Need satisfaction in daily well-being: Both social and solitude contexts contribute to well-being

Daily need satisfaction for relatedness (social connection), autonomy (volitional self-congruent action), and competence (self-efficacy) fosters well-being, but those findings primarily reflect experiences during social interactions. A three-week daily diary study (N = 178) explored psychological need satisfaction in two key everyday contexts: solitude and social. Holding constant the benefits of need-satisfying social contexts, autonomy satisfaction during solitude was key to peaceful affect, whereas competence satisfaction during solitude contributed to lower loneliness; both psychological needs in solitude contributed to evaluating the day as more satisfying. Relatedness-deficiency in solitude did not contribute to loneliness; instead, those who were relatedness-deficient in social interactions felt lonely. Further, need satisfaction in solitude compensated for deficient needs in social contexts, reducing loneliness (autonomy and relatedness) and increasing day satisfaction (all needs) when social contexts failed to satisfy needs. Findings suggest daily solitude can shape daily well-being and further attention is needed to understand and ultimately improve everyday solitude.

Conceptualizing Sexual Pleasure at Home as a Work-Related Stress Recovery Activity

Job stress is pervasive in today's workforce and has negative implications for employees' mental and physical well-being and job performance. Recovery activities outside of work can reduce strain and improve work outcomes; however, little is known about pleasurable intimate recovery experiences and their influence on work outcomes, even though these experiences are important parts of most people's lives outside of work. The present study examined sexual activity that is shared either with a relationship partner or oneself (masturbation) and how pleasure specifically predicts well-being and work outcomes to induce recovery. Results suggest that pleasurable sexual activity, with a partner or alone, is related to perceived recovery from work stress, job satisfaction, work engagement, and life satisfaction. Moreover, perceived recovery from work mediated the relationship between pleasurable sex and work outcomes. Gender moderated this relationship such that pleasurable sex was a stronger predictor of recovery for women (compared to men) in the context of sex within committed relationship partners (but not masturbation). Theoretical and practical implications are discussed.

Towards a context-specific approach to understanding lawyers' well-being: a synthesis review and future research agenda

Legal sector organisations face mounting pressure to protect and promote lawyers' well-being. However, knowledge is fragmented, hindering research and practice development. Our review investigated current conceptual understanding and empirical evidence of contextual influences. We systematically mapped the global scholarly and grey literature published since 1970, reviewing 145 relevant publications. Lawyers' well-being is conceptualised primarily as ill-being, despite well-being's positive facets. Empirical consideration of work context is mostly absent, though we deduce a focus on large commercial law firm practice and public service/legal aid. Our explanatory synthesis is abductive, coalescing Bourdieu's concepts of field and habitus with Hobfoll's conservation of resources theory to explain how context influences lawyers' well-being via distinct resource losses. We urge theoretical development to elucidate the role of context and theory-driven research on the cumulative effects of resource loss and gain. Recommendations for practice include a renewed focus on job design and line management upskilling.

I feel the need – the need for speed! Unreasonable tasks, work pace, psychological detachment and emotional exhaustion

Purpose

At the dawn of a new decade, as ever more corporations are pursuing sustainable working conditions and advocating employee well-being, employees are increasingly tending to feel fatigued and drained by their work, which compromises their performance. Drawing on the job demands–resources model and social acceleration debate, the authors test a moderated mediation model. Specifically, the authors hypothesise that unreasonable tasks raise perceptions of emotional exhaustion when the pace of work is increased and investigate the moderating role of psychological detachment.

Design/methodology/approach

This study used a sample of 245 employees from Europe, all knowledge workers, to test the hypotheses.

Findings

Apart from unreasonable tasks being directly related with emotional exhaustion, this relationship was mediated by the perceived work pace. In addition, the authors establish psychological detachment as a relevant moderator for the mediating effect.

Practical implications

Managers and HR practitioners are equipped with a better understanding of the effects of an increasing speed of work, the conditions leading to it and the individual and organizational resources that may help to create healthy and meaningful job positions, which facilitate employee efficiency.

Originality/value

Our study expands the literature on contemporary stressors and adds to what is known about the ‘dark side’ of job demands that affect the organizational bottom-line, as well as the resource-based mechanism that can buffer the negative effects.

The relationship between leisure-time physical activity and job satisfaction: A dynamic panel data approach

OBJECTIVE

Previous research has documented a positive effect of leisure-time physical activity (LTPA) on life satisfaction. The relationship between physical activity and the specific domain of job satisfaction is, however, relatively unknown. This study aims to investigate the effects of different frequency levels of LTPA on self-reported job satisfaction and specifically focuses on the two mechanisms of health and recovery from work stress.

METHODS

Using data from the German Socio-Economic Panel (2001-2019), fixed effects and dynamic panel data regression models are estimated to address the problems of unobserved heterogeneity and reverse causality. A mediation and sub-sample analysis shed light on the role of health and work stress.

RESULTS

The results reveal that weekly LTPA has a positive effect on job satisfaction and that health represents a channel yielding those benefits. The effect appears to be moderated by work stress. Further, the analysis reveals the importance of considering unobserved heterogeneity and reverse causality when studying this relationship.

CONCLUSION

The findings indicate a positive relationship between regular LTPA and job satisfaction and add plausible causal evidence to the limited literature in this context. The findings yield implications for employers and employees.

What will you do with all that time? Changes in leisure activities after retirement are determined by age-related self-views and preparation

Retirement is a normative life transition that liberates the individual from the external obligations of employment, being a catalyzer of leisure activity engagement. However, the individual's motivations to engage in leisure activities in the time that is gained after retirement may depend on their future self-views (i.e., views of their own ageing) as well as on their levels of preparation for age-related changes. In this study, therefore, we aim to examine longitudinal changes in levels of engagement in leisure activities that occur around the age of retirement as being influenced by views on ageing and preparation for old age. The sample consisted of 451 persons aged 50-65 years at baseline who participated in the Ageing as Future study at two time points 5 years apart. Participants were split in three age-matched groups: recently retired (in between baseline and follow-up), already retired (at baseline), and individuals who were still working (at follow-up). Findings indicated that changes in levels of leisure differed between groups. Compared to both already retired and still working participants, recently retired participants increased their levels of engagement in leisure activities. Positive views on ageing in the leisure domain (at baseline) predicted subsequent increases in activity levels but group and levels of preparation qualified this effect. A combination of positive views on ageing and preparation for age-related changes is needed for one to make use of the time that is gained with retirement, highlighting their role as determinants of behavior in response to normative life events in later life.

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.

Benefits of psychological detachment from work in a digital era: How do job stressors and personal strategies interplay with individual vulnerabilities?

This study examined how individual strategies (boundary creation around information and communication technology; ICT) and job stressors (work-related extended availability) relate to psychological detachment, and how the latter associates with employees' behaviors (presenteeism) and attitudes (family life satisfaction). This research also explored the moderating role of performance-based self-esteem in these relationships. Questionnaire surveys were collected among 321 teachers in Sample 1 and 283 workers in Sample 2. Results from Sample 1 revealed that boundary creation surrounding ICT was positively linked to psychological detachment but only among employees with low performance-based self-esteem. Results from Sample 2 indicated that work-related extended availability negatively related to psychological detachment but only among employees with high performance-based self-esteem. In addition, psychological detachment was associated with lower levels of presenteeism (Samples 1 and 2) and higher levels of family-life satisfaction (Sample 2). More generally, these results confirm performance-based self-esteem to be a maladaptive individual characteristic, adding up to a negative cycle of stressors to decrease psychological detachment, in turn leading to maladaptive functioning.

The Power of Listening at Work

Listening is associated with and a likely cause of desired organizational outcomes in numerous areas, including job performance, leadership, quality of relationships (e.g., trust), job knowledge, job attitudes, and well-being. To advance understanding of the powerful effects of listening on organizational outcomes, we review the construct of listening, its measurement and experimental manipulations, and its outcomes, antecedents, and moderators. We suggest that listening is a dyadic phenomenon that benefits both the listener and the speaker, including supervisor-subordinate and salesperson-customer dyads. To explain previous findings and generate novel and testable hypotheses, we propose the episodic listening theory: listening can lead to a fleeting state of togetherness, in which dyad members undergo a mutual creative thought process. This process yields clarity, facilitates the generation of novel plans, increases well-being, and strengthens attachment to the conversation partner.

In the Shadows of Cancer. Leisure and Subjective Wellbeing of Breast and Ovarian Cancer Patients in Honduras, Nicaragua and Portugal

In contemporary societies, a significant proportion of women will be affected by breast or ovarian cancer over the course of their lives. Dealing with illness is known to impact profoundly on the general quality of life of women, but this assessment is usually made in clinical terms, and less attention is given to the social determinants of quality of life for cancer patients, and to the implications of cancer for their subjective wellbeing. In this article, we specifically discuss the impact of being engaged in a leisure activity for the subjective wellbeing of women experiencing breast or ovarian cancer. Based on an exploratory comparative study among Honduras, Nicaragua and Portugal, we analyze the influence of leisure engagement, country of residence, treatment and social support for the subjective wellbeing of women dealing with cancer, proposing a discussion on the intersections of wellbeing, leisure and illness. The research was supported by a survey applied to 128 women diagnosed with breast and ovarian cancer. Significant relationships were found amongst subjective wellbeing, leisure engagement, country and support from patients’ associations. Results highlight the need to consider the effects of leisure among cancer patients, and the importance of institutionalized support to improve their quality of life.

Drammatic breaks: Break recovery experiences as mediators between job demands and affect in the afternoon and evening

The present study focused on within-workday recovery, which has received less scholarly attention than has recovery outside work. We examined six break recovery experiences (detachment, relaxation, autonomy, mastery, meaning and affiliation) as possible mediators between daily emotional job demands, positive and negative affect both in the afternoon and in the evening. We conducted a one-work week diary study (N = 107) among Finnish schoolteachers with three daily measurements per workday. Most participants (88%) were women, and the average age was 50 years. The data were analysed with multilevel path modelling. Regarding daily afternoon affect, both low break detachment and low break meaning mediated the relationship between high daily emotional demands and low afternoon positive affect and high afternoon negative affect. Regarding daily evening affect, only low break meaning mediated the relationship between high daily emotional demands and low evening positive affect. In addition, afternoon positive and negative affect did mediate the relationships between break detachment and meaning and positive and negative evening affect. Our findings offer new insights into the interplay of daily job demands, break recovery experiences and affective well-being. Despite detachment, meaning, which has received limited research attention as a recovery experience, seems to play an important role in within-workday recovery. Our study also suggests that successful break recovery can benefit employees' affective well-being in the evening.

Development and validation of Work-Related Activities during Non-Work Time Scale (WANTS) for doctors

Work-related activities during non-work time may influence the intershift recovery of post-work fatigue. Currently there is no valid and reliable scale available to measure the frequency for such activities among doctors. Therefore, this study aims to develop and validate 'Work-Related Activities during Non-Work Time Scale' (WANTS) that measure the frequency of work-related activities during non-work time for doctors. This was a scale development and validation study among doctors involving item generation, content and construct validation, and reliability assessment. 23-item seven-point Likert-type scale was developed through deductive (literature search) and inductive (interview with source population, authors' experiences, and expert opinion) methods. The content-validated scale was pre-tested, and the improved scale was subsequently administered to randomly-selected 460 doctors working at public hospital setting. Response rate was 77.76% (n = 382). Initial exploratory factor analysis (EFA) with principal axis factoring (PAF) using varimax rotation revealed unstable six-factor structure consisting of 17 variables; thus, we tested one- to six-factor model, and found that four-factor model is the most stable. Further analysis with principal component analysis (PCA) with a single component on each factor found that 17-variables four-factor model is stable. These factors were labelled as 'work-related thought', 'work-to-home conversation', 'task spillover' and 'superior-subordinate communication'. It showed good internal consistency with overall alpha value of 0.837. The scale is thus valid and reliable for measuring the frequency of each construct of work-related activities during non-work time among doctors.

Capabilities of Corporate Volunteering in Strengthening Social Capital

Corporate volunteering is becoming increasingly popular among the ways that companies manifest their social responsibility. Its popularity is due to the variety of benefits it brings to all parties. Among other things, it is capable of strengthening social capital, although specific phenomena and processes related to this remain largely unexplored. The aim of the paper is to identify how the frequency and intensity of contacts between volunteers and beneficiaries affect social capital building. The empirical study was based on a qualitative research approach and conducted in the form of individual semi-structured interviews with employees responsible for corporate volunteering in their companies. The results of the study suggest that corporate volunteering strengthens social capital regardless of the extent to which volunteers have contact with the beneficiaries of their volunteering work. However, the frequency and intensity of this contact may affect specific dimensions of social capital, leading to the strengthening of bonding social capital and/or bridging social capital.

Transformational leadership behaviours of women in a socially dynamic environment

Purpose

This paper aims to provide insights into the female transformational leadership behaviours within a socially dynamic environment. Research was conducted in the State of Qatar, a country that is going through a rapid social change.

Design/methodology/approach

The research framework was based on the transformational leadership framework (TLF) initially proposed by Burns (1978) and further developed by Bass (1985). A respondent set, consisting of 25 Qatari female managers, was taken from the largest public university in the State of Qatar. In-depth interviews were the main source of collected data. The data were analysed using NVivo 11.

Findings

Predominantly, Qatari female leadership behaviours were reflective of transformational leadership. In their dealings, Qatari female managers displayed motherly instincts, encouraged open communication, used relationship adaptations and used trust. From time to time, Qatari female managers displayed non-transformational leadership behaviours. This occasional leadership style switch was part of behavioural flexibility that was required in a mixed age, mixed gender, mixed experience and mixed nationalities work environment. The key reason for the change in transformational leadership approach came as a reaction to subordinates’ attitude. In particular, the male-dominated work environment required behavioural adjustments (such as being more assertive and autocratic) to deal with masculine subordinates.

Research limitations/implications

A range of respondent perceptions were related to defining leadership. There was some overlapping between the tested determinants. For example, idealised influence and individualised consideration shared a degree of similarity in terms of how they were perceived.

Social implications

Socially dynamic environment should be seen as an opportunity for female transformational leadership development. Social dynamism may result in an evolved TLF that could be more appropriate for Qatari organisations. Hence, experience and problem sharing between Qatari female managers may help in developing a socially and culturally fitting transformational leadership model.

Originality/value

The study presented a perspective of a socially dynamic environment where women were practicing transformational leadership primarily through behavioural flexibility and change management. The study suggests an extended version of TLF that would be more suitable for female leadership within a socially dynamic environment.

The Relationship Between Psychological Detachment and Employee Well-Being: The Mediating Effect of Self-Discrepant Time Allocation at Work

Although research has demonstrated the benefit of psychological detachment for employee well-being, the explanatory mechanisms related to work behaviors underlying this effect remain underdeveloped. Addressing this research gap, we consider self-discrepant time allocation (preferred–actual allocation) as a mediating mechanism through which psychological detachment affects employee well-being. We hypothesize that psychological detachment is associated with self-discrepant time allocation at work. Specifically, we suggest that employees with low detachment tend to allocate more time than preferred to work activities that demand fewer self-regulatory resources and allocate less time than preferred to activities demanding greater self-regulatory resources. These self-discrepant time allocations at work are associated with employee well-being. Polynomial regression analysis and response surface methodology were used to test the hypotheses. The results, based on a sample of 390 faculty members from 19 universities, showed that, when psychological detachment during weekends is low and self-regulatory resources are insufficient, employees will allocate less time than preferred to work activities that require more self-regulatory resources (i.e., researching activities) during the subsequent work period. Instead, employees tend to allocate more time to activities that require less resources (i.e., teaching activities). These discrepancies between actual and preferred time allocation for work activities, in turn, negatively affect employee well-being and mediate the relationship between psychological detachment and employee well-being.

Corporate Volunteering: Relationship to Job Resources and Work Engagement

Employers are increasingly including volunteer activities in their social responsibility programs. At companies at which this is done in a planned manner, we can speak of the development of a corporate volunteering, which correlates with numerous positive psychological outcomes at both the individual and the organizational level. The aim of the study was to investigate the relationship between the corporate volunteering programs and job characteristics, connected with work engagement. In our study we were interested in identifying the role of the corporate volunteering in the evaluation of job resources and work engagement. The study included 274 employees from 15 Slovenian companies, of whom 62% participate in their organizations' volunteer activities. They filled out the Job demands and resources questionnaire, the Utrecht Work Engagement Scale (UWES-17) and a scale for measuring the corporate volunteering climate. The results indicate that the carrying out of volunteer activities correlates with the perception of the corporate volunteering climate. Employees whose employers implement volunteering programs are more engaged and report higher levels of both autonomy and support from their co-workers and supervisors. Theoretical and practical implications are discussed.

Work Engagement: Investigating the Role of Transformational Leadership, Job Resources, and Recovery

While the relationship between job resources and engagement has been well established, a greater understanding of the upstream factors that shape job resources is required to develop strategies to promote work engagement. The current study addresses this need by exploring transformational leadership as an upstream job resource, and the moderating role of recovery experiences. It was hypothesized that job resources would mediate the relationship between transformational leadership and engagement. Recovery experiences were expected to moderate the relationship between resources and engagement. A sample of 277 employees from a variety of organizations and industries was obtained. Analysis showed direct relationships between: transformational leadership and engagement, and transformational leadership and job resources. Mediation analysis using bootstrapping found a significant indirect path between transformational leadership and engagement via job resources. Recovery experiences did not significantly moderate the relationship between job resources and engagement. To date, the majority of published literature on recovery has focused on job demands; hence the nonsignificant result offers insight of a potentially more complex relationship for recovery with resources and engagement. Overall, the current study extends the JD-R model and provides evidence for broadening the model to include upstream organizational variables such as transformational leadership.

Ovsiankina's Great Relief: How Supplemental Work during the Weekend May Contribute to Recovery in the Face of Unfinished Tasks

Unfinished tasks have been identified as a significant job stressor that impairs employee recovery after work. Classic experimental research by Ovsiankina has shown that people tend to resume yet unfinished tasks to satisfy their need for closure. We apply this notion to current working life and examine supplemental work after hours as a means to achieve peace of mind. We investigate how progress towards goal accomplishment through supplemental work may facilitate recovery in terms of psychological detachment, relaxation, autonomy, and mastery experiences. We conducted a week-level diary study among 83 employees over a period of 14 consecutive weeks, which yielded 575 observations in total and 214 matched observations of unfinished tasks, supplemental work during the weekend, progress, and recovery experiences. Unfinished tasks were assessed on Friday. Supplemental work and recovery experiences were assessed on Monday. Multilevel modeling analyses provide evidence that unfinished tasks at the end of the work week are associated with lower levels of detachment at the intraindividual level, tend to relate to lower relaxation, but are unrelated to autonomy and mastery. Progress towards finishing tasks during the weekend alleviates the detrimental effects of unfinished tasks on both kinds of recovery experiences. Supplemental work is negatively linked to detachment, but largely unrelated to the other recovery experiences.

Erholt und engagiert am Arbeitsplatz – mentales Abschalten nach der Arbeit als Mediator zwischen Servant Leadership und freiwilligem Arbeitsengagement

Die kognitive Distanzierung von Arbeitsinhalten wahrend der arbeitsfreien Zeit ( psychological detachment) stellt einen wichtigen Faktor für Erholung, Wohlbefinden und andauernde Leistungsfähigkeit von Beschäftigten dar. Die Antezedenzien von mentalem Abschalten nach der Arbeit sind jedoch bisweilen nur unzureichend untersucht worden; dies gilt insbesondere für Variablen im unmittelbaren Arbeitsumfeld von Mitarbeitern. Was können Organisationen tun, um das mentale Abschalten ihrer Mitarbeiter in der Freizeit zu fordern? Basierend auf einer Kombination aus dem Stressor–Detachment Model und der Theorie der Ressourcenerhaltung gehen wir davon aus, dass Servant Leadership als Prädiktor von mentalem Abschalten nach der Arbeit betrachtet werden kann, welches sich wiederum positiv auf freiwilliges Arbeitsengagement (Organizational Citizenship Behavior), auswirkt. Die Hypothesen testen wir mittels Querschnittsdesign mit N = 121 Mitarbeitern eines Technologiekonzerns. Es werden Zeitintervalle zwischen den Erhebungszeitpunkten sowie Fremdbeurteilungen eingesetzt, um das Risiko von Methodenverzerrung zu minimieren. Die Ergebnisse eines Strukturgleichungsmodells zeigen hypothesenkonform, dass mentales Abschalten nach der Arbeit den Zusammenhang zwischen Servant Leadership und freiwilligem Arbeitsengagement teilweise mediiert. Implikationen für die Praxis und Ansatzpunkte für zukünftige Forschungsarbeiten werden diskutiert.

A Meta-Analysis on Antecedents and Outcomes of Detachment from Work

Detachment from work has been proposed as an important non-work experience helping employees to recover from work demands. This meta-analysis (86 publications, k = 91 independent study samples, N = 38,124 employees) examined core antecedents and outcomes of detachment in employee samples. With regard to outcomes, results indicated average positive correlations between detachment and self-reported mental (i.e., less exhaustion, higher life satisfaction, more well-being, better sleep) and physical (i.e., lower physical discomfort) health, state well-being (i.e., less fatigue, higher positive affect, more intensive state of recovery), and task performance (small to medium sized effects). However, average relationships between detachment and physiological stress indicators and work motivation were not significant while associations with contextual performance and creativity were significant, but negative. Concerning work characteristics, as expected, job demands were negatively related and job resources were positively related to detachment (small sized effects). Further, analyses revealed that person characteristics such as negative affectivity/neuroticism (small sized effect) and heavy work investment (medium sized effect) were negatively related to detachment whereas detachment and demographic variables (i.e., age and gender) were not related. Moreover, we found a medium sized average negative relationship between engagement in work-related activities during non-work time and detachment. For most of the examined relationships heterogeneity of effect sizes was moderate to high. We identified study design, samples' gender distribution, and affective valence of work-related thoughts as moderators for some of these aforementioned relationships. The results of this meta-analysis point to detachment as a non-work (recovery) experience that is influenced by work-related and personal characteristics which in turn is relevant for a range of employee outcomes.

Busy yet socially engaged: volunteering, work-life balance, and health in the working population

OBJECTIVE

To understand the relationship between volunteering and health in the overlooked yet highly engaged working population, adopting a contextualizing balance approach. We hypothesize that volunteering may function as a psychosocial resource, contributing to work-life balance and, ultimately, health.

METHODS

A total of 746 Swiss workers participated in an online survey; 35% (N = 264) were additionally volunteers in a nonprofit organization. We assessed volunteering, work-life balance perceptions, paid job demands, and resources and health outcomes.

RESULTS

After controlling for job characteristics, volunteering was associated with less work-life conflict, burnout and stress, and better positive mental health. Results further revealed that balance perceptions partly explained the relationship between volunteering and health.

CONCLUSIONS

Volunteering, albeit energy and time-consuming, may contribute to a greater sense of balance for people in the workforce, which might, in turn, positively influence health.

Need satisfaction during free evening hours: examining its role in daily recovery

The present study aimed to shed light on the role of satisfaction of the three basic psychological needs for autonomy, relatedness and competence in the recovery process during free evening hours. We examined to what extent (1) need satisfaction during free evening hours contributed to employees' recovery status before bedtime and (2) employees' recovery status at the end of the workday affected their subsequent need satisfaction. Vigour and (low) anxiety were included as indicators of recovery. Data were collected by means of a 5-day daily diary study (two measurements daily: at the end of the workday and before bedtime) among 64 participants. Multilevel analyses showed that need satisfaction during free evening hours was related to an improved recovery status (i.e. increased levels of vigour and decreased levels of anxiety) before bedtime. Furthermore, results showed that employees with a lower recovery status at the end of their workday reported less need satisfaction during the subsequent free evening. With these results, it can be concluded that employees who would benefit the most from satisfaction of their basic psychological needs have the least resources available to actually achieve this satisfaction.

Vacation effects on behaviour, cognition and emotions of compulsive and non-compulsive workers: do obsessive workers go 'cold turkey'?

Compulsive workers often face psychological and physical health disturbances because of working long hours and an obsessive preoccupation with work during off-job time. Prolonged respite episodes may either relief these employees from their daily stressors to recover or trigger withdrawal symptoms. Our research question was as follows: How do (1) work hours, (2) rumination and (3) affective well-being unfold for compulsive workers compared with non-compulsive workers across long vacations? In a longitudinal field study, work hours, rumination and affective well-being were assessed in 54 employees 2 weeks before, during and in the first, second and fourth week after a long summer vacation. Working compulsively was assessed 3 weeks before vacation. Work hours decreased during and increased after vacation. Levels of rumination dropped during vacation and remained below baseline until 2 weeks after vacation. Initial differences in rumination between obsessive and non-obsessive workers disappeared during and directly after vacation. Affective well-being rose during vacation and returned to baseline directly after vacation. Increases in affective well-being during vacation as well as decreases after vacation were greater in obsessive workers than in non-obsessive workers. Vacations seem to temporarily offset characteristic differences between obsessive and non-obsessive workers, decrease rumination and improve affective well-being.

Psychological Detachment From Work During Leisure Time

Psychological detachment from work during leisure time refers to a state in which people mentally disconnect from work and do not think about job-related issues when they are away from their job. Empirical research has shown that employees who experience more detachment from work during off-hours are more satisfied with their lives and experience fewer symptoms of psychological strain, without being less engaged while at work. Studies have demonstrated that fluctuations in individuals’ psychological detachment from work can explain fluctuations in their affective states, and have identified positive relations between detachment from work during off-hours and job performance. Trait negative affectivity, high involvement in one’s job, job stressors, and poor environmental conditions are negatively related to psychological detachment from work during off-job time.