Confidence in work‐related goals and feelings of exhaustion during a therapeutic intervention for burnout: A time‐series approach

This study investigated recursive relations between confidence in achieving work‐related goals and work exhaustion among employees who participated in an intervention to reduce their burnout. Thirty‐six employees of age 33–59 years suffering from severe burnout (28 females and 8 males) filled in burnout and well‐being measures before and after a 10‐month therapeutic intervention. They also filled in weekly measures of confidence in work‐related goals (progress and capability) and work exhaustion throughout the intervention, as well as 4 weeks before and 4 weeks afterwards. Intra‐individual variation was modelled using dynamic factor analyses. The results showed that, for most participants, confidence in work‐related goals and work exhaustion during a given week could be predicted from those of the preceding week. Moreover, high self‐esteem predicted low weekly stability in goal confidence, whereas high burnout contributed to high weekly stability in work exhaustion. The intra‐individual stabilities in goal confidence and exhaustion also predicted which of the participants benefited from the intervention in terms of increasing well‐being and decreasing work‐related stress.     

The role of partners for employees' recovery during the weekend

We examined the effects of positive and negative experiences with the partner (absorption in joint activities and conflict with the partner) during the weekend on affective states at the beginning of the following work week and tested whether recovery experiences (psychological detachment, relaxation, and mastery experiences) mediated these effects. In total, 269 university faculty members completed online surveys before and after the weekend. Hierarchical regression analyses revealed that absorption in joint activities with the partner predicted recovery experiences during the weekend and increased positive affective states (vigor, joviality, serenity) at the beginning of the following work week. Relaxation mediated the effects of absorption in joint activities on positive affective states. Conflict with the partner increased negative affective states (negative activation, fatigue), but was unrelated to recovery experiences. Our findings emphasize the importance of experiences with the partner for employees' recovery and show that the social environment of employees matters for their recovery.     

What makes for a good break? A diary study on recovery experiences during lunch break

This study investigated the role of four recovery experiences during lunch break for employees’ afternoon well‐being. We hypothesized that lunch‐break recovery experiences (psychological detachment, relaxation, control, and relatedness) reduce afternoon exhaustion and enhance afternoon work engagement via replenished personal resources (i.e., state of being recovered immediately after break and subsequent self‐efficacy regarding the upcoming tasks in the afternoon). One hundred and nine employees provided daily survey data three times a day (i.e., start of work, after lunch break, end of work) over a period of two workweeks. Multilevel path analysis showed that relaxation, control, and relatedness during lunch break negatively predicted afternoon exhaustion and positively predicted afternoon work engagement via state of being recovered. For relaxation and relatedness, we additionally found positive serial indirect effects on afternoon work engagement via state of being recovered and self‐efficacy. Psychological detachment was not related to personal resources and afternoon well‐being. This study demonstrates that experiencing control over lunch break and using the lunch break to relax and to relate to others are indirectly associated with improved afternoon well‐being via replenished personal resources.

Practitioner points

• Relaxation, control, and relatedness constitute lunch‐break recovery experiences that indirectly foster feeling confident, replenished, and engaged in the afternoon.
• Employees should strive to spend their lunch breaks in ways that help them feel relaxed, related, and in control.
• Organizations should provide their employees with sufficient break control and offer environments that facilitate relaxation and socializing during lunch break.

     

Volunteer work as a valuable leisure‐time activity: A day‐level study on volunteer work,non‐work experiences,and well‐being at work

In this 2‐week diary study, with 105 employees providing data on a total of 476 days, we examined relationships between the amount of time spent on volunteer work activities during leisure time, psychological non‐work experiences in the evening (i.e. recovery experiences of psychological detachment from work and mastery as well as need satisfaction), and work outcomes during the following working day (i.e. positive and negative affect, and active listening). Results confirmed the hypothesized positive relationships between the amount of time spent on volunteer work activities and psychological detachment from work, mastery experiences, and need satisfaction in the evening. Psychological detachment from work in the evening was positively related to active listening during the following working day. Need satisfaction in the evening was negatively related to negative affect and positively related to active listening during the following working day. The amount of time spent on volunteer work activities was negatively related to negative affect during the following working day. This relationship was mediated by need satisfaction in the evening.     

Solving problems or seeing troubles? A day-level study on the consequences of thinking about work on recovery and well-being,and the moderating role of self-regulation

This study examined, using a within-person design, how fluctuations in work-related affective rumination and problem-solving pondering are related to recovery and well-being (N = 171; 677 day-level data points over five consecutive work days). We hypothesized that trait self-regulation moderates the relationship between problem-solving during the evening and the state of being recovered at bedtime. We analyzed our data using a moderated multilevel mediation approach. The results showed that affective rumination during the evening was indirectly related to impaired well-being in the subsequent morning through its negative relationship with the state of being recovered at bedtime. Problem-solving was indirectly related to well-being in the subsequent morning through its relationship with the state of being recovered at bedtime. However, this indirect effect was moderated by trait self-regulation in a way that problem-solving pondering was positively related to the state of being recovered, and consequently, to improved well-being for employees higher in self-regulation, whereas it was negatively related to the state of being recovered, and consequently, to impaired well-being for those lower in self-regulation. These findings suggest that problem-solving pondering may be beneficial or unfavorable for recovery and well-being depending on the degree to which employees can regulate their cognitions and feelings.     

Resources and time pressure as day‐level antecedents of work engagement

This diary study adds to research on the Job Demands‐Resources model. We test main propositions of this model on the level of daily processes, namely, additive and interaction effects of day‐specific job demands and day‐specific job and personal resources on day‐specific work engagement. One hundred and fourteen employees completed electronic questionnaires three times a day over the course of one working week. Hierarchical linear models indicated that day‐specific resources (psychological climate, job control, and being recovered in the morning) promoted work engagement. As predicted, day‐specific job control qualified the relationship between day‐specific time pressure and work engagement: on days with higher job control, time pressure was beneficial for work engagement. On days with lower job control, time pressure was detrimental for work engagement. We discuss our findings and contextualize them in the current literature on dynamic and emergent job characteristics.     

Non‐standard work schedules and retention in the entry‐level hourly workforce

Non‐standard work schedules involve work outside the Monday–Friday daytime hours. Although research has heavily studied the health and family effects of such schedules, few studies have investigated their relationship to retention. We draw from Maertz and Campion's discussion of motivational forces that influence turnover to propose that employees on non‐standard schedules are more likely to quit their employer because of general job dissatisfaction and because of normative pressures from family and/or friends. Specifically, we hypothesized that employees on day shifts or weekday only schedules would remain with their employer longer than those who work on nonday shifts or on the weekends. We also hypothesized that perceived employment mobility would moderate the effects of non‐standard schedules on retention length. Hypotheses were tested among 3,178 retail employees who worked five different distinct shift arrangements and different weekday/weekend schedules. Cox regression analyses indicated that, as hypothesized, employees working nonday shifts or schedules including weekends remained with their employer for a shorter duration of time than employees not on such schedules. Perceived mobility moderated the schedule–turnover relationship, though not in the hypothesized manner. We discuss the theoretical and practical implications of these findings for work schedule assignment and retention strategies.     

Basic Psychological Need Satisfaction,Recovery State,and Recovery Timing

This study aimed to provide insight into recovery from work-related load effects by examining (a) whether basic psychological need (BPN) satisfaction during nonwork days facilitates recovery, (b) whether the effect of BPN satisfaction is stronger in case of an unfavorable initial recovery state, and (c) whether the association between BPN satisfaction and recovery is stronger on nonwork weekend days compared to nonwork weekdays. Data were collected across 7 consecutive days from 205 employees (39% shift workers). Fatigue and depressed mood were assessed as indicators of (failed) recovery. Multilevel analyses revealed that BPN satisfaction during nonwork days was related to improved recovery state. This association was stronger (a) if employees had experienced elevated fatigue on the preceding day and (b) on nonwork weekend days compared to nonwork weekdays.     

Let's Have Fun Tonight: The Role of Pleasure in Daily Recovery from Work

The present study aims to advance insight into the role of pleasure in the daily effort‐recovery cycle. Specifically, using a within‐individual study design, we examine the associations between the pleasure employees experience during the evening after work and their recovery state that evening and at various points in time during the next workday. We also investigate associations between employees' recovery state at the end of the workday and the pleasure they experience during the subsequent evening. Multilevel analyses show that on days when employees experience higher levels of pleasure during the evening after work, they have a more favorable recovery state during that evening. Importantly, the extent to which employees experience pleasure during the evening after work is also positively related to their recovery state during the next workday. Finally, our study shows that on days when employees are in a more unfavorable recovery state at the end of the workday, they experience lower levels of pleasure during the subsequent evening after work. This study increases our insight into the role of pleasure in recovering from work and underlines the importance of engaging in pleasant activities after work.     

Weekly work engagement and performance: A study among starting teachers

This study among 54 Dutch teachers tested a model of weekly work engagement. On the basis of theories about the motivational potential of job resources, we predicted that teachers' weekly job resources are positively related to their week‐levels of work engagement, and that week‐level work engagement is predictive of week‐level performance. In addition, we hypothesized that momentary work engagement has a positive, lagged effect on next week's job resources. Teachers were asked to fill in a weekly questionnaire every Friday during 5 consecutive weeks. Results of multi‐level analyses largely confirmed our hypotheses, by showing that week‐levels of autonomy, exchange with the supervisor, and opportunities for development (but not social support) were positively related to weekly engagement, which, in turn, was positively related to weekly job performance. Moreover, momentary work engagement was positively related to job resources in the subsequent week. These findings show how intra‐individual variability in employees' experiences at work can explain weekly job performance.     

Trait Emotional Intelligence,Self‐Reported Affect,and Salivary Alpha‐Amylase on Working Days and a Non‐Working Day

This study examined the relationship between trait emotional intelligence (EI) and variation in psychological (positive affect: PA, negative affect: NA) and psychophysiological (salivary alpha‐amylase: sAA) indicators among Japanese employees over 3 consecutive days (working day 1, non‐working day, working day 2). The analyses revealed that higher trait EI was associated across the days with higher PA, but not with NA. Moreover, diurnal sAA levels were lower in the high trait EI group than in the low trait EI group on the intervening non‐working day, and this difference between the EI groups continued to show a tendency to significance on working day 2. The results indicate that higher EI may be related to the preservation of higher levels of PA and lower levels of sympathetic activity in recovery in the naturalistic condition.     

Flow at Work and Basic Psychological Needs: Effects on Well‐Being

Recent conceptual work draws meaningful distinctions between experiential and declarative well‐being (Shmotkin, 2005 ), but little has been done to apply such distinctions in organisational psychology. We use this framework to integrate self‐determination theory (Deci & Ryan, 1985 ) and flow theory (Csikszentmihalyi, 1975 ), leading to hypotheses proposing that flow experiences at work (experiential well‐being) lead to declarative well‐being outcomes through their influence on the satisfaction of basic psychological needs for competence and autonomy. Findings from a two‐week experience sampling study of full‐time employees offer support for our hypotheses. This study also shows support for the moderating effect of individual differences in personality on the relationships among flow experiences, need fulfillment, and declarative well‐being.     

INCREASING CUSTOMER SERVICE BEHAVIORS USING MANAGER‐DELIVERED TASK CLARIFICATION AND SOCIAL PRAISE

This project assessed an intervention to improve employee customer service behaviors (correct greetings and closing behaviors). A combination of task clarification and manager‐delivered social praise resulted in increased correct greeting from 11.5% to 66% and correct closing from 8% to 70%. The effect was maintained at a 48‐week follow‐up for employees who were present during the initial study period, but not for more recently hired employees. The results suggest that task clarification combined with manager‐delivered social praise is an effective way to improve employee customer service behaviors.     

Staying vigorous until work is over: The role of trait vigour,day‐specific work experiences and recovery

Staying vigorous throughout the day is important for work‐related behaviour, subjective well‐being, and for effective functioning in the family domain. This study examined trait vigour (i.e. a person's general level of vigour), day‐specific workload (time pressure, work hours), and recovery resulting from unwinding during leisure time as predictors of day‐specific vigour as experienced at the end of the working day. Seventy‐five individuals from service and public administration organizations completed one general survey and daily surveys two times per day for five working days. Trait vigour, demographic variables and control variables (e.g. job control, home workload) were assessed in the general survey. Day‐specific level of vigour, day‐specific workload, and day‐specific recovery were measured in the daily survey. Analyses following a hierarchical linear modelling approach showed that trait vigour, day‐specific workload and recovery accumulated during the preceding evenings predicted an individual's level of vigour at the end of the working day, after controlling for a range of other variables (gender, age, job control, and home workload). Trait vigour and accumulated recovery experiences interacted significantly to predict vigour at the end of the working day, indicating that individuals high on trait vigour benefit most from recovery experienced over the course of several days.     

Spotlight on Age‐Diversity Climate: The Impact of Age‐Inclusive HR Practices on Firm‐Level Outcomes

This study investigates the emergence and the performance effects of an age‐diversity climate at the organizational level of analysis. Building upon Kopelman and colleagues’ (Kopelman, Brief, & Guzzo, 1990 ) climate model of firm productivity as well as Cox's ( 1994 ) interactional model of cultural diversity, we hypothesize a positive influence of age‐inclusive HR practices on the development of an organization‐wide age‐diversity climate, which in turn should be directly related to collective perceptions of social exchange and indirectly to firm performance and employees’ collective turnover intentions. The assumed relationships are tested in a sample of 93 German small and medium‐sized companies with 14,260 employees participating. To circumvent common source problems, information for the various constructs was gathered from 6 different sources. To test our assumed relationships, we applied structural equation modeling and executed bootstrapping procedures to test the significance of the indirect effects. We received support for all assumed relationships. The paper concludes with practical recommendations on how to establish and make use of a positive age‐diversity climate.     

Working adults’ well‐being: An online self‐help goal‐based intervention

An online self‐help goal‐setting and planning (GAP) intervention to improve working adults’ well‐being was tested using a longitudinal, randomized crossover design. The study sought to (1) test the effectiveness of the intervention relative to wait‐list controls; and (2) test the stability of effects over a 3‐month follow‐up period. Participants were recruited from the UK Civil Service and were randomized to either a GAP intervention or a wait‐list control condition. Wait‐list participants then crossed‐over to receive GAP. Relative to wait‐list controls (N = 149), GAP participants (N = 158) reported significantly higher levels of positive affect (PA) and flourishing, but similar levels of negative affect (NA) and life satisfaction immediately after the intervention. Longitudinal data were analysed for the whole sample (N = 307). Compared to the start of the intervention, participants reported an increase in PA and flourishing directly after the intervention and 3 months later. NA and life satisfaction showed no change by the end of the intervention, but had improved by 3‐month follow‐up. Completing more modules predicted post‐intervention improvements in well‐being, accounting for pre‐intervention well‐being levels. The online self‐help format allowed the intervention to be offered with minimal therapeutic support, enabling convenient access by a large group of employees. The study provides an example of a successful adaptation of a clinically proven well‐being intervention to make it accessible to working adults.

Practitioner points

• Well‐being interventions proven in clinical settings can be effectively adapted for use in workplace settings with only minor alterations.
• Brief, online self‐help interventions can improve working adults’ well‐being.
• Goal‐based interventions can improve working adults’ well‐being when focused towards goals that are aligned with personal values and have been chosen by the individual.

     

Assessing long‐term maintenance of staff performance following behavior skills training in a home‐based setting

We used a multiple baseline across participant design to evaluate the effects of behavior skills training on teaching three behavior therapists to implement discrete trial teaching (DTT) and evaluate the long‐term maintenance of skills acquired through behavioral skills training. For participants whose skills did not maintain, the authors evaluated an independent self‐evaluation procedure on their performance. Following DTT implementation training, maintenance probes were assessed at 2‐, 4‐, 6‐, and 8‐week follow‐ups. The results demonstrated that one participant maintained 100% procedural integrity (PI) through all follow‐ups, one participant decreased below mastery criterion at the 2‐week follow‐up, and one participant dropped below mastery criterion at the 4‐week follow‐up. Those participants that demonstrated decreased accuracy of implementation of DTT programs and were taught to implement a self‐evaluation procedure. Following self‐evaluation, PI maintained for up to 7 weeks for one participant. Our results suggest that if PI does not maintain, self‐evaluation may be a supplementary intervention to increase and maintain PI of new employees.     

Counselling in the workplace: How time‐limited counselling can effect change in well‐being

Background: Many employers provide counselling support on work and personal issues for their employees, but in times of economic pressure such services can be at risk if their effectiveness is not demonstrated. Aim: To evaluate whether time‐limited counselling in a workplace can effect sustained change in well‐being. Method: The study was carried out by a staff counselling team in a university setting. The Warwick‐Edinburgh Mental Well‐being Scale (WEMWBS) was completed by clients at the beginning and end of counselling, and at three and six months following. A non‐treatment comparison group completed the survey at the same intervals. Results: The results of our investigation show clearly that the effect of time‐limited counselling (average seven sessions) on distressed clients is positive. The evidence of our treatment group suggests that they acquire an increased sense of well‐being as a result of the experience of counselling with a significant statistical difference between pre‐and post‐counselling treatment group scores on the WEMWBS and consistently higher scores found post counselling. The improvement was maintained at the same level for at least six months following the end of counselling. Conclusions: The provision of time‐limited counselling by employers is an effective support for personal difficulties affecting work.     

Individual differences in 10‐month‐olds' performance on the A‐not‐B task

This study used the classical A‐not‐B task (Piaget, 1954 ) to explore individual differences in cognitive flexibility in 10‐month‐old infants by: (1) examining how differences in search performance during A trials relate to search performance during B trials; (2) studying the relation between temperamental dimensions and A‐not‐B performance; and (3) investigating differences in search performance between looking and reaching responses within the same task. Forty infants were tested on a fixed‐design‐version of the A‐not‐B task, not allowing for training or individual adjustment, but instead eliciting additional search behaviors than the common correct responses in A trials and perseverative errors in B trials. Infants were also rated by their parents on the temperamental scales Activity level and Attention span. The main findings were: (1) performance on A trials affected B trial performance, with infants being more correct on A trials having more incorrect and less ‘no search’ responses on B trials; (2) activity level, but not attention span, was related to performance on the A‐not‐B task, with infants performing better on A trials having a lower activity level; and (3) there were a few differences in performance with regard to modality, indicating that responding correctly by looking may be less cognitively demanding than doing so by reaching. This study demonstrated that 10‐month‐olds show a wide variation of search behaviors on this A‐not‐B task, resulting in individual differences in performance. These differences are suggested to reflect variation in temperamental activity level as well as maturity of short term/working memory, inhibition and cognitive flexibility.     

Exploring Individual‐Level Factors Related to Employee Energy‐Conservation Behaviors at Work1

The higher costs of energy have increased organizations' interest in searching for ways to reduce energy use. Typically, organizations have utilized structural or operational changes to decrease their energy use. Another approach involves the energy‐conservation behaviors of an organization's employees. Drawing on value‐belief‐norm theory ( Stern, 2000b ), we examined the individual‐level factors related to energy‐conservation behaviors at work among employees of a large state university. Using path analysis, we found that environmental personal norms predicted self‐reported energy‐conservation behaviors, as well as behavioral intentions. Environmental personal norms also mediated the relationship of environmental worldviews with self‐reported energy‐conservation behaviors, as well as behavioral intentions. Implications for theory and organizational energy‐conservation interventions are discussed.