Identifying long-term patterns of work-related rumination: associations with job demands and well-being outcomes

A longitudinal person-centered investigation of the multidimensional nature of employees' perceptions of challenge and hindrance demands at work

BACKGROUND AND OBJECTIVES

This research relies on a combination of variable- and person-centered approaches to help improve our understanding of the dimensionality of job demands by jointly considering employees' global levels of job demands, exposure and their specific levels of exposure to challenge and hindrance demands.

DESIGN AND METHODS

We relied on a sample of 442 workers who completed a questionnaire twice over three months. Our analyses sought to identify the nature of the job demands profiles experienced by these workers, to document the stability of these profiles over time, and to assess their associations with theoretically-relevant outcomes (i.e., work engagement, job boredom, problem-solving pondering, work-related rumination, proactive health behaviors, and sleep quality and quantity). Furthermore, we examined whether these profiles and associations differed as a function of working remotely or onsite.

RESULTS

Five profiles were identified and found to be highly stable over time: Globally Exposed, Not Exposed, Not Exposed but Challenged, Exposed but Not Challenged, and Mixed. These profiles shared clear associations with all outcomes, with the most adaptive outcomes associated with the Exposed but Not Challenged profile, whereas the most detrimental ones were observed in the Mixed profile. However, none of these results differed across employees working onsite and those working remotely.

CONCLUSIONS

These findings have theoretical and practical implications regarding the effects of work characteristics on employees' functioning.

Work addiction risk, stress and well-being at work: testing the mediating role of sleep quality

Introduction

Attention to work addiction risk is growing; however, more studies are needed to explore the possible impact of work addiction risk on various aspects of employees' work and life domains. Although several studies have considered the antecedents or consequences of work addiction risk, this study particularly focuses on sleep quality as a potential explanatory underlying mechanism in the relation between work addition risk and three outcome variables including stress at home, stress at work and well-being.

Method

The data was collected using an online platform and participants consisted of 188 French employees who were selected using simple random sampling method. Participants responded to the survey including the Work Addiction Risk Test (WART), stress at work, well-being, and sleep quality. The data was analyzed using JASP and SPSS-26 programs.

Results

The results revealed that there are significant positive relationships between work addiction risk and both stress at home and at work and negative relationships between work addiction risk and both sleep quality and well-being. In addition, the analyses of the mediation paths suggest the significant mediation role of sleep quality for the link between work addition risk and stress at work as well as the link between work addiction risk and well-being.

Discussion

Given the verified mediating role of sleep quality in the relationship between work addiction, stress and wellbeing, it is recommended that organizations and companies pay particular attention to their employees' sleep quality.

A Multilevel Person-Centered Perspective on the Role of Job Demands and Resources for Employees' Job Engagement and Burnout Profiles

The present study examined the configurations, or profiles, taken by distinct global and specific facets of job engagement and burnout (by relying on a bifactor operationalization of these constructs) among a nationally representative sample of Canadian Defence employees (n = 13,088; nested within 65 work units). The present study also adopted a multilevel perspective to investigate the role of job demands (work overload and role ambiguity), as well as individual (psychological empowerment), workgroup (interpersonal justice), supervisor (transformational leadership), and organizational (organizational support) resources in the prediction of profile membership. Latent profile analyses revealed five profiles of employees: Burned-Out/Disengaged (7.13%), Burned-Out/Involved (12.13%), Engaged (18.14%), Engaged/Exhausted (15.50%), and Normative (47.10%). The highest turnover intentions were observed in the Burned-Out/Disengaged profile, and the lowest in the Engaged profile. Employees' perceptions of job demands and resources were also associated with profile membership across both levels, although the effects of psychological empowerment were more pronounced than the effects of job demands and resources related to the workgroup, supervisor, and organization. Individual-level effects were also more pronounced than effects occurring at the work unit level, where shared perceptions of work overload and organizational support proved to be the key shared drivers of profile membership.

Exploring the Relationship Between Work Stress and Work-related Rumination

Current studies lack adequate analysis of the antecedents of the two forms of work-related rumination. However, understanding the relationship between different types of stress and the two forms of rumination is of profound significance for eliminating the influence of negative rumination. In this project, three studies were conducted to investigate the cumulative and immediate effects of challenge and hindrance stress on affective rumination and problem-solving rumination based on one-time, two-time points and daily measurements. Participants were 1109, 605 and 111 employees from a variety of jobs in Chinese mainland. The results showed the relationship between hindrance stress and affective rumination varies over different time course. There was no significant correlation between hindrance stress and problem-solving rumination over any time course. The relationship between challenge stress and two forms of work-related rumination varies over different time course. The results of this study suggest that the antecedent analysis of work-related rumination should not only give attention to the type of work stress, but also consider the time of work stress when analyzing its aftereffects.

Investigating the Role of Anger and Cognitive Malfunction in Mental Health: A Cross-Sectional Exploration Paving the Way for a Subsequent Experiment

The functional outcomes associated with subjective well-being (SWB) and the detrimental aspects of psychological distress (PD) make it essential to explore contributing factors. The present study investigated a model about the existing gap in the determining role of trait anger (TA), state anger (SA), cognitive reappraisal (CR), rumination and cognitive failure (CF) as predictors of SWB and PD. The study contributes by exploring the interaction of dispositional, situation factors and emotional regulation strategies in shaping SWB and PD in the Indian Sample. A cross-sectional survey design was employed wherein 600 young adults aged 18-40 (Mage = 22.13, SDage = 4.06) were recruited from Uttar Pradesh, India using a multi-level cluster sampling method. The data were collected using questionnaires in the field setting during August-December 2021. Regression and path analysis revealed that the proposed predictors explained significant variance in SWB and PD, i.e., R2 = 0.24, F (5, 594) = 38.03, p < 0.01, Cohen f2 =0.31 and R2 = 0.35, F (5, 594) = 66.40, p < 0.01, Cohen f2 = 0.53, respectively. The models also fit well with the statistical indices. Except CR, all predictors emerged as significant risk factors. The findings suggest that the interventions to reduce PD and enhance SWB may consider inculcating CR and reducing higher levels of TA, SA, rumination and CF to enhance an individual's adaptive functioning. The findings pave the way for conducting a pre-planned experiment to study the outcomes of various levels of TA in regulating incidental anger (SA) employing CR and rumination.

How Job Stress Affect Flow Experience at Work: The Masking and Mediating Effect of Work-Related Rumination

This study proposes and tests a theoretical model of how two types of stressors (challenge and hindrance stressors) elicit perseverative cognition processes in individuals (as characterized by two types of work-related rumination), and how, through this mechanism, these stressors can further affect individuals' flow experience at work. Our model is largely supported by structural equation modeling analyses of a longitudinal questionnaire-based survey (n = 344). We find that challenge stressors have a significant, positive, direct impact on the experience of flow. Additionally, both challenge and hindrance stressors simultaneously activate problem-solving pondering and affective rumination in employees; affective rumination inhibits flow, while problem-solving pondering promotes flow. The results of a bootstrap sampling analysis further indicate the presence of the masking and mediating effects of work-related rumination in the effects of these stressors on flow experience. The theoretical and practical implications of these findings are discussed.

Positive Well-Being, Work-Related Rumination and Work Engagement among Chinese University Logistics Staff

Logistics personnel in Chinese universities are facing unbalanced costs and benefit from overloaded work with minimum wages, which impede school development and their well-being. However, the logistics staff population has been neglected in past investigations pertaining to psychological health conditions. The present study aimed to examine the positive well-being, work-related rumination, and work engagement of logistics staff, their correlations, and the factors affecting well-being in 282 Chinese university logistics staff via the Smith Well-being Questionnaire, the Work-Related Rumination Questionnaire, and the Utrecht Work Engagement Scale. The results indicated low levels of well-being and high levels of work-related rumination and work engagement among Chinese university logistics staff. The presence of positive attitudes towards life and work and high levels of work engagement predicts enhanced well-being, while the presence of negative characteristics and work-related rumination predicts decreased well-being. In situations where the working hours and work duties are challenging to change, universities can regularly schedule psychological counselling sessions for logistics staff to improve their well-being.

A thematic analysis of how men and women post 56 years unwind from work during their free time

BACKGROUND

Recent research indicates that as men age, their tendency to ruminate about work decreases, while ruminating remains high in women, which poses an increased risk for impaired health among older women.

OBJECTIVE

This study explored gender differences/similarities in the process of unwinding from work in men and women aged between 56-65 years.

METHODS

Semi-structured qualitative interviews were conducted online with eight men and eight women, recruited from a UK leading organization that provides health care solutions between May and June 2022. Participants were asked about their job role and responsibilities, their leisure time activities, how they unwind post work, and their experiences of thinking about work related thoughts outside of work. Transcripts were analyzed using an inductive analysis.

RESULTS

Three superordinate themes were identified that underpinned their ability to unwind: 'Work style', 'Creating work-life balance' and 'Switching off from one's responsibilities'. Women reported a more perfectionist approach, they set high standards for themselves, were worried about making mistakes, and demonstrated, if in a supervisory role, a more nurturing and holistic approach to their colleagues/subordinates, while men, were more focused on task completion. Most women, but not men, also described difficulties in psychologically switching off from work, and stated they could only truly relax outside the home, when they are away from household activities.

CONCLUSION

The study provides nuanced insights into the experiences of unwinding from work, and the findings suggest the need for person-centric approaches in developing interventions to help workers over 56 years to psychologically disengage from work.

Reducing Work Withdrawal Behaviors When Faced with Work Obstacles: A Three-Way Interaction Model

Work withdrawal behavior is a type of negative reaction when employees face obstacles at work. Its negative impact on individuals and organizations has caught the attention of academic circles and managers. In this study, data from 596 full-time employees were collected using two timepoint measurements one month apart. The internal mechanism of the link between obstructive stress and job withdrawal behavior was analyzed, and the combined effects of work control and cognitive flexibility on the negative effects of obstructive stress were analyzed in terms of the work demand-control-personal model. The results showed that negative work rumination played a complete mediating role between obstructive stress and work withdrawal behavior, and cognitive flexibility, obstructive stress, and work control had a significant three-way interaction. The results suggest that more attention should be paid to the role of employee cognition to avoid employees' withdrawal behavior in the face of work obstacles. In addition, when providing work resources to employees, the organization should also consider ensuring that work resources can be fully utilized to play a positive role in buffering work obstacles.

Helping others but Hurting Yourself? The underlying mechanism linking helping behavior to task performance

Helping behavior positively influences organizational effectiveness, which is why the importance of this behavior is highlighted in Chinese enterprises, and employees are encouraged to engage in it. However, from an actor-centric perspective, helping behavior is not always beneficial. In this paper, cognitive-affective personality system theory is applied to link helping behavior to task performance, thus enhancing the understanding of the effects of helping behavior. By adopting a two-wave questionnaire survey, data from 202 leader-subordinate dyads were gathered. Then, the BruceR (V0.7.2) package of Rstudio (V4.1.1) was used to generate a multi-mediated moderation model and test the hypotheses. The following results were obtained: 1) Helping behavior was negatively associated with task performance. 2) Cognitive irritation and emotional exhaustion serially mediated the influences of helping behavior on task performance. 3) Team-level communal goal striving moderated the indirect influence of helping behavior on task performance; the indirect influence was only significant when the levels of team communal goal striving were low. From an actor-centric perspective, this paper presents evidence for the connection between helping behavior and task performance. Numerous implications for management approaches are presented to maximize the management of helping behavior.

The role of perceived autonomy support and fear of failure: A weekly diary study on work-related rumination

Grounded in self-determination theory, the present study examined the weekly fluctuations in different forms of work-related rumination depending on perceived autonomy support and fear of failure at the workplace. Work-related rumination has three dimensions, affective rumination (negative emotions or affect), problem-solving pondering (thinking over the actions to handle the problems), and psychological detachment (mentally distancing oneself from work during nonwork time). In total, 111 employees (Mage = 34.88, SD = 10.43) from various occupations were followed over the course of three weeks via weekly measurements, resulting in 333 matched observations. Multilevel random coefficient modeling showed that on the weeks when employees reported higher levels of perceived autonomy support from the leader, they engaged in affective rumination and problem-solving pondering less. However, weekly fluctuations in psychological detachment from work was not associated with perceived autonomy support. Moreover, on the weeks when employees experienced high fear of failure, they reported less psychological detachment from work during nonwork time. Lastly, within-and and between-person fear of failure moderated the negative link between perceived autonomy support and affective rumination. Findings showed that perceived autonomy support is a protective factor for employees high in both state and trait fear of failure in decreasing affective rumination. Directions for future research and implication for practice were discussed.

Development and validation of the Work-Home Integration Questionnaire (WHIQ)

The boundaries between work and private life are gradually blurring. More and more employees are involved in work during leisure time through cognitions, emotions or behaviours, in both negative and positive ways. This so-called work-home integration (WHI) can, on the one hand, hampers the necessary recovery from work and result in strain but, on the other hand, also restores resources and result in beneficial outcomes. In order to enhance our understanding of WHI and capture all its different forms, we suggest a new conceptualisation and measure of WHI. We therefore developed and validated the Work-Home Integration Questionnaire (WHIQ) in English, German and Slovene simultaneously using two cross-sectional studies (Study 1: N = 848; Study 2: N = 555) and a two-wave longitudinal study with a time lag of 1 month (Study 3: N = 379). Confirmatory factor analysis confirmed a three-factor structure with (1) negative cognitive-affective involvement, (2) positive cognitive-affective involvement and (3) behavioural involvement. Moreover, the WHIQ showed measurement invariance across the three languages and the results provide evidence for convergent, discriminant and incremental validity. Overall, the WHIQ is a reliable, valid and short measure to assess the extent to which employees are involved in work during leisure time.

Work-related rumination declines with age but is moderated by gender

BACKGROUND

Much is known about the physical effects of work and health, but less is known about how older workers unwind mentally from work, and their post-work ruminative thinking.

OBJECTIVE

The present study aimed to explore the association between age, gender and two types of work-related rumination: affective rumination, and problem-solving pondering.

METHODS

This study utilized a sample of 3991 full-time employees (working 30 or more hours per week), who were stratified into five age bands (18-25, 26-35, 36-45, 46-55, and 56-65 yrs.).

RESULTS

Affective rumination was found to significantly decline in the older age groups (46 + yrs.), but this finding was moderated by gender. Males reported lower work-related rumination over the entire age range, but the greatest difference between males and females was observed in the 56-65 age category. The results for problem-solving pondering mirrored those of affective rumination but with the only exception that there was no significant difference in gender between those aged 18-25 years.

CONCLUSION

These findings add to our understanding about how workers (between different age groups) mentally switch off from work and highlight the need for interventions to help older workers mentally recover from the effects of work.

How does burnout relate to daily work-related rumination and well-being of psychotherapists? A daily diary study among psychotherapeutic practitioners

OBJECTIVE

This is the first study to use a daily diary design to investigate the relationship between daily work-related rumination (WRR), daily well-being, and burnout symptoms among psychotherapeutic practitioners.

METHOD

In total, N = 58 psychotherapeutic practitioners participated in the study. For 4 weeks, the participants received a daily evening prompt on weekdays asking about their WRR and well-being. The burnout level of the psychotherapists was assessed using Maslach Burnout Inventory (MBI) prior to the daily diary period and afterward. The MBI measures the level of work-related distress on three subscales: emotional exhaustion (EE), depersonalization (DP), and personal achievement (PA). Two main analyses were performed: Based on the hierarchical structure of the data we performed random intercept and slopes models. These models examined the association between daily WRR and daily well-being, and the relationship between pre-burnout and daily WRR and daily mood. Secondly, linear regressions with the post-MBI subscales as criterion and the daily diary variables as predictors were calculated to assess their contribution to post-burnout.

RESULTS

The compliance rate in our study was 76.8%. Daily WRR and pre-assessment EE were associated with all aspects of reduced daily well-being: bad mood, increased nervousness, and tiredness after work. Daily tiredness and nervousness played a differential role in predicting post-burnout.

CONCLUSION

Our results indicated that daily rumination and pre-EE were associated with reduced daily well-being. As we are the first to present a daily diary study among psychotherapists, we examined the feasibility of the daily diary design in particular and ecological momentary assessment (EMA) in general in this population. Compliance rates compared well with other EMA studies, indicating that EMAs were a feasible assessment option for psychotherapeutic practitioners.

Benefits and Costs of Happy Entrepreneurs: The Dual Effect of Entrepreneurial Identity on Entrepreneurs' Subjective Well-Being

Entrepreneurship research generally focuses more on the entrepreneurial outcomes of entrepreneurs and less on their entrepreneurial process. To a certain extent, well-being reflects how tired entrepreneurs are during entrepreneurship. Based on conservation of resources theory, this study proposes a double-edged sword model of the effect of entrepreneurial identity on subjective well-being, using the two-dimensional structure of work rumination as a mediator. This study also concentrates on the moderating role of entrepreneurial mindfulness. Multiple hierarchical regression methods are used to analyze and test 882 valid samples. Results suggest that the effect of entrepreneurial identity produces distinctly different outcomes. On the one hand, entrepreneurial identity induces entrepreneurs' work-related affective rumination to reduce their subjective well-being through the path of resource depletion. On the other hand, entrepreneurial identity stimulates entrepreneurs' contemplation on work-related problem-solving pondering to enhance their subjective well-being through the path of resource acquisition. In the path of resource depletion, work-related affective rumination produces a “suppressing effect” between an entrepreneur's identity and entrepreneurial subjective well-being. In addition, entrepreneurial mindfulness weakens the resource depletion path. Entrepreneurial mindfulness negatively moderates the relationship between entrepreneurial identity and work-related affective rumination. Entrepreneurial mindfulness also does not strengthen the resource acquisition path. Mindfulness does not positively moderate the relationship between entrepreneurial identity and work-related problem-solving pondering. The findings further extend the research on the influence of entrepreneurial identity on subjective well-being. They also reveal the mechanisms and boundary conditions of the effect of entrepreneurial identity on subjective well-being.

Always on, never done? How the mind recovers after a stressful workday?

Many workers experience their jobs as effortful or even stressful, which can result in strain. Although recovery from work would be an adaptive strategy to prevent the adverse effects of work-related strain, many workers face problems finding enough time to rest and to mentally disconnect from work during nonwork time. What goes on in workers’ minds after a stressful workday? What is it about their jobs that makes them think about their work? This special issue aims to bridge the gap between research on recovery processes mainly examined in Occupational Health Psychology, and research on work stress and working hours, often investigated in the field of Human Resource Management. We first summarize conceptual and theoretical streams from both fields of research. In the following, we discuss the contributions of the five special issue papers and conclude with key messages and directions for further research.

How homeroom teachers cope with high demands: Effect of prolonging working hours on emotional exhaustion

This study applied the job demands-resources (JD-R) model to examine antecedents and processes leading to emotional exhaustion in homeroom teachers. We hypothesized that the demands imposed by student misbehavior, conflicts with parents, and workload would relate positively with emotional exhaustion and that prolonging working hours as a coping behavior would mediate these effects. The cross-sectional study involved self-reported questionnaire-based data of 560 homeroom teachers in Switzerland. The results of structural equation modeling (SEM) revealed that workload (β = 0.43), conflicts with parents (β = 0.25), and student misbehavior (β = 0.23) were positively related to emotional exhaustion and that prolonging working hours partially mediated the effect of workload on emotional exhaustion (β = 0.21). Conflicts with parents and student misbehavior only related to emotional exhaustion directly, and not indirectly. We discuss these findings in light of the JD-R model, teacher education, and teachers' health promotion.

A person-centered perspective on the factors associated with the work recovery process

BACKGROUND AND OBJECTIVES

This research identified profiles characterized by distinct levels of overcommitment, rumination, psychological detachment (Studies 1 and 2), and need for recovery (Study 2). This research also considers the role of hindrance demands and resources in the prediction of profile membership, and the outcomes of these profiles.

METHODS

These objectives were addressed in two empirical cross-sectional studies relying on self-reported questionnaires. Study 1 relies on a convenience sample of French workers from a variety of occupations. Study 2 relies on a convenience sample of French nurses and nursing assistants.

RESULTS

Latent profile analyses revealed four identical profiles in both studies (High Ability to Achieve Recovery, Moderately High Ability to Achieve Recovery, Moderately Low Ability to Achieve Recovery, and Low Ability to Achieve Recovery), accompanied by an additional (Normative) profile in Study 2. The results from both studies revealed well-differentiated outcome associations, which generally matched the theoretical desirability of the identified profiles. Likewise, hindrance demands were associated with a decreased likelihood of membership into the High Ability to Achieve Recovery profile, as well as an increased likelihood of membership into the Low Ability to Achieve Recovery profile across studies.

CONCLUSIONS

Theoretical contributions and implications for practice are discussed.

Occupational Violence and PTSD-Symptoms: A Prospective Study on the Indirect Effects of Violence Through Time Pressure and Nontraumatic Strains in the Occupational Context

OBJECTIVE

The aim of this study was to assess whether frequency of occupational violence (OV) affects posttraumatic stress disorder (PTSD) symptoms through nontraumatic strains in the occupational context.

METHODS

Twelve-month prospective survey data on 1763 Social educators were used. Path-analysis measured direct and indirect pathways of frequency of OV on PTSD through change in time pressure, change in burnout, change in sense of safety at work, and change in coping with regret in patient work.

RESULTS

Forty-two pct. of the variance in PTSD symptoms was predicted; F (20, 1541) = 36.8, P < 0.001, R = 0.42. Frequency of OV indirectly affected level of PTSD through all the mediators; estimated indirect effects = 0.14, 95% confidence interval 0.07 to 0.22.

CONCLUSION

PTSD resulting from OV is not only a result of the violent acts themselves but is also caused by nontraumatic strains. It is essential to include the broader context of work environment factors in prevention of work-related PTSD.

Switch Off Totally or Switch Off Strategically? The Consequences of Thinking About Work on Job Performance

As a universal workplace phenomenon, the impact of work-related rumination on job performance is attracting scholars' attention. In the current study, the relationship between two types of work-related rumination, counterproductive behavior, and creativity at work were examined, as well as the mechanism of this association. Participants were 1109 employees from a variety of jobs in mainland China. The results showed that affective rumination was negatively associated with employees' work creativity and positively associated with counterproductive behavior. On the contrary, problem-solving pondering was positively related to creativity and negatively related to counterproductive behavior. The loss of self-control resource partially mediated the link between affective rumination and counterproductive behavior. Problem-solving pondering had no significant impact on self-control resource. Results suggest the significant effects of problem-solving pondering may be positive in the workplace and clarify the self-control resource is the internal mechanism linking rumination and job performance.

Need for recovery in relation to effort from work and health in four occupations

Objective

To examine three levels of need for recovery (NFR) after work in relation to effort from work demands, demand compensatory strategies, effort-moderating or -reversing resources, and health including health behaviors. A further purpose was to examine occupational characteristics determining NFR.

Methods

5000 engineers, carpenters, nurses, and home care nurses were invited to participate. NFR k-means clusters were calculated from 1289 participants. The effect from three levels of NFR regarding demands, compensatory strategies, resources at work, health, and health behaviors was examined using analysis of variance (ANOVA) and post hoc analysis. Prevalence ratios (PRs) of suboptimal health for three levels of NFR were calculated using Poisson regression. Linear stepwise multiple regression predictors explaining NFR were examined also occupation wise.

Results

NFR centroids at 5.8/33, 13.1/33, and 21.0/33 points were identified. ANOVA showed corresponding effects from NFR levels on work demands and compensatory strategies. The inversed proportion concerned levels of resources at work. Only the low NFR cluster negated regular health effects. The other two cluster groups also repeatedly worked while ill and presented PRs concerning health effects from 1.9 to 3.9 when compared to the low NFR group. Making good quality work, recovery opportunities, and thinking of work when off work were the most important predictors of NFR among 1289 participants with also occupation-wise interpretable profiles.

Conclusions

Three levels of NFR meant corresponding levels of work demands, work-demand compensatory strategies, and unfavorable health behaviors. An inversed proportion of resources related to the same levels of NFR. Low NFR meant no regular health effects which could guide limit values regarding salutary NFR. Important predictors of NFR were resources making a good quality work, recovery opportunities, and reversely effort from rumination when off work. Occupation-wise predictors could guide interventions.

My Mind is Working Overtime-Towards an Integrative Perspective of Psychological Detachment, Work-Related Rumination, and Work Reflection

In the literature on occupational stress and recovery from work, several facets of thinking about work during off-job time have been conceptualized. However, research on the focal concepts is currently rather diffuse. In this study we take a closer look at the five most well-established concepts: (1) psychological detachment, (2) affective rumination, (3) problem-solving pondering, (4) positive work reflection, and (5) negative work reflection. More specifically, we scrutinized (1) whether the five facets of work-related rumination are empirically distinct, (2) whether they yield differential associations with different facets of employee well-being (burnout, work engagement, thriving, satisfaction with life, and flourishing), and (3) to what extent the five facets can be distinguished from and relate to conceptually similar constructs, such as irritation, worry, and neuroticism. We applied structural equation modeling techniques to cross-sectional survey data from 474 employees. Our results provide evidence for (1) five correlated, yet empirically distinct facets of work-related rumination. (2) Each facet yields a unique pattern of association with the eight aspects of employee well-being. For instance, detachment is strongly linked to satisfaction with life and flourishing. Affective rumination is linked particularly to burnout. Problem-solving pondering and positive work reflection yield the strongest links to work engagement. (3) The five facets of work-related rumination are distinct from related concepts, although there is a high overlap between (lower levels of) psychological detachment and cognitive irritation. Our study contributes to clarifying the structure of work-related rumination and extends the nomological network around different types of thinking about work during off-job time and employee well-being.

The Impact of Work–Family Issues on Turnover Intentions among Nurses? A Study from North-eastern India

The aim of this article is to identify the effects of work–family interface on turnover intentions (TIs) for nurses in public and private hospitals in the Assam region of India. Thus, this study intends to examine the impact of work–family enrichment (WFE) and conflict on TIs among nursing staff. One structured questionnaire was administered to nurses of public and private hospitals located in Guwahati, Barpeta, Dhemaji, Lakhimpur, Tezpur, Jorhat, Dibrugarh, Tinsukia, Duliajan and Silchar regions of Assam, India Republic. The data were analysed using Statistical Package for Social Sciences version 23. Results indicated significant positive relationship between work–family conflict (WFC) and TIs of nurses. On the other hand, findings revealed that WFE also influences TIs but negatively. Thus, both proposed hypotheses were accepted. Implications, contributions and limitations are discussed. Recommendations are made for future work directions.