the effects of personal and vicarious exposure to anti-Asian sentiments on the well-being of Asian American employees, finding that both impacted Asian American employees? physical, mental, and job-related well-being. We further found that coworker support buffered employees against the harm of personal discrimination. Results underscore the need for organizations to consider how their Asian American employees may be uniquely impacted by the COVID-19 pandemic and to take actions to proactively support this employee population.
In this paper, we conduct a meta-analysis evaluating the empirical evidence linking telework and work-family conflict (WFC). There is a significant beneficial relationship between telework and work-interference-with-family (WIF), however, we find a positive and nonsignificant relationship between telework and family-interference-with-work (FIW). Gender and telework measurement approach moderated the relationship between telework and WIF. Our results reveal that outcome operationalization, gender, and measurement methods lend to conflicting results with the telework literature.
While much scholarship on meaningful work encourages employers to facilitate it, other work highlights that so-called management of meaning, as well as meaningful work itself, may lead to vulnerability to exploitative or coercive employment practices. This cross-sectional survey study represents a first empirical test of management of meaning’s relationship to feelings of exploitation, turnover intentions, burnout, and work/nonwork conflict. Data from employed Americans (expected n ? 250) is still being collected at the time of this proposal’s submission. We expect management of meaning to positively predict both feelings of exploitation and experienced meaningfulness in work, suggesting that it may ultimately influence employees to tolerate unhealthy or exploitative working conditions.