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Seppälä P, Harju L, Virkkala J, Hakanen JJ. Is boredom at work bad for your health? Examining the links between job boredom and autonomic nervous system dysfunction. Stress Health 2024; 40:e3326. [PMID: 37837296 DOI: 10.1002/smi.3326] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 02/13/2023] [Revised: 08/29/2023] [Accepted: 09/13/2023] [Indexed: 10/15/2023]
Abstract
Job boredom refers to an unpleasant state of passiveness at work that has been found to negatively relate to self-reported health. To date, however, the relation between job boredom and physiological indicators of health has not been examined. The present study investigates whether job boredom relates to dysfunction in autonomic nervous system (ANS) activity as indicated by reduced heart rate variability (HRV) during night sleep. The sample of this study consisted of Finnish public sector workers (n = 125). Job boredom was assessed with an electronic questionnaire and HRV with an ambulatory monitoring period of two nights of sleep. The results supported the hypothesis by showing a negative relation between job boredom and HRV, after controlling for demographic and lifestyle factors. The findings extend previous knowledge on the detrimental consequences of job boredom by showing that it is related to dysfunction in ANS activity. Consequently, it is important to acknowledge boredom at work as a threat to occupational health and well-being and pay more attention to how it can be prevented at workplaces.
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Affiliation(s)
- Piia Seppälä
- Finnish Institute of Occupational Health, Helsinki, Finland
| | | | - Jussi Virkkala
- Department of Neurophysiology, University of Helsinki and Helsinki University Hospital, Helsinki, Finland
| | - Jari J Hakanen
- Finnish Institute of Occupational Health, Helsinki, Finland
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2
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Kawada M, Shimazu A, Miyanaka D, Tokita M, Sakakibara K, Mori N, Hamsyah F, Yuheng L, Shojima K, Schaufeli WB. Boredom and engagement at work: do they have different antecedents and consequences? INDUSTRIAL HEALTH 2024; 62:110-122. [PMID: 37766571 PMCID: PMC10995674 DOI: 10.2486/indhealth.2023-0028] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 03/02/2023] [Accepted: 09/14/2023] [Indexed: 09/29/2023]
Abstract
This study aimed to demonstrate the empirical distinctiveness of boredom at work and work engagement in relation to their potential antecedents (job demands and job resources) and consequences (psychological distress and turnover intention) based on the Job Demands-Resources model. A three-wave longitudinal survey was conducted among registered monitors of an Internet survey company in Japan. The questionnaire included scales for boredom at work, work engagement, psychological distress, and turnover intention as well as participants' job characteristics and demographic variables. The hypothesized model was evaluated via structural equation modeling with 1,019 participants who were employed full-time. As expected, boredom at work was negatively associated with quantitative job demands and job resources and positively associated with psychological distress and turnover intention. In contrast, work engagement was positively associated with job resources and negatively associated with turnover intention. Thus, boredom at work and work engagement had different potential antecedents and were inversely related to employee well-being and organizational outcomes. However, contrary to expectations, qualitative job demands were not significantly associated with boredom at work. Further investigation is needed to understand the relationship between boredom and qualitative job demands, which require sustained cognitive load and the use of higher skills.
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Affiliation(s)
- Michiko Kawada
- Graduate School of Media and Governance, Keio University, Japan
| | | | - Daisuke Miyanaka
- Faculty of Policy Management, Keio University, Japan
- Better Options, Inc., Japan
| | | | - Keiko Sakakibara
- Department of Social Psychology, Faculty of Sociology, Toyo University, Japan
| | - Naana Mori
- Keio Research Institute at SFC, Keio University, Japan
- Department of Advanced Biomedical Research, Faculty of Medicine, University of Yamanashi, Japan
| | - Fuad Hamsyah
- Graduate School of Media and Governance, Keio University, Japan
- Faculty of Psychology, Universitas Gadjah Mada, Indonesia
| | - Lin Yuheng
- Jiangxi College of Foreign Studies, China
| | - Kojiro Shojima
- Research Division, National Center for University Entrance Examinations, Japan
| | - Wilmar B Schaufeli
- Department of Psychology, Utrecht University, Netherlands
- Research Unit Occupational & Organizational Psychology and Professional Learning, Katholieke Universiteit Leuven, Belgium
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3
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Yeung RC, Danckert J, van Tilburg WAP, Fernandes MA. Disentangling boredom from depression using the phenomenology and content of involuntary autobiographical memories. Sci Rep 2024; 14:2106. [PMID: 38267475 PMCID: PMC10808106 DOI: 10.1038/s41598-024-52495-5] [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: 08/10/2023] [Accepted: 01/19/2024] [Indexed: 01/26/2024] Open
Abstract
Recurrent involuntary autobiographical memories (IAMs) are memories retrieved unintentionally and repetitively. We examined whether the phenomenology and content of recurrent IAMs could differentiate boredom and depression, both of which are characterized by affective dysregulation and spontaneous thought. Participants (n = 2484) described their most frequent IAM and rated its phenomenological properties (e.g., valence). Structural topic modeling, a method of unsupervised machine learning, identified coherent content within the described memories. Boredom proneness was positively correlated with depressive symptoms, and both boredom proneness and depressive symptoms were correlated with more negative recurrent IAMs. Boredom proneness predicted less vivid recurrent IAMs, whereas depressive symptoms predicted more vivid, negative, and emotionally intense ones. Memory content also diverged: topics such as relationship conflicts were positively predicted by depressive symptoms, but negatively predicted by boredom proneness. Phenomenology and content in recurrent IAMs can effectively disambiguate boredom proneness from depressive symptoms in a large sample of undergraduate students from a racially diverse university.
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Affiliation(s)
- Ryan C Yeung
- Department of Psychology, University of Waterloo, 200 University Avenue West, Waterloo, ON, N2L 3G1, Canada
- Rotman Research Institute, Baycrest Health Sciences, 3560 Bathurst Street, Toronto, ON, M6A 2E1, Canada
| | - James Danckert
- Department of Psychology, University of Waterloo, 200 University Avenue West, Waterloo, ON, N2L 3G1, Canada
| | | | - Myra A Fernandes
- Department of Psychology, University of Waterloo, 200 University Avenue West, Waterloo, ON, N2L 3G1, Canada.
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Danckert J, Elpidorou A. In search of boredom: beyond a functional account. Trends Cogn Sci 2023; 27:494-507. [PMID: 36922277 DOI: 10.1016/j.tics.2023.02.002] [Citation(s) in RCA: 6] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/04/2022] [Revised: 01/30/2023] [Accepted: 02/17/2023] [Indexed: 03/15/2023]
Abstract
Boredom has been characterized as a crisis of meaning, a failure of attention, and a call to action. Yet as a self-regulatory signal writ-large, we are still left with the question of what makes any given boredom episode meaningless, disengaging, or a prompt to act. We propose that boredom is an affective signal that we have deviated from an optimal ('Goldilocks') zone of cognitive engagement. Such deviations may be due to a perceived lack of meaning, arise as a consequence of struggles we are experiencing in attending to a task, or be interpreted as a blunt call to find something different to engage with. Thus, the key to understanding boredom lies in its role in keeping us cognitively engaged.
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Affiliation(s)
- James Danckert
- Department of Psychology, University of Waterloo, 200 University Avenue West, Waterloo, Ontario N2L 3G1, Canada.
| | - Andreas Elpidorou
- Department of Philosophy, University of Louisville, 308 Bingham Humanities Building, Louisville, KY 40292, USA
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Striler JN, Jex SM. Getting crafty when you're bored: The interaction between personality and boredom. PERSONALITY AND INDIVIDUAL DIFFERENCES 2023. [DOI: 10.1016/j.paid.2022.112013] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 12/03/2022]
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6
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de Oliveira L, Štulhofer A, Tafro A, Carvalho J, Nobre P. Sexual boredom and sexual desire in long-term relationships: a latent profile analysis. J Sex Med 2023; 20:14-21. [PMID: 36897242 DOI: 10.1093/jsxmed/qdac018] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/28/2022] [Revised: 09/20/2022] [Accepted: 09/28/2022] [Indexed: 01/13/2023]
Abstract
BACKGROUND Research suggests a general link between sexual boredom and sexual desire, but its understanding is currently very limited. AIM To identify distinct (latent) groups of women and men in long-term relationships based on their reported levels of sexual boredom and sexual desire. METHODS Latent profile analysis (LPA) was conducted in an online sample of 1223 Portuguese participants aged 18 and 66 years (mean ± SD, 32.75 ± 6.11), using indicators of sexual boredom and partner-related, attractive other-related, and solitary sexual desire to categorize participants. Multinomial logistic regression analysis was carried out to explore predictors and correlates of the latent profiles. OUTCOMES Sexual boredom was assessed by the Sexual Boredom Scale, while sexual desire was measured with the Sexual Desire Inventory. RESULTS As compared with women, men reported higher levels of sexual boredom and sexual desire. LPA indicated 3 profiles in women and 2 profiles in men. Among women, P1 was characterized by above-average sexual boredom, below-average partner- and attractive other-related sexual desire, and very low solitary sexual desire; P2 by below-average sexual boredom, attractive other-related sexual desire, and solitary sexual desire and above-average partner-related sexual desire; and P3 by above-average sexual boredom, attractive other-related sexual desire, and solitary sexual desire and below-average partner-related sexual desire. In men, P1 was characterized by high sexual boredom, above-average partner-related sexual desire, and high attractive other-related and solitary sexual desire and P2 by below-average sexual boredom and above-average partner-related, attractive other-related, and solitary sexual desire. The latent profiles did not differ according to relationship duration. Overall, the sole consistent correlate of the latent categorization was sexual satisfaction. CLINICAL IMPLICATIONS In women, above-average levels of sexual boredom were linked to below-average levels of partner-related desire, which suggests likely benefits of helping the couple to minimize or cope better with their sexual routines. In men, participants in the 2 profiles did not differ in partner-related sexual desire, suggesting that clinical interventions dealing with male sexual boredom should investigate factors beyond the current relationship. STRENGTHS AND LIMITATIONS This study explored different facets of sexual desire and used LPA, rendering advantages over previous research. The male sample has lower statistical power than the female sample. CONCLUSION Patterns of sexual boredom and sexual desire among individuals in long-term monogamous relationships are distinct and consistently related to sexual satisfaction in women and men and to relationship satisfaction among only women, which have important clinical ramifications.
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Affiliation(s)
- Leonor de Oliveira
- Center for Psychology at University of Porto, Faculty of Psychology and Educational Sciences, University of Porto, Porto 4200-135, Portugal
| | - Aleksandar Štulhofer
- Faculty of Humanities and Social Sciences, University of Zagreb, Zagreb 10000, Croatia
| | - Azra Tafro
- Faculty of Forestry and Wood Technology, University of Zagreb, Zagreb 10000, Croatia
| | - Joana Carvalho
- Center for Psychology at University of Porto, Faculty of Psychology and Educational Sciences, University of Porto, Porto 4200-135, Portugal
| | - Pedro Nobre
- Center for Psychology at University of Porto, Faculty of Psychology and Educational Sciences, University of Porto, Porto 4200-135, Portugal
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Schott C, Fischer C. How to turn workplace boredom into something positive. A theoretical framework of the ‘bright sides’ of boredom. HUMAN RESOURCE MANAGEMENT REVIEW 2022. [DOI: 10.1016/j.hrmr.2022.100952] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/28/2022]
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van Hooff MLM, van Hooft EAJ. Dealing with daily boredom at work: does self-control explain who engages in distractive behaviour or job crafting as a coping mechanism? WORK AND STRESS 2022. [DOI: 10.1080/02678373.2022.2129515] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/31/2022]
Affiliation(s)
- Madelon L. M. van Hooff
- Faculty of Psychology, Open Universiteit, Heerlen, Netherlands
- Behavioural Science Institute, Radboud University, Nijmegen, Netherlands
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9
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Harju LK, van Hootegem A, De Witte H. Bored or burning out? Reciprocal effects between job stressors, boredom and burnout. JOURNAL OF VOCATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.jvb.2022.103807] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
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10
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Watt P, Weibull F. Boredom at work: The contribution of Ernst Jünger. ORGANIZATION 2022. [DOI: 10.1177/13505084221106875] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
This paper interrogates the phenomenon of boredom at work by considering Ernst Jünger’s potential contribution. We contend that Jünger offers an important yet overlooked alternative to the dominant perspectives of boredom in Management and Organization Studies (MOS), which are largely composed of ‘simple’ psychological diagnoses and managerial prescriptions. Such studies largely understand boredom as a localised experience at work which can be overcome by targeted managerial prescriptions, techniques and interventions. In contrast we show how Jünger understands boredom from a ‘profound’ perspective as a central feature of modernity. This is premised on Jünger’s broader critique of the bourgeois values that define 20th and 21st century managerial work and organization. Jünger’s cultural-historical perspective is therefore aligned to the discrete field of Boredom Studies. By addressing how Jünger understands ‘work’ as the defining feature of the modern age, his critique situates the phenomenon of boredom at work within the broader social, institutional and cultural order of the 21st Century. While Jünger does not set out to provide a theory of boredom as such, we reconstruct such a theory through an exegesis of his writing on ‘work’ and ‘danger’. This reveals boredom and danger as phenomenologically intertwined concepts, which is an understanding of boredom that has not been considered in MOS or Boredom Studies. It is through this, we argue, that Jünger’s conception of work holds the potential for a powerful critique and understanding of boredom at work under the contemporary regime of neoliberal managerialism.
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Affiliation(s)
- Peter Watt
- Lancaster University Leipzig, Germany, and Lancaster University, UK
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11
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Driver M. Moving boredom from problem to opportunity: A psychoanalytic perspective on workplace boredom and identity in organizations. ORGANIZATION 2022. [DOI: 10.1177/13505084221115837] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
The study develops novel perspectives on workplace boredom by investigating how conscious and unconscious aspects of identity work drive responses to it. Based on a psychoanalytic, specifically Lacanian, analysis of 56 narratives in which individuals recount their experience with boredom at work, it explores why boredom is so often portrayed as dysfunctional. The study also examines why it is important to understand and strengthen boredom’s more functional aspects. Specifically, the study advances the idea that boredom offers discursive resources to construct identities in more or less empowering ways with the potential for returning us to the creative possibilities inherent in each lived moment. Implications of this perspective are discussed.
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12
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Drody AC, Hicks LJ, Danckert J. Boredom Proneness and Rule-Breaking: A Persistent Relation One Year into the COVID-19 Pandemic. Behav Sci (Basel) 2022; 12:bs12080251. [PMID: 35892351 PMCID: PMC9394241 DOI: 10.3390/bs12080251] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/22/2022] [Revised: 07/19/2022] [Accepted: 07/21/2022] [Indexed: 11/16/2022] Open
Abstract
Research conducted within the first year of the pandemic demonstrated that boredom prone individuals were more likely to break rules (e.g., social distancing) aimed at preventing the spread of COVID-19. It is of interest whether this relation persisted deeper into the pandemic, given that initial results may have reflected the extraordinary nature of the early stages of the pandemic on one hand, or more stable dispositions on the other. Therefore, in the Summer of 2021, we administered an online survey to investigate whether boredom proneness predicted COVID-19 rule-breaking over one year into the pandemic (and approximately one year after the earlier studies). We found that boredom prone individuals remained more likely to engage in COVID-19 rule-breaking. Our results suggest that a trait disposition towards boredom exerts a persistent, long-term influence on behaviour, one that is detrimental to personal well-being during the pandemic. Adherence to public health measures might be improved by encouraging individuals to find adaptive ways of coping with boredom.
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Affiliation(s)
- Allison C. Drody
- Department of Psychology, University of Waterloo, 200 University Avenue West, Waterloo, ON N2L 3G1, Canada;
- Correspondence:
| | - Lydia J. Hicks
- Department of Psychology, Lakehead University at Thunder Bay, 955 Oliver Rd, Thunder Bay, ON P7B 5E1, Canada;
| | - James Danckert
- Department of Psychology, University of Waterloo, 200 University Avenue West, Waterloo, ON N2L 3G1, Canada;
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Khan J, Ali A, Saeed I, Vega-Muñoz A, Contreras-Barraza N. Person–Job Misfit: Perceived Overqualification and Counterproductive Work Behavior. Front Psychol 2022; 13:936900. [PMID: 35936320 PMCID: PMC9355648 DOI: 10.3389/fpsyg.2022.936900] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/05/2022] [Accepted: 06/22/2022] [Indexed: 12/03/2022] Open
Abstract
Grounding on person–job fit theory, we examined perceived overqualification relation with counterproductive work behavior (CWB) by identifying job boredom as a mediator and job crafting as a moderator. Hierarchical linear regression and Hayes’ PROCESS macro-method were used to assess hypotheses in a three-wave survey of 317 textile sector employees. The findings show that perceived overqualification is positively related with CWBs. This study further examined the mediating function of job boredom and the moderating impact of job crafting in the association between perceived overqualification and CWB. The findings suggest that job crafting moderates the positive relation between perceived overqualification and job boredom and the indirect connection between perceived overqualification and CWB via job boredom. The model was tested using 3-wave data; however, since the data were attained from a single source, questions of common method bias cannot be ruled out. Managers should look for changes in employee attitudes and promptly modify employees’ positions when they indicate that they have more experience, abilities, and talents required for their roles in their organizations.
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Affiliation(s)
- Jawad Khan
- Department of Business Administration, Iqra National University, Peshawar, Pakistan
| | - Amna Ali
- Department of Business Administration, Iqra National University, Peshawar, Pakistan
| | - Imran Saeed
- Institute of Business and Management Sciences, The University of Agriculture, Peshawar, Pakistan
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Kim M, Beehr TA. Empowering leadership improves employees’ positive psychological states to result in more favorable behaviors. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2022. [DOI: 10.1080/09585192.2022.2054281] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Minseo Kim
- Department of Business Administration, Hankyong National University, Anseong, South Korea
| | - Terry A. Beehr
- Department of Psychology, Central Michigan University, Mount Pleasant, Michigan, USA
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15
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de Oliveira L, Rosa P, Carvalho J, Nobre P. A Cluster Analysis on Sexual Boredom Profiles in A Community Sample of Men and Women. JOURNAL OF SEX RESEARCH 2022; 59:258-268. [PMID: 34114914 DOI: 10.1080/00224499.2021.1931798] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/12/2023]
Abstract
Research evidence of the attributes of sexual boredom is extremely limited. Understanding variability in the experience of sexual boredom may offer relevant insights for the field of human sexuality. This study aimed to explore the co-occurrence of sexual boredom and other sexuality-related dimensions. The sample consisted of 1021 participants aged between 18 and 75 years old (M = 32.68, SD = 8.79). A gender-stratified cluster analysis was performed to classify individuals regarding their scores on sexual boredom, general boredom, sexual sensation seeking, sexual desire, sexual excitation, sexual pleasure, and sexual satisfaction. A three-cluster solution was revealed for both men and women. Based on our findings, we put forward a profile for the sexually bored individual, who is more likely to be married or cohabiting with a partner, to have a boredom prone personality, to lack sexual sensation seeking, experience low sexual pleasure and satisfaction, and to present with sexual arousal and/or desire problems. Women dealing with sexual boredom might present low sexual desire for their partner but experience high sex desire for attractive others. Results are critically discussed and implications for sexual therapy explored.
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Affiliation(s)
- Leonor de Oliveira
- Center for Psychology at University of Porto, Faculty of Psychology and Educational Sciences, University of Porto
| | - Pedro Rosa
- Digital Human-Environment Interaction Lab (HEI-lab), Lusófona University of Humanities and Technologies
- Center for Social Research and Intervention (CIS-IUL), ISCTE University Institute of Lisbon
| | - Joana Carvalho
- Center for Psychology at University of Porto, Faculty of Psychology and Educational Sciences, University of Porto
| | - Pedro Nobre
- Center for Psychology at University of Porto, Faculty of Psychology and Educational Sciences, University of Porto
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16
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Kawada M, Shimazu A, Tokita M, Miyanaka D, Schaufeli WB. Validation of the Japanese version of the Dutch Boredom Scale. J Occup Health 2022; 64:e12354. [PMID: 36017566 PMCID: PMC9411988 DOI: 10.1002/1348-9585.12354] [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: 01/12/2022] [Revised: 07/21/2022] [Accepted: 08/01/2022] [Indexed: 11/06/2022] Open
Abstract
OBJECTIVES The current study aimed to validate the Japanese version of the Dutch Boredom Scale (DUBS-J), a new boredom scale that comprehensively assesses employees' emotional, cognitive, and behavioral responses to low-stimulus work situations. METHODS The translated and back-translated DUBS was administered via an internet survey to 1358 Japanese employees from various occupations. Confirmatory factor analysis (CFA) was conducted to evaluate factorial validity. In order to evaluate discriminant validity with other work-related, well-being constructs, CFA was conducted, and the square root of average variance extracted (AVE) for the DUBS-J and the square of the inter-construct correlations were compared. Construct validity was evaluated based on the correlation coefficients between boredom at work on the one hand and potential antecedents and consequences on the other hand. RESULTS Confirmatory factor analysis supported the expected one-factor model. CFA and AVE supported the discriminant validity of DUBS-J with work engagement, workaholism, and job satisfaction. Construct validity was generally supported by expected correlations of boredom at work with possible antecedents and consequences. Internal consistency was confirmed with Cronbach's alpha coefficient = .88, and the results of principal component analysis (PCA). Test-retest reliability was confirmed with intraclass correlation coefficients = .62. CONCLUSION The current study confirmed that DUBS-J is an adequate measure of boredom at work that can be used in the Japanese context.
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Affiliation(s)
- Michiko Kawada
- Graduate School of Media and Governance, Keio University, Fujisawa, Japan
| | - Akihito Shimazu
- Faculty of Policy Management, Keio University, Fujisawa, Japan
| | | | - Daisuke Miyanaka
- Faculty of Policy Management, Keio University, Fujisawa, Japan.,Better Options, Inc., Tokyo, Japan
| | - Wilmar B Schaufeli
- Department of Psychology, Utrecht University, Utrecht, The Netherlands.,Research Unit Occupational & Organizational Psychology and Professional Learning, KU Leuven, Leuven, Belgium
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17
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18
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Driver M. Workplace boredom as an empowering experience: a psychoanalytic reconceptualization of boredom and identity in organizations. CULTURE AND ORGANIZATION 2021. [DOI: 10.1080/14759551.2021.1988600] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
- Michaela Driver
- New Mexico State Universit, School of Business, Department of Managementy, Las Cruces, NM, USA
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19
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Harold CM, Hu B, Koopman J. Employee time theft: Conceptualization, measure development, and validation. PERSONNEL PSYCHOLOGY 2021. [DOI: 10.1111/peps.12477] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
- Crystal M. Harold
- Department of Human Resource Management Fox School of Business, Temple University Philadelphia USA
| | - Biyun Hu
- Business Administration, School of Business and Management Shanghai International Studies University Shanghai China
- Institute of Organizational Behavior and Organizational Neuroscience Shanghai International Studies University Shanghai China
| | - Joel Koopman
- Department of Management Mays Business School Texas A&M University Texas USA
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20
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Papathanasiou IV, Fradelos EC, Nikolaou E, Tsaras K, Kontopoulou L, Malli F. Emotional Intelligence and Professional Boredom among Nursing Personnel in Greece. J Pers Med 2021; 11:jpm11080750. [PMID: 34442394 PMCID: PMC8400954 DOI: 10.3390/jpm11080750] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/06/2021] [Revised: 07/27/2021] [Accepted: 07/28/2021] [Indexed: 11/16/2022] Open
Abstract
Occupational (professional) boredom results in low performance at work. It has been positively associated with high levels of anxiety and depression as well as premature death. However, occupational boredom has not been extensively studied among working nurses. This study aimed to investigate the relationship between emotional intelligence and occupational boredom in nurses working in both public (52.9%) and private (47.1%) health units in Greece. A cross-sectional study was conducted among a convenience sample of 189 nurses (84.7% females) with an average age of 40 years. Emotional intelligence was evaluated with the use of The Trait Emotional Intelligence Questionnaire-Short Form and Professional boredom was assessed with the use of the Boredom Proneness Scale. The majority of Nurses showed relatively high values of total Emotional Intelligence (EI), and marginally low values of overall Professional Boredom. A statistically significant negative correlation was found between the overall Professional Boredom of Nurses and the Well-being, Self-control, Emotionality and Sociability subscales of EI, as well as total EI (p < 0.001). Multiple linear regression analyses showed that the three dimensions of EI (Well-being, Self-Control and Emotionality) explained 39.0% of the variability of the total Professional Boredom of the working Nurses.
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Affiliation(s)
- Ioanna V. Papathanasiou
- Nursing Department, University of Thessaly, 41500 Larissa, Greece; (I.V.P.); (K.T.); (L.K.); (F.M.)
- Community Nursing Lab., Nursing Department, University of Thessaly, 41500 Larissa, Greece
| | - Evangelos C. Fradelos
- Nursing Department, University of Thessaly, 41500 Larissa, Greece; (I.V.P.); (K.T.); (L.K.); (F.M.)
- Community Nursing Lab., Nursing Department, University of Thessaly, 41500 Larissa, Greece
- Correspondence: ; Tel.: +30-2410684453
| | - Eleftheria Nikolaou
- Psychiatric Clinic A.Pisallidis A.Karipis Perea, 57019 Thessaloniki, Greece;
| | - Konstantinos Tsaras
- Nursing Department, University of Thessaly, 41500 Larissa, Greece; (I.V.P.); (K.T.); (L.K.); (F.M.)
| | - Lamprini Kontopoulou
- Nursing Department, University of Thessaly, 41500 Larissa, Greece; (I.V.P.); (K.T.); (L.K.); (F.M.)
- Community Nursing Lab., Nursing Department, University of Thessaly, 41500 Larissa, Greece
| | - Foteini Malli
- Nursing Department, University of Thessaly, 41500 Larissa, Greece; (I.V.P.); (K.T.); (L.K.); (F.M.)
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de Oliveira L, Carvalho J, Nobre P. Perceptions of sexual boredom in a community sample. JOURNAL OF SEX & MARITAL THERAPY 2020; 47:224-237. [PMID: 33289446 DOI: 10.1080/0092623x.2020.1854405] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/12/2023]
Abstract
This study explored the definitions of sexual boredom in a large community sample of Portuguese individuals. A thematic analysis of written responses to the question "What is sexual boredom for you?" was conducted with 653 participants aged 18 to 75 (M = 33.14; SD = 9.01) of multiple genders, sexual orientations, and relationship types. Three main themes were identified: definitions of sexual boredom, predisposing and maintenance factors of sexual boredom, and managing of sexual boredom. Sexual monotony, sexual desire, and hedonic value stand out as defining features of sexual boredom. Findings suggest the need of a multidimensional measure of sexual boredom.
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Affiliation(s)
- Leonor de Oliveira
- Center for Psychology at University of Porto, Faculty of Psychology and Educational Sciences, University of Porto, Porto, Portugal
| | - Joana Carvalho
- Center for Psychology at University of Porto, Faculty of Psychology and Educational Sciences, University of Porto, Porto, Portugal
| | - Pedro Nobre
- Center for Psychology at University of Porto, Faculty of Psychology and Educational Sciences, University of Porto, Porto, Portugal
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Velasco F, Jorda R. Portrait of Boredom Among Athletes and Its Implications in Sports Management: A Multi-Method Approach. Front Psychol 2020; 11:831. [PMID: 32528344 PMCID: PMC7264414 DOI: 10.3389/fpsyg.2020.00831] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/27/2020] [Accepted: 04/03/2020] [Indexed: 11/15/2022] Open
Abstract
There is a common misconception that elite athletes enjoy their sports activities so much that they cannot feel bored. However, this research reveals that boredom is a prevalent emotion among professional, amateur, and college athletes that impacts their performance, brand preferences, and overconsumption behaviors. This investigation relies on a multi-method approach. Qualitative data were collected through interviewing athletes (n = 123), and the critical incident technique was used to record factual boredom incidents. Quantitative data were collected through a survey and analyzed using hierarchical regression models. The purpose of the survey was to evaluate athletes’ proneness to boredom and then present a typical sports consumption scenario in which athletes’ brand preferences and overconsumption behaviors were captured. Overall findings from this research indicate that episodes of boredom are common among athletes when they engage in repetitive tasks (34.8%); negative mood is anticipated (16.9%); teammates show a lack of interest and seriousness (15.7%); they must endure periods of waiting (13.5%); there is a lack of competitiveness and goal-setting (10.1%); there is a lack of participation in activities (4.5%); there is a lack of empathy with teammates and coaches (3.3%); and there are infrastructure issues (1.1%). Furthermore, this study presents evidence that boredom negatively impacts athletes’ performance (β = −0.41). Then, in a specific sports consumption scenario that uses sports drinks, this study finds that a more boredom-prone athlete has a higher chance of purchasing different brands of the same product (β = 0.37) and engaging in overconsumption behaviors (β = 0.44). The relationships among boredom, performance, variety seeking, and impulse buying are congruent with previous research on boredom. This research discusses several sports management implications and presents recommendations from coaches on how to cope with athletes’ boredom.
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Affiliation(s)
- Franklin Velasco
- Department of Marketing, Universidad San Francisco de Quito, Quito, Ecuador
| | - Rafael Jorda
- Department of Marketing, Universidad San Francisco de Quito, Quito, Ecuador
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Luqman A, Masood A, Shahzad F, Imran Rasheed M, Weng Q(D. Enterprise Social Media and Cyber-slacking: An Integrated Perspective. INTERNATIONAL JOURNAL OF HUMAN-COMPUTER INTERACTION 2020. [DOI: 10.1080/10447318.2020.1752475] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/21/2022]
Affiliation(s)
- Adeel Luqman
- Department of Commerce, Fatima Jinnah Women University, Rawalpindi, Pakistan
| | - Ayesha Masood
- School of Management, University of Science and Technology of China, Hefei, China
| | - Fakhar Shahzad
- School of Management, Jiangsu University, Zhenjiang, China
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Testing the effects of job satisfaction on organizational commitment. JOURNAL OF MANAGEMENT DEVELOPMENT 2020. [DOI: 10.1108/jmd-07-2018-0210] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeAs universities are human capital intensive organizations, practices followed by a university for enhancing the satisfaction of its teachers can be of great help in attracting, retaining and managing highly qualified and competent teachers. The purpose of this paper is to empirically examine the impact of job satisfaction (JS) on organizational commitment (OC) of university teachers in India.Design/methodology/approachA total of 396 academicians are surveyed to assess the subjects’ responses to JS and commitment questionnaire. Structural equation modeling (SEM) was used in the process of statistical analysis.FindingsThe results confirmed a significant impact of JS on OC of university teachers in India. With 1 percent increase in estimates of pay and job security (PJS), organizational support (OS) and job challenge (JC), there would be 21, 36 and 49 percentage increase, respectively, in OC of university teachers. Of all the factors of JS, JC is the most significant contributing factor, followed by OC and PJS that help in motivating and retaining the teachers in higher education institutions in India.Research limitations/implicationsThe sample of the study has been chosen from the higher education sector in Northern India, and so it still needs to be explored whether the findings of this study can be replicated in different geographical areas and organizational settings for further verification and generalization.Practical implicationsEncouraging greater satisfaction among the faculty members may positively influence work-related behaviors, especially commitment among the teachers. The paper may benefit the decision makers in universities to follow the proactive practices to improve the satisfaction and commitment of teachers as educational performance is of priority on the national agenda.Originality/valueThe study provides useful insights about a JS-OC relationship model and informs the stakeholders on how to create an enabling environment at the policy and practice level that would help in attracting and retaining teachers in universities in India. It contributes to enriching the JS and OC literature in a sector and a country poorly addressed so far in research.
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Xiong B, Newton S, Skitmore M. Towards a conceptual model of the job performance of construction professionals: a person-environment fit perspective. INTERNATIONAL JOURNAL OF CONSTRUCTION MANAGEMENT 2019. [DOI: 10.1080/15623599.2019.1695417] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
Affiliation(s)
- Bo Xiong
- School of Civil Engineering and Built Environment, Queensland University of Technology (QUT), Brisbane, Queensland, Australia
| | - Sidney Newton
- School of Built Environment, University of Technology Sydney, Sydney, New South Wales, Australia
| | - Martin Skitmore
- School of Civil Engineering and Built Environment, Queensland University of Technology (QUT), Brisbane, Queensland, Australia
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Serenko A. Knowledge sabotage as an extreme form of counterproductive knowledge behavior: conceptualization, typology, and empirical demonstration. JOURNAL OF KNOWLEDGE MANAGEMENT 2019. [DOI: 10.1108/jkm-01-2018-0007] [Citation(s) in RCA: 28] [Impact Index Per Article: 5.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This paper introduces the concept of knowledge sabotage as an extreme form of counterproductive knowledge behavior, presents its typology, and empirically demonstrates its existence in the contemporary organization.
Design/methodology/approach
Through the application of the critical incident technique, this study analyzes 177 knowledge sabotage incidents when employees intentionally provided others with wrong knowledge or deliberately concealed critical knowledge while clearly realizing others’ need for this knowledge and others’ ability to apply it to important work-related tasks.
Findings
Over 40% of employees engaged in knowledge sabotage, and many did so repeatedly. Knowledge saboteurs usually acted against their fellow co-workers, and one-half of all incidents were caused by interpersonal issues resulting from the target’s hostile behavior, failure to provide assistance to others, and poor performance. Knowledge sabotage was often expressed in the form of revenge against a particular individual, who, as a result, may have been reprimanded, humiliated or terminated. Knowledge saboteurs rarely regretted their behavior, which further confirmed the maliciousness of their intentions.
Practical implications
Even though knowledge saboteurs only rarely acted against their organizations purposely, approximately one-half of all incidents produced negative, unintentional consequences to their organizations, such as time waste, failed or delayed projects, lost clients, unnecessary expenses, hiring costs, products being out-of-stock, understaffing, or poor quality of products or services. Organizations should develop comprehensive knowledge sabotage prevention policies. The best way to reduce knowledge sabotage is to improve inter-personal relationships among employees and to foster a friendly and collaborative environment.
Originality/value
This is the first well-documented attempt to understand the phenomenon of knowledge sabotage.
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Oprea B, Iliescu D, Burtăverde V, Dumitrache M. Personality and boredom at work: the mediating role of job crafting. CAREER DEVELOPMENT INTERNATIONAL 2019. [DOI: 10.1108/cdi-08-2018-0212] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Boredom at work is associated with negative consequences, therefore it is important to investigate whether employees engage in job crafting behaviors that reduce boredom and what are the individual differences associated with these behaviors. The paper aims to discuss these issues.
Design/methodology/approach
A questionnaire study was designed to examine the mediating role of job crafting in the relationship between conscientiousness and emotional stability and boredom among 252 employees (Study 1) and in the relationship between Machiavellianism and psychopathy and boredom among 216 employees (Study 2).
Findings
The results showed that conscientiousness is negatively related to work-related boredom. This relationship is mediated by job crafting. Neuroticism and psychopathy are positively associated with boredom at work, but these relationships are not mediated by job crafting behaviors.
Research limitations/implications
The study was based on self-reported measures, which might raise questions of common-method bias, and the research samples contained mostly women and young employees, which raises questions about generalizability of our findings. At the same time, the cross-sectional design does not allow causal inferences.
Practical implications
Organizations can select employees based on their personality for jobs that predispose to boredom and give them enough autonomy to be able to craft them. Moreover, they can identify employees who need support to manage their boredom and include them in job crafting interventions.
Originality/value
Traditionally, boredom at work has been considered as resulting from characteristics of tasks and jobs. The findings indicate that some employees can make self-initiated changes to their work in order to reduce their boredom and possibly its negative consequences.
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Kim J, Park J, Sohn YW, Lim JI. Perceived Overqualification, Boredom, and Extra-Role Behaviors: Testing a Moderated Mediation Model. JOURNAL OF CAREER DEVELOPMENT 2019. [DOI: 10.1177/0894845319853879] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Despite increasing research on the mechanisms that underlie the relation between perceived overqualification (POQ) and extra-role behaviors, the relation’s affective mechanisms have been understudied. In this study, we focus on the role of job boredom among overqualified workers in order to understand two types of extra-role behaviors: counterproductive work behaviors (CWB) and organizational citizenship behaviors (OCB). Using a sample of white-collar employees in South Korea ( N = 298), we found that job boredom fully mediated the effects of POQ on CWB and OCB after controlling for the effects of state anger and neuroticism. We additionally examined whether career calling moderates the indirect effects of POQ on CWB and OCB via job boredom and found career calling mitigated the negative indirect effect of POQ on OCB via job boredom. However, career calling did not moderate the positive indirect effect of POQ on CWB. Implications of these findings are discussed.
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Affiliation(s)
- JeongJin Kim
- Department of Psychology, Yonsei University, Seoul, South Korea
| | - Jiyoung Park
- Research Institute for Humanities, Chung-Ang University, Seoul, South Korea
| | - Young Woo Sohn
- Department of Psychology, Yonsei University, Seoul, South Korea
| | - Jung In Lim
- Department of Psychology, Yonsei University, Seoul, South Korea
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Fernández del Río E, Barrada JR, Ramos-Villagrasa PJ. Bad Behaviors at Work: Spanish Adaptation of the Workplace Deviance Scale. CURRENT PSYCHOLOGY 2018. [DOI: 10.1007/s12144-018-0087-1] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
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Jaakson K, Vadi M, Baumane-Vītoliņa I. The effect of negative work outcomes and values on the perceived likelihood of employee dishonest behaviour. BALTIC JOURNAL OF MANAGEMENT 2018. [DOI: 10.1108/bjm-03-2018-0091] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Employee dishonesty is problematic for businesses in general, particularly for retailers. The purpose of this paper is to empirically analyse selected factors associated with the perceived likelihood of dishonest behaviour among retail employees. Specifically, the role of three negative work outcomes – insufficient pay, boredom, and perceived injustice – is investigated, as well as the effect of individual values and espoused organisational values.
Design/methodology/approach
The sample consisted of 784 retail employees from six retail organisations located in Estonia and Latvia. A survey questionnaire that used manipulated scenarios of work outcomes and organisational values was administered.
Findings
The study concludes that perceived injustice produces more dishonesty than other negative work outcomes (insufficient pay and boredom), whereas boredom was a surprisingly strong trigger for the perceived likelihood of dishonest behaviour. Individual ethical values determined the perceived likelihood of dishonest behaviour as hypothesised while sensation-seeking values did not. Espoused organisational values had no significant effect on the perceived likelihood of dishonest behaviour.
Practical implications
The results imply that the breach of distributional and procedural justice simultaneously associates most with employee dishonesty, and retail employee selection is the key to curbing dishonest behaviour in the workplace.
Originality/value
The paper makes a contribution to behavioural ethics literature by studying dishonest employee behaviour in the post-communist context while addressing various forms of dishonest behaviour, in addition to stealing. Also, the effect of espoused organisational values has been scarcely studied before.
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Pindek S, Krajcevska A, Spector PE. Cyberloafing as a coping mechanism: Dealing with workplace boredom. COMPUTERS IN HUMAN BEHAVIOR 2018. [DOI: 10.1016/j.chb.2018.04.040] [Citation(s) in RCA: 26] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/17/2022]
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Abstract
Boredom is a prevalent emotion with potential negative consequences. Previous research has associated boredom with outcomes indicating both high and low levels of arousal and activation. In the present study we propose that the situational context is an important factor that may determine whether boredom relates to high versus low arousal/activation reactions. In a correlational (N = 443) and an experimental study (N = 120) we focused on the situational factor (perceived) task autonomy, and examined whether it explains when boredom is associated with high versus low arousal affective reactions (i.e., frustration versus depressed affect). Results of both studies indicate that when task autonomy is low, state boredom relates to more frustration than when task autonomy is high. In contrast, some support (i.e., Study 1 only) was found suggesting that when task autonomy is high, state boredom relates to more depressed affect than when task autonomy is low. These findings imply that careful attention is needed for tasks that are relatively boring. In order to reduce frustration caused by such tasks, substantial autonomy should be provided, while monitoring that this does not result in increased depressed affect.
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Affiliation(s)
- Edwin A. J. van Hooft
- Work and Organizational Psychology, University of Amsterdam, P.O. Box 15919, 1001 NK Amsterdam, The Netherlands
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Baratta PL, Spence JR. Capturing the noonday demon: development and validation of the State Boredom Inventory. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2018. [DOI: 10.1080/1359432x.2018.1481830] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/27/2023]
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34
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Johnsen R, Berg Johansen C, Toyoki S. Serving time: Organization and the affective dimension of time. ORGANIZATION 2018. [DOI: 10.1177/1350508418763997] [Citation(s) in RCA: 15] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
In this article, we explore the affective dimension of human temporality. Drawing on the work of Michael Theunissen in his Negative Theologie der Zeit (Negative Theology of Time), we suggest that understanding time as affect may help shed light on how people in organizational settings are influenced by and react toward time, once it comes to appear as an obstacle, rather than a resource to the unfolding of life. To capture such situations, we introduce the notion of ‘chronopathic experience’ and proceed to explore such experiences empirically among men incarcerated in Helsinki Prison. Here, we identify chronotelic behavior as a modality of activities directed toward dealing with the affective pressure exerted by time, as it comes to appear given, external, and meaningless. We argue that the affective dimension of human temporality can be drawn upon in other organizational contexts to clarify the notion of time pressure and to better understand temporality-related institutional pathologies like stress, boredom, and depression.
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Harju LK, Schaufeli WB, Hakanen JJ. A multilevel study on servant leadership, job boredom and job crafting. JOURNAL OF MANAGERIAL PSYCHOLOGY 2018. [DOI: 10.1108/jmp-08-2016-0237] [Citation(s) in RCA: 52] [Impact Index Per Article: 8.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to examine cross-level effects of team-level servant leadership on job boredom and the mediating role of job crafting. Cross-level moderating effects of team-level servant leadership were also investigated.
Design/methodology/approach
This longitudinal study employed a multilevel design in a sample of 237 employees, clustered into 47 teams. Servant leadership was aggregated to the team-level to examine the effects of shared perceptions of leadership at T1 on individual-level outcome, namely job boredom, at T2. In addition, mediation analysis was used to test whether team-level servant leadership at T1 can protect followers from job boredom at T2 by fostering job crafting at T2. Cross-level moderating effects of team-level servant leadership at T1 on the relation between job crafting at T2 and job boredom at T2 were also modeled.
Findings
Job crafting at T2 mediated the cross-level effect of team-level servant leadership at T1 on job boredom at T2.
Research limitations/implications
The findings suggest that team-level servant leadership predicts less job boredom by boosting job crafting.
Originality/value
This study is the first to assess the effects of servant leadership on job boredom and the mediating role of job crafting. This paper examines job boredom in a multilevel design, thus extending knowledge on its contextual components.
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Martínez Lugo M, Rodríguez-Montalbán R. Cuando el trabajo aburre: Análisis de las propiedades psicométricas de la Escala de Aburrimiento Laboral (EAL). REVISTA INTERAMERICANA DE PSICOLOGÍA OCUPACIONAL 2017. [DOI: 10.21772/ripo.v35n1a01] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022] Open
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van Hooff MLM, van Hooft EAJ. Boredom at work: towards a dynamic spillover model of need satisfaction, work motivation, and work-related boredom. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2016. [DOI: 10.1080/1359432x.2016.1241769] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
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Metin UB, Taris TW, Peeters MC. Measuring procrastination at work and its associated workplace aspects. PERSONALITY AND INDIVIDUAL DIFFERENCES 2016. [DOI: 10.1016/j.paid.2016.06.006] [Citation(s) in RCA: 27] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
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Oxtoby J, King R, Sheridan J, Obst P. Psychometric Analysis of the Multidimensional State Boredom Scale and Its Condensed Versions. Assessment 2016; 25:826-840. [DOI: 10.1177/1073191116662910] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
The Multidimensional State Boredom Scale (MSBS) is a promising new self-report measure of state boredom. Two condensed versions of the scale have also been introduced. This study helped explore the psychometric qualities of these scales, using a large sample of Australian adults ( N = 1,716), as well as two smaller samples ( N = 199 and N = 422). Data analyses indicated strong convergent validity and very high internal consistency for the scales. Test–retest reliability over a 6- to 8-day period was moderately high. Confirmatory factor analyses of the MSBS authors’ suggested factor structure indicated good fit for this model. However, some of the data analyses raise questions as to whether the scale includes meaningful subfactors. Overall, the MSBS (and Short Form) is recommended for researchers who wish to assess state boredom.
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Affiliation(s)
- Jim Oxtoby
- Queensland University of Technology, Kelvin Grove, Queensland, Australia
| | - Robert King
- Queensland University of Technology, Kelvin Grove, Queensland, Australia
| | - Judith Sheridan
- Queensland University of Technology, Kelvin Grove, Queensland, Australia
| | - Patricia Obst
- Queensland University of Technology, Kelvin Grove, Queensland, Australia
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Whiteoak JW, Mohamed S. Employee engagement, boredom and frontline construction workers feeling safe in their workplace. ACCIDENT; ANALYSIS AND PREVENTION 2016; 93:291-298. [PMID: 26616016 DOI: 10.1016/j.aap.2015.11.001] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 08/06/2015] [Revised: 10/27/2015] [Accepted: 11/01/2015] [Indexed: 06/05/2023]
Abstract
Systems thinking is a philosophy currently prevalent within construction safety literature that is applied to understand and improve safety in sociotechnical systems. Among systems, the site-project organizational system is of particular interest to this paper. Using focus group and survey feedback research to learn about how safety incidents effect levels of construction workers engagement this paper reveals how a safety incident provides an opportunity to create a potential quality (productivity) upgrade within an organization. The research approach involved a qualitative study involving 27 frontline supervisors and a follow-up survey completed by 207 frontline workers in the Australian Asphalt and Pavement Industry. The focus group interviews supported the articulation of the concepts of tacit safety, explicit safety, situational awareness, foresight ability, practical intelligence and crew synergy. Our findings indicate that having regular shift changes and other job site workers being fatigued are influential on perceptions of tacit safety. An individual's foresight ability was found to be the most potent predictor of worker perceptions of work engagement. The paper explains that relatively small improvements in worker perceptions of safety can bring about significant improvements in employee engagement and productivity.
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van Hooff MLM, van Hooft EAJ. Work-related boredom and depressed mood from a daily perspective: the moderating roles of work centrality and need satisfaction. WORK AND STRESS 2016. [DOI: 10.1080/02678373.2016.1206151] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
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Abstract
Even if people may always have been bored, ‘boredom’ as a phenomenon is not a universal feature of human existence. Rather it is deeply connected to organization as a reaction to the gradual emergence in Western culture of the management and administration of time. As an acquired capacity of those able to tell and endure time in an organized manner, boredom is a perceived loss of meaning inferred by the lived experience of a discrepancy between the involvement with transient means in everyday life and their value in a larger vision of existence. But boredom also signifies a concurrent protest against such a loss, which potentially leads new possibilities with it. In this essay, I explore the connection between boredom and organization, focusing on these two interrelated aspects of the phenomenon: how boredom can be understood as an experience of a loss of meaning, but also how this loss itself can be viewed as an imperative towards meaning that remains the source of new forms of organizing.
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Abstract
The current study examined job content plateaus, which occur when employees perceive a lack of future challenge or responsibility in their jobs. Although previous research has indicated that job content plateaus are related to poor job attitudes and outcomes, few studies have examined mediators of these relationships, a critical step in theory development. In this study, we tested a mediation model to examine the outcomes of job content plateaus among a sample of 118 hospital employees in Kenya. Job content plateaus were negatively related to job satisfaction and organizational citizenship behaviors directed at individuals (OCBIs). Job satisfaction was positively related to OCBIs and organizational citizenship behaviors aimed at organizations (OCBOs) and mediated the relationship between job content plateaus and OCBIs and OCBOs.
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Affiliation(s)
- Carrie S. Hurst
- Department of Business Administration, Tennessee State University, Nashville, TN, USA
| | - Lisa E. Baranik
- University at Albany State University of New York, Albany, NY, USA
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Van Wyk SM, De Beer LT, Pienaar J, Schaufeli WB. The psychometric properties of a workplace boredom scale (DUBS) within the South African context. SA JOURNAL OF INDUSTRIAL PSYCHOLOGY 2016. [DOI: 10.4102/sajip.v42i1.1326] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/06/2023] Open
Abstract
Orientation: Boredom at work has been shown to be a concern for individuals and organisations. At the time of this research, no validated scale was available to measure and investigate workplace boredom within the South African context.Research purpose: To determine the psychometric properties of the Dutch Boredom Scale (DUBS) within the South African context. Motivation for the study: No reliable and valid scale for workplace boredom was available in South Africa at the time of the current research. Boredom at work has been found to affect organisations negatively in other countries. Insights are needed into workplace boredom and how it affects the outcomes of organisations in South Africa. Research design, approach and method: A cross-sectional research approach was utilised. A random convenience sample (N = 490) was obtained from organisations within the manufacturing and logistics sector. In order to validate the DUBS, the factor structure, construct validity (convergent and discriminant validity) and scale reliability were investigated. A mediation model was also tested with structural equation modelling to ascertain predictive validity.Main findings: The results showed that the one-factor structure of the DUBS could be confirmed and that this factor had acceptable reliability. In terms of convergent validity, all of the item indicators loaded significantly on the workplace boredom construct, and the relationship between workplace boredom and work underload revealed that they were positively correlated with medium effect size. Furthermore, work engagement and organisational commitment were correlated negatively in terms of practical significance with workplace boredom. A structural mediation model showed that work underload was significantly and positively associated with boredom, which in turn had significant negative relations to both work engagement and organisational commitment. No significant direct relations were found from work underload to either work engagement or organisational commitment. Instead, bootstrapping showed that there was an indirect-only relationship from work underload to work engagement and organisational commitment through workplace boredom – indicating full mediation.Practical/managerial implications: Management should not neglect workplace boredom, as results indicate that it may adversely impact work engagement and organisational commitment. Therefore, workplace boredom should be a concern not only for individuals, but also for the organisation at large.Contribution/value-add: This study contributes to the limited research available on workplace boredom in South Africa by providing evidence of acceptable psychometric properties for a workplace boredom scale.
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Shoss MK, Hunter EM, Penney LM. Avoiding the issue: Disengagement coping style and the personality–CWB link. HUMAN PERFORMANCE 2016. [DOI: 10.1080/08959285.2016.1148036] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
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Cummings ML, Gao F, Thornburg KM. Boredom in the Workplace: A New Look at an Old Problem. HUMAN FACTORS 2016; 58:279-300. [PMID: 26490443 DOI: 10.1177/0018720815609503] [Citation(s) in RCA: 31] [Impact Index Per Article: 3.9] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 12/28/2014] [Accepted: 09/04/2015] [Indexed: 06/05/2023]
Abstract
OBJECTIVE We review historical and more recent efforts in boredom research and related fields. A framework is presented that organizes the various facets of boredom, particularly in supervisory control settings, and research gaps and future potential areas for study are highlighted. BACKGROUND Given the ubiquity of boredom across a wide spectrum of work environments--exacerbated by increasingly automated systems that remove humans from direct, physical system interaction and possibly increasing tedium in the workplace--there is a need not only to better understand the multiple facets of boredom in work environments but to develop targeted mitigation strategies. METHOD To better understand the relationships between the various influences and outcomes of boredom, a systems-based framework, called the Boredom Influence Diagram, is proposed that describes various elements of boredom and their interrelationships. RESULTS Boredom is closely related to vigilance, attention management, and task performance. This review highlights the need to develop more naturalistic experiments that reflect the characteristics of a boring work environment. CONCLUSION With the increase in automation, boredom in the workplace will likely become a more prevalent issue for motivation and retention. In addition, developing continuous measures of boredom based on physiological signals is critical. APPLICATION Personnel selection and improvements in system and task design can potentially mitigate boredom. However, more work is needed to develop and evaluate other potential interventions.
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Affiliation(s)
| | - Fei Gao
- Massachusetts Institute of Technology, Cambridge
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Vodanovich SJ, Watt JD. Self-Report Measures of Boredom: An Updated Review of the Literature. THE JOURNAL OF PSYCHOLOGY 2015; 150:196-228. [PMID: 26646053 DOI: 10.1080/00223980.2015.1074531] [Citation(s) in RCA: 48] [Impact Index Per Article: 5.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/22/2022] Open
Abstract
A detailed review of the psychometric measures of boredom was published approximately 12 years ago (Vodanovich, 2003). Since that time, numerous studies have been conducted on existing scales, and new measures of boredom have been developed. Given these assessment advancements, an updated review of self-report boredom scales is warranted. The primary focus of the current review is research published since 2003, and it includes a total of 16 boredom scales. The measures reviewed consist of two trait assessments (Boredom Proneness Scale, Boredom Susceptibility subscale of the Sensation Seeking Scale), five context-specific trait boredom scales (Boredom Coping Scale, Leisure Boredom Scale, Free Time Boredom Scale, Sexual Boredom Scale, Relational Boredom Scale), three assessments of state boredom (Multidimensional State Boredom Scale, State Boredom Measure, Boredom Experience Scale), and six context-specific state boredom measures-Lee's Job Boredom Scale, Dutch Boredom Scale, Boredom Coping Scale (Academic), the Boredom subscale of the Achievement Emotions Questionnaire, Academic Boredom Scale, Precursors to Boredom Scale. In addition to providing a review of these measures, a brief critique of each scale is included, as well as suggestions for needed research focus.
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A Riddle, Wrapped in a Mystery, Inside an Enigma … or Just Multidimensional? Testing the Multidimensional Structure of Boredom. ACTA ACUST UNITED AC 2015. [DOI: 10.1108/s1746-979120150000011007] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register]
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Counterproductive work behavior and job satisfaction: A surprisingly rocky relationship. JOURNAL OF MANAGEMENT & ORGANIZATION 2015. [DOI: 10.1017/jmo.2015.15] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Abstract
AbstractCounterproductive work behavior is detrimental to the organization or to coworkers. It includes both breaking rules or laws, as well as social norms. Many authors show a negative relationship between this behavior and work satisfaction, surmising that the lack thereof – and the ensuing desire to ‘get back’ at the employer – are the seeds of workplace deviance. A study carried out in Polish organizations found this relationship to be less clear. The study concerned work satisfaction and counterproductive behavior, organizational justice, stress at work and propensity for aggressive behavior. A cluster analysis identified a group of individuals in whom relatively high levels of job satisfaction are nevertheless accompanied by proclivity for counterproductive behavior. The configuration of results suggests that this group resorts to counterproductive behavior because of an inability to balance difficulties at work with personal inclinations. The implications of these results for personal management is discussed in the conclusions.
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Abstract
The purpose of this article is to develop a testable model of both the antecedents and consequences of workplace boredom. This model is needed because recent evidence suggests that boredom in the workplace is on the rise, despite the apparent reduction in boring, monotonous jobs, which have traditionally been seen as the primary causes of boredom. To develop this model, we first clarify the construct of boredom and distinguish it from other related constructs in the psychological literature. We put forth a typology of boredom that we view as more realistic than a single definition. We then present a model of workplace boredom that integrates past research with a more contemporary approach based on societal trends and individual differences in susceptibility to boredom. Based on this model, we offer a number of research propositions as well as suggestions for potential ways of decreasing workplace boredom.
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Affiliation(s)
| | - Steve Jex
- Bowling Green State University, OH, USA
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