Short Mindfulness Meditations During Breaks and After Work in Everyday Nursing Care: A Simple Strategy for Promoting Daily Recovery, Mood, and Attention?

BACKGROUND

Nurses experience high job demands, which makes recovery particularly necessary to maintain well-being and performance. However, these demands also make recovery challenging. Short mindfulness meditations could potentially help alleviate this paradox.

METHODS

Two ecological momentary intervention studies were conducted among geriatric nurses (Study 1: break study) and hospital nurses (Study 2: after-work study) to investigate whether short audio-guided mindfulness meditations are beneficial for recovery during breaks and psychological detachment after work. Furthermore, break recovery and after-work detachment were examined as mediators of the associations between mindfulness meditations and after-break/after-sleep mood and attention after respective recovery periods. Multilevel path models were based on a sample of 38 nurses and 208 after-break surveys in the break study and 26 nurses and 192 after-sleep surveys in the after-work study.

RESULTS

Compared to breaks spent as usual, breaks that incorporated short mindfulness meditations were associated with higher break recovery, which mediated the positive associations between mindful breaks and after-break calmness, valence, and energetic arousal. Only with certain constraints did mindfulness meditations predict a lower rate of attention failures. In the after-work study, short mindfulness meditations were positively related to psychological detachment, which mediated the positive associations between the intervention and after-sleep valence and calmness.

CONCLUSION/APPLICATION TO PRACTICE

Both pilot studies showed that short mindfulness meditations aid in recovery among nurses. However, to fully utilize the advantages of recovery-promoting breaks, structural changes are necessary to ensure that breaks of an appropriate duration are consistently implemented.

A new perspective on balancing life domains: work-nonwork balance crafting

BACKGROUND

Self-initiated and proactive changes in working conditions through crafting are essential for shaping work and improving work-related well-being. Recently, the research stream of job crafting has been extended to other life domains. The present paper aims to study a novel crafting concept-work-nonwork balance crafting-investigating the role of its antecedents and identifying relevant outcomes. Work-nonwork balance crafting is defined as individuals' unofficial techniques and activities to shape their work-nonwork balance, here considering their life domain boundary preferences.

METHODS

In the study, 1,060 employees in three European countries (Austria, Germany and Switzerland) were surveyed in a longitudinal three-wave study with three-month intervals. We explored the influences of job/home demands and resources as antecedents of work-nonwork balance crafting. Important constructs for employee health and well-being (i.e., work engagement, work-related burnout, mental well-being and detachment from work) were investigated as outcomes.

RESULTS

The findings suggest that resources and demands in the context of work or home are key antecedents of work-nonwork balance crafting. Work-nonwork balance crafting was also predictive for important employee health and well-being outcomes over three months, mainly in a positive and health-promoting way.

CONCLUSION

This study provides insights into the antecedents of proactive efforts to balance the complex interplay of life domains. By studying work-nonwork balance crafting, we provide a new perspective on crafting beyond job crafting, which may help maintain or improve employees' mental health and well-being.

Effectiveness of an online recovery training for employees exposed to blurred boundaries between work and non-work: Bayesian analysis of a randomised controlled trial

BACKGROUND

Blurred work-non-work boundaries can have negative effects on mental health, including sleep.

OBJECTIVES

In a randomised control trial, we aimed to assess the effectiveness of an online recovery training programme designed to improve symptoms of insomnia in a working population exposed to blurred boundaries.

METHODS

128 participants with severe insomnia symptoms (Insomnia Severity Index ≥15) and working under blurred work and non-work conditions (segmentation supplies <2.25) were randomly assigned to either the recovery intervention or a waitlist control group (WLC). The primary outcome was insomnia severity, assessed at baseline, after 2 months (T2) and 6 months (T3).

FINDINGS

A greater reduction in insomnia was observed in the intervention compared with the WLC group at both T2 (d=1.51; 95% CI=1.12 o 1.91) and T3 (d=1.63; 95% CI=1.23 to 2.03]. This was shown by Bayesian analysis of covariance (ANCOVA), whereby the ANCOVA model yielded the highest Bayes factor (BF 10=3.23×e60] and a 99.99% probability. Likewise, frequentist analysis revealed significantly reduced insomnia at both T2 and T3. Beneficial effects were found for secondary outcomes including depression, work-related rumination, and mental detachment from work. Study attrition was 16% at T2 and 44% at T3.

CONCLUSIONS

The recovery training was effective in reducing insomnia symptoms, work related and general indicators of mental health in employees exposed to blurred boundaries, both at T2 and T3.

CLINICAL IMPLICATIONS

In addition to demonstrating the intervention's effectiveness, this study exemplifies the utilisation of the Bayesian approach in a clinical context and shows its potential to empower recipients of interventional research by offering insights into result probabilities, enabling them to draw informed conclusions.

TRIAL REGISTRATION NUMBER

German Clinical Trial Registration (DRKS): DRKS00006223, https://drks.de/search/de/trial/DRKS00006223.

How Does Mindfulness Affect Registered Nurses Practicing in Acute Care Settings? A Study of the Lived Experiences of Nurses After Participating in a Mindfulness Program

BACKGROUND

Psychological well-being of nurses is necessary to protect the overall care of themselves, as well as their patients. This is especially concerning given the effects of the COVID-19 pandemic. There are several research studies on mindfulness for RNs and its impact on psychological health and well-being. There is limited research on how nurses may use mindfulness during patient care.

AIM

The purpose of this study was to explore the effects of mindfulness education and practice on helping RNs to develop self-care skills and to apply mindfulness in the clinical setting.

METHOD

This was an exploratory mixed method design including quantitative (pilot study) and qualitative methods. Upon completion of a 4-week course on mindfulness practices, focus groups were held with the seven participants who completed the program. Open-ended, semi-structured interviews were held 1 week and then 3 months post-intervention. A constant comparative method and thematic analysis were utilized to analyze the data.

RESULTS

Four themes were identified; (1) using mindfulness to calm down one's emotional response in the clinical setting; (2) awareness; (3) loving yourself; and (4) self-care. Nurses reported increased awareness and were able to use the technique of mindfulness practice during patient care.

CONCLUSION

The findings of this study validate the benefits of mindfulness for self-care. Nurses were able to utilize mindfulness while caring for patients in different settings and during difficult patient situations, including in Behavioral Health. Further research is needed longitudinally, to explore how mindfulness can be practiced and utilized to improve outcomes in patient care.

A study on work-family life imbalance among women administrators in UAE higher education institutions

The study explored the factors causing work-family imbalance among women administrators in higher education institutions in the UAE and how it affects their personal and organizational well-being. The research found that the existing literature doesn't give enough attention to the mismatch between women administrators' work and family goals. Furthermore, it provides little insight into the integration of work-family support systems. The study applied the Spillover theory to explain that women administrators face significant work-family imbalances that adversely impact their personal well-being and organizational effectiveness. The research also used Facilitation theory to examine how work-family support systems could reduce the adverse effects of work-family imbalances. The study surveyed 271 female administrators working in higher education institutions in the UAE. The findings, presented through structural equation modeling, showed that the demanding nature of research, teaching, and administrative work in higher education and women administrators' professional aspirations in socially demanding societies create work-life imbalance and work stress. The study proposed work-family support systems that could moderate the effect of work-family imbalances on work stress.

The impact of mindfulness on nurses' perceived professional benefits: the mediating roles of workplace spirituality and work-life balance

This study delves into the effects of mindfulness on workplace spirituality, work-life balance, and perceived professional benefits among nurses operating in the high-pressure environments of hospitals in Jiangxi Province, China. Utilizing a robust sample of 303 valid questionnaires and employing partial least squares (PLS) analysis, the research uncovers a significant positive relationship between mindfulness and workplace spirituality. Furthermore, it demonstrates how both workplace spirituality and work-life balance serve as crucial mediators in enhancing nurses' perception of their professional benefits. The findings illuminate the potential of mindfulness training in substantially elevating job satisfaction and reducing burnout among nurses. The study not only reinforces the value of mindfulness in the healthcare sector but also advocates for its integration into professional development programs and healthcare policies. By doing so, it aims to bolster the overall wellbeing and professional effectiveness of nurses facing the myriad challenges inherent in demanding healthcare environments. This study contributes to the growing discourse on mindfulness in occupational settings, highlighting its pivotal role in enhancing both the personal wellbeing and professional capabilities of healthcare professionals.

Comparing Web-Based and Blended Training for Coping With Challenges of Flexible Work Designs: Randomized Controlled Trial

BACKGROUND

Workers with flexible work designs (FWDs) face specific challenges, such as difficulties in detaching from work, setting boundaries between work and private life, and recovering from work.

OBJECTIVE

This study evaluated the effectiveness of an intervention in improving the recovery, work-life balance, and well-being of workers with FWDs compared with a waitlist control group. It also compares the effectiveness of a web-based training format and blended training format.

METHODS

In the web-based training format, participants individually completed 6 web-based modules and daily tasks over 6 weeks, learning self-regulation strategies to meet the particular challenges of FWDs. In the blended training format, participants attended 3 group sessions in addition to completing the 6 web-based modules. In a randomized controlled trial, participants were assigned to a web-based intervention group (196/575, 34.1%), blended intervention group (198/575, 34.4%), or waitlist control group (181/575, 31.5%). Study participants self-assessed their levels of primary outcomes (psychological detachment, satisfaction with work-life balance, and well-being) before the intervention, after the intervention, at a 4-week follow-up, and at a 6-month follow-up. The final sample included 373 participants (web-based intervention group: n=107, 28.7%; blended intervention group: n=129, 34.6%; and control group: n=137, 36.7%). Compliance was assessed as a secondary outcome.

RESULTS

The results of multilevel analyses were in line with our hypothesis that both training formats would improve psychological detachment, satisfaction with work-life balance, and well-being. We expected blended training to reinforce these effects, but blended training participants did not profit more from the intervention than web-based training participants. However, they reported to have had more social exchange, and blended training participants were more likely to adhere to the training.

CONCLUSIONS

Both web-based and blended training are effective tools for improving the recovery, work-life balance, and well-being of workers with FWDs. Group sessions can increase the likelihood of participants actively participating in web-based modules and exercises.

TRIAL REGISTRATION

German Clinical Trials Register DRKS00032721; https://drks.de/search/en/trial/DRKS00032721.

Effects of strain on boundary management: findings from a daily diary study and an experimental vignette study

Introduction

Transformations in the work-nonwork interface highlight the importance of effectively managing the boundaries between life domains. However, do the ways individuals manage the boundaries between work and nonwork life change from one day to the next? If so, which antecedents may explain these intra-individual fluctuations in boundary management? Drawing on boundary management, spillover, and resource theories, we investigate daily changes in segmentation preferences and integration enactments as a function of experiencing strain in work and nonwork life. Assuming that changes in segmentation preferences reflect an individual's strategy to regulate negative cross-role spillover, we suppose that strain increases individuals' segmentation preferences; at the same time, however, it could force individuals to enact more integration.

Methods

We test our assumptions with data from two studies with different methodological approaches. The first study uses a daily diary research design (Study 1, 425 participants with 3,238 daily observations) in which full-time professionals rated strain in work and nonwork life, segmentation preferences, and integration enactments every evening for 10 workdays. The second study uses an experimental vignette research design (Study 2, 181 participants), where we experimentally manipulated strain in work and nonwork life and investigated causal effects on participants' hypothetical segmentation preferences.

Results

The results of multilevel modeling analyses in Study 1 show that segmentation preferences and integration enactments fluctuate from day to day as a function of strain. More specifically, strain is related to preferring more segmentation but enacting more integration. Study 2 replicates the results of Study 1, showing that strain causally affects segmentation preferences.

Discussion

This two-study paper is one of the first to address daily fluctuations in segmentation preferences and integration enactments, extending our knowledge of temporal dynamics in boundary management. Furthermore, it demonstrates that strain is an antecedent of these daily fluctuations, offering starting points for practical interventions.

Validation of the Recovery Experience Questionnaire in a Lithuanian Healthcare Personnel

Healthcare workers (HCWs) often experience high levels of stress, anxiety, and depression due to high workloads and responsibilities in their professional activities. Therefore, recovery from work-related stress is highly important in HCWs. The Recovery Experience Questionnaire (REQ) is a 16-item self-reported measure covering four stress recovery domains: psychological detachment from work, relaxation, mastery, and control. The current study aimed to test the REQ's psychometric properties in a sample of Lithuanian HCWs. In total, 471 HCWs from various healthcare institutions participated in this study. Confirmatory factor analysis (CFA) was used to test the structure of the REQ. We also used the Brief Patient Health Questionnaire (PHQ-4) and the World Health Organization Psychological Well-Being Index (WHO-5) to assess the mental health of the study participants. The CFA analysis supported the correlated four-factor structure of the REQ. Furthermore, we found significant correlations between the levels of REQ and anxiety, depression, and well-being. We conclude that the REQ is a valid measure that could be a useful tool in research on HCWs' mental health. It could also be used in healthcare settings for the evaluation of well-being among healthcare staff.

Antecedents, outcomes and measurement of work related-cognition in non-work time: A multistudy report using the work-related rumination questionnaire in two languages

According to the perseverative cognition hypothesis, prolonged activation for example, via work-related rumination impairs recovery and thereby poses a risk to employee health. The extent to which gender, age, occupation or longitudinal stress exposure may alter work-related rumination is an ongoing debate. Whether group or longitudinal comparisons of work-related rumination are valid, however, has never been tested. In this multistudy report, we therefore investigated measurement invariance of the widely used Work-Related Rumination Questionnaire (WRRQ) across gender, age, occupation, and longitudinal measurements by performing secondary analyses of preexisting data on work-related rumination. We examined the psychometric properties of WRRQ measurements in two languages and expand knowledge about the nomological network of affective rumination, problem-solving pondering and detachment in relation to individual employee characteristics (e.g., personality, work engagement, commitment), job stressors (e.g., work intensity, decision latitude, social relations with colleagues and supervisors) and employee health outcomes (e.g., wellbeing, irritation, somatic symptoms). Multigroup confirmatory factor analyses showed partial scalar invariance of English and German WRRQ measurements and full scalar invariance across gender, age, occupation and over the period of 1 week (Study 1, n = 2,207). Correlation analyses supported criterion, convergent and discriminant validity of WRRQ measurements (Study 2, n = 4,002). These findings represent a prerequisite for comparisons of work-related cognition across groups and further the understanding of the antecedents and outcomes of different types of work-related cognition.

From sense of competence to work–life and life–work enhancements of medical doctors: Sen’s capability approach

Purpose

Drawing upon the capability approach, this study aims to investigate the impact of sense of competence on work–life and life–work enhancements. It also examines the mediating roles of mindfulness and flow at work in the above relationships.

Design/methodology/approach

A sample of 254 medical doctors in various hospitals in Vietnam was surveyed to validate the measures via confirmatory factor analysis and to test the model and hypotheses using structural equation modeling.

Findings

The results demonstrate that mindfulness and flow at work fully mediate the effects of sense of competence on both work–life and life–work enhancements, but sense of competence does not have any direct effect on both.

Originality/value

To the best of the authors’ knowledge, this study is among the first to examine the roles of sense of competence, mindfulness and flow at work in work–life and life–work enhancements, adding further insight into the literature on work–life balance. It also offers evidence for the capacity approach in explaining work–life and life–work enhancements in an emerging market, Vietnam.

Development and Validation of the Digital Life Balance (DLB) Scale: A Brand-New Measure for Both Harmonic and Disharmonic Use of ICTs

The use of new technologies and information communication technology services (ICTs) has greatly increased, especially after the COVID-19 pandemic, resulting in an irrevocable change in people's work-life balance (WLB). Despite the thriving literature on the dysfunctional use of new technologies, a functional use of ICTs also seems to be possible. Inspired by the theory of psychology of harmony and referring to behavioral addiction models and substance use models, we defined the construct of digital life balance to indicate a harmonic balance between digital life and real life. In this context, the imbalance between online and offline life may reflect a dysfunctional use of ICTs and can be seen as a process of disharmonization. With this perspective in mind, the aim of this study was to develop a dedicated measuring instrument that could capture both people's balanced and unbalanced use of ICTs. Through two cross-sectional studies (Study 1= 1473 participants; Study 2 = 953 participants), we validated the scale internally and externally. In line with the literature, Digital Life Balance scores appeared to be negatively associated with addiction measures and positively associated with well-being measures. In conclusion, the Digital Life Balance (DLB) Scale appears to be a reliable (ω = 0.89) and valid instrument to investigate people's harmonic and disharmonic use of ICTs.

From mindfulness to work engagement: The mediating roles of work meaningfulness, emotion regulation, and job competence

Drawing from the grounded theory of work engagement, this research aims to explore three essential yet previously unexamined pathways-work meaningfulness, emotion regulation, and job competence in simultaneously transmitting the effects of mindfulness training to employee experience of work engagement. We employed a six-wave quasi-experimental design and recruited 129 employees (77 from experimental group and 59 from control group) to participate in the quasi-experiment, and tested our simultaneous mediating models using the structural equation modeling. Results showed that mindfulness facilitated employees' work meaningfulness, emotion regulation, and job competence, which in turn enhanced employee work engagement. By doing so, we add to the mindfulness literature by showing that the three essential psychological states are important machanims that link mindfulness to work engagement. Practicially, this research reveals that mindfulness training is an effective tool to influence employees' psychological states (e.g., meaningfulness, competence), which ultimately develop their work engagement in the workplace.

The Key to Work-Life Balance is (Enriched) Job Design? Three-Way Interaction Effects with Formalization and Adaptive Personality Characteristics

The COVID-19 outbreak has blurred the boundaries between work and personal life, making the concept of work-life balance (WLB) even more important. Based on a three-source (employees, family members, and supervisors) sample (n = 436) of working professionals, we investigated the importance of enriched job design for employee WLB. In addition, on the basis of the job demand-control (JD-C) model, we examined whether organizationally imposed formalization and employees' individual adaptive personality traits (proactive personality and resilience) act as boundary conditions that strengthen this positive relationship. First, we conducted a supplementary analysis to investigate further which of the enriched job design characteristics play the most important role in our three-way interaction models predicting WLB. Then we discuss implications for theory and practice.

Family boundary permeability, difficulties detaching from work, and work-home conflict: what comes first during the lockdown?

The challenges posed by the urgent demand of the lockdown to start working from home and successfully manage work-family interface have also triggered the increased boundary permeability, difficulties detaching from work and work-home conflict. However, little is known about the temporal dynamics between these challenges, therefore more research-based data could facilitate not only a better understanding of the risks for employee well-being but also finding the best practices to counteract work-home conflict when working from home. Our study aimed to examine the direction of cross-lagged effects among family boundary permeability, psychological detachment, and work-home conflict in the context of the pandemic. In all, 375 employees participated in a two-wave study. We used structural equation modelling to test and compare several models that were deployed for describing the hypothesised temporal relationships. The results of our study revealed that psychological detachment predicted boundary permeability and work-family conflict four months later, but not vice versa. Thus, the ability to detach from work should not be considered a consequence of low family boundary permeability. Instead, it seems to serve as a strategy to keep work and non-work spheres separate, eventually, to avoid work-family conflict. As a result, practical efforts should focus on helping remote workers to detach from work when they are not working rather than on the prevention of boundary-blurring. Finally, the discussion of the results of the impact of both, the context of the pandemic and the nature of the mandatory transition to working from home is presented and practical guidelines on how organisations may help employees better manage the work and home interface in telework settings are offered.

Mindfulness practice improves managers’ job demands-resources, psychological detachment, work-nonwork boundary control, and work-life balance – a randomized controlled trial

Purpose

Contemporary workplaces undergo frequent reorganizations in order to stay competitive in a working life characterized by globalization, digitalization, economic uncertainty, and ever-increased complexity. Managers are in the frontline of these challenges, leading themselves, organizations and their employees in high stress environments. This raises questions on how to support managers’ work-life sustainability, which is crucial for organizational sustainability. Mindfulness has been related to enhanced capacities to cope with challenges that are associated with organizational change. The authors evaluated short- and long-term effects of an eight-week mindfulness-based intervention in a company setting, which was going through reorganization.

Design/methodology/approach

Forty managers (42.5% males), mean age 54.53 (SD 5.13), were randomized to the mindfulness intervention or a non-active wait-list control. Self-report data were provided on individual sustainability factors in a work context: job demands and resources, psychological detachment, i.e. possibilities for letting go of work-related thoughts during leisure, control over work-nonwork boundaries, work-life balance, and mindfulness at baseline, postintervention, and at 6-month follow-up.

Findings

Linear mixed models (LMMs) analysis (all ps < 0.005 to 0.05) showed that the intervention group had a larger decrease in job demands and a smaller decrease in job resources, a larger increase in psychological detachment, work-nonwork boundary control, work-life balance, and mindfulness from baseline to postintervention when compared with the reference group. These initial effects were sustained at 6-month follow-up.

Originality/value

The study provides evidence that mindfulness practice can enhance managers’ long-term capacity to cope with challenging working conditions, and increase their work-life sustainability in times of organizational change and disruption.

Physical activity always benefits employees, right? Examining the role of physical activity type, grit, stress, and career satisfaction

This study tests whether employee participation in different types of physical activity benefits employees' training stress and career satisfaction perceptions differently and if grit, as a psychological resource, mediates this relationship. In two samples, we assess whether (1) regular physical activity; or (2) exercise to reach a competitive goal have similar associations with employee outcomes. In study 1, we find no relationship between employee engagement in regular physical activity and the outcomes. Moreover, grit's consistency of effort mediates the physical activity – training stress relationship, exacerbating employees' training stress. In study 2, employee exercise reduces career satisfaction and increases training stress. Importantly, grit's perseverance dimension increases their career satisfaction, and the consistency of interest dimension lessens training stress. Thus, we find evidence that employee participation in different types of physical activity leads to divergent outcomes, and that grit as a mediator only benefits employees exercising for a competitive goal.

Job Demands and Resources, Mindfulness, and Burnout Among Delivery Drivers in China

The food and package delivery workforce in China has grown substantially in the past decade. However, delivery drivers face volatile and stressful work conditions, which can give rise to high turnover and burnout. Past research has indicated that job demands and resources (JD-R) significantly predict burnout. Scholars have also found evidence that mindfulness may be a protective factor against negative outcomes like burnout. Using data collected from 240 food and package delivery drivers in Beijing, China, we examined the effects of JD-R on burnout and whether these relations were moderated by mindfulness. Estimates produced by regression analyses indicated that job demands (JD) have significantly positive effects on burnout (β = 0.33), while job resources (JR) have a significant negative effect on burnout (β = −0.32). Mindfulness significantly moderated the effects of JD and JR on burnout (β = −1.64 and − 1.30, respectively). Results suggest that mindfulness is a protective factor for delivery drivers. Practice and policy implications are discussed.

Work-Time Control and Exhaustion: Internal Work-to-Home Interference and Internal Home-to-Work Interference as Mediators

Strong work-time control (WTC) has been linked to reduced employee exhaustion, with work-to-home interference as an underlying mechanism. In this study, we aimed to investigate the mediation effect of both directions of internal work–home interference, namely internal work-to-home interference (IWHI) and internal home-to-work interference (IHWI). The analysis is based on data from the 2015, 2017, and 2019 BAuA-Working Time Survey, a representative German panel study. Cross-lagged panel models were estimated separately for IWHI and IHWI, based on the balanced panel (n = 3390). We investigated the hypothesized indirect as well as potential direct, reversed, and reciprocal effects of the constructs. WTC had a small but significant indirect effect on exhaustion via IWHI. Contrary to assumptions, WTC positively affected IHWI. Unexpectedly, there was no significant effect of IHWI on exhaustion. Hence, only IWHI was identified to mediate WTC’s effect on exhaustion. This implies that WTC helps employees avoid exhaustion from psychological preoccupation with work during free time. In addition, analyses suggested reversed and reciprocal relationships between the investigated constructs. Further investigation is needed to explore the role of psychological preoccupation with private matters during work time in the context of WTC and employee well-being.

An Integrative Review on the Research Progress of Mindfulness and Its Implications at the Workplace

Mindfulness has rapidly become a significant subject area in many disciplines. Most of the work on mindfulness has focused on the perspective of health and healthcare professionals, but relatively less research is focused on the organizational outcomes at the workplace. This review presents a theoretical and practical trajectory of mindfulness by sequential integration of recent fragmented scholarly work on mindfulness at the workplace. The review showcases that most contemporary practical challenges in organizations, such as anxiety, stress, depression, creativity, motivation, leadership, relationships, teamwork, burnout, engagement, performance, well-being, and physical and psychological health, could be addressed successfully with the budding concept of mindfulness. The causative processes due to higher mindfulness that generate positive cognitive, emotional, physiological, and behavioral outcomes include focused attention, present moment awareness, non-judgmental acceptance, self-regulatory functions, lower mind wandering, lower habit automaticity, and self-determination. Employee mindfulness could be developed through various mindfulness interventions in order to improve different organizational requirements, such as psychological capital, emotional intelligence, prosocial behavior, in-role and extra-role performance, financial and economic performance, green performance, and well-being. Accordingly, this review would be beneficial to inspire academia and practitioners on the transformative potential of mindfulness in organizations for higher performance, well-being, and sustainability. Future research opportunities and directions to be addressed are also discussed.

Promoting recovery in daily life: study protocol for a randomized controlled trial

BACKGROUND

Work-related stress shows steadily increasing prevalence rates and has tangible consequences for individual workers, their organizations, and society as a whole. One mechanism that may help offset the negative outcomes of work-related stress on employees' well-being is recovery. Recovery refers to the experience of unwinding from one's job when not at work. However, employees who experience high levels of work-related stress and are thus particularly in need of recovery tend to struggle to switch-off. Due to the detrimental effects of this prolonged and sustained mental representation of job stressors, interventions promoting recovery may contribute to improvements in employees' mental health.

METHODS

In this randomized, waitlist controlled trial, we will investigate the effectiveness of two 6-week online training programs (cognitive behavioral and mindfulness-based). The sample will include employees working at least part-time during regular work hours. Besides the pre-post-follow-up assessments, the trial will include measurement bursts with the goal of examining the underlying mechanisms. We expect that both interventions will reduce work-related perseverative thinking (PT) compared with the waitlist control groups (primary outcome). Also, we expect that both interventions will result in similar improvements, but the underlying mechanisms will differ (process outcomes). In the cognitive-behavioral intervention group, we expect that the main mechanism responsible for lower PT levels will be an increase in recovery experiences across time. In the mindfulness-based group, we expect that the main mechanism responsible for lower PT levels will be an increase in facets of mindfulness across time.

DISCUSSION

In the present study, we will investigate mechanisms underlying assumed changes in work-related PT in great detail. Besides evaluating the overall effectiveness of the two interventions in terms of pre-post-follow-up changes, we will look at the underlying processes at different levels-that is, within days, within weeks, across weeks, and between individuals. Accordingly, our study will offer a fine-grained approach to investigating potential determinants, mediators, and moderators of the processes that may, in the end, be responsible for work-related strain. From a public health perspective, if effective, the online training programs may offer valuable, low-threshold, and low-intensity interventions for a broad range of occupations. Trial registration German Clinical Trials Registration: DRKS00024933. Registered prospectively 7 April 2021. https://www.drks.de/drks_web/navigate.do?navigationId=trial.HTML&TRIAL_ID=DRKS00024933.

Having to Work from Home: Basic Needs, Well-Being, and Motivation

During the COVID-19 pandemic, many employees were asked to start working from home for an extended time. The current study investigated how well employees worked and felt in this novel situation by following n = 199 German employees-56% of them female, 24% with childcare duties-over the course of two working weeks in which they reported once daily on their well-being (PANAS-20, detachment) and motivation (work engagement, flow). Participants reported on organizational and personal resources (emotional exhaustion, emotion regulation, segmentation preference, role clarity, job control, social support). Importantly, they indicated how well their work-related basic needs, i.e., autonomy, competence, and relatedness, were met when working from home and how these needs had been met in the office. Multilevel models of growth showed that work engagement, flow, affect and detachment were on average positive and improving over the two weeks in study. Higher competence need satisfaction predicted better daily work engagement, flow, and affect. In a network model, we explored associations and dynamics between daily variables. Overall, the results suggest that people adapted well to the novel situation, with their motivation and well-being indicators showing adequate levels and increasing trajectories. Avenues for improving work from home are job control and social support.