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Background: Compressed schedules, where workers perform longer daily hours to enjoy additional days off, are increasingly promoted as a workplace well-being intervention. Nevertheless, their implications for work-related well-being outcomes, such as recovery from work and burnout risk, are understudied. This gap leaves employers with little evidence on whether and how the arrangement contributes to workplace well-being. Methods: IKEA Belgium offered its employees the option to enter compressed schedules in the aftermath of a national labour reform aimed at improving well-being and reducing burnout. We collected data on psychological detachment from work, work-related exhaustion, and burnout risk in four waves before and after implementation. We used mixed-effects growth models to estimate the within-subjects changes in these three domains, and two-way fixed effects models to compare changes with those from a non-treated comparison group. Results: Workers experienced increased psychological detachment from work in compressed schedules, yet we saw no decrease in work-related exhaustion or burnout risk. While between-subjects analyses confirm that the increase in psychological detachment is related to treatment, they also hint that this association may fade out during summer when all workers take more extended breaks from work. Conclusions: While workers in compressed schedules may mentally switch off from work more effectively, this does not translate into decreased burnout risk scores. Consistent with theoretical expectations, policymakers and employers should be cautious in assuming that the arrangements significantly reduce burnout. [ABSTRACT FROM AUTHOR]

Segmentation of work from nonwork life is widely presented as desirable to maximize recovery from work. Yet it involves effort which may reduce its positive effects. We present a dual‐process model of segmentation based on integrating boundary theory and self‐regulation theory that shows how creating and maintaining boundaries can have both positive and negative effects. Segmentation allows individuals not only to psychological detach from work, thereby reducing work–nonwork conflict, but can also deplete an individual's momentary capacity for state self‐control, increasing work–nonwork conflict. We tested our model with two studies: a weekly diary study with a sample of 436 individuals and a daily diary study with data collected at two time points each day from 162 participants. Using a Bayesian approach, we find some support for our hypothesized dual pathways. In both studies, psychological detachment mediated a negative relationship between segmentation and work–nonwork conflict. In the daily study, self‐control capacity mediated a positive relationship between segmentation and work–nonwork conflict, but this effect was present only when individuals worked onsite and not when working at home. This article contributes towards understanding the mechanisms explaining the relationship between segmentation and work–nonwork conflict and underscores the importance of self‐regulation in this process. [ABSTRACT FROM AUTHOR]

Practicums allow student teachers to gain teaching experience, yet little research exists assessing the impact of recovery and supervisors' feedback and reflection on students' well-being during this phase. Based on the Job-Demands-Resources-Recovery model, this study investigated the mediating role of recovery in terms of psychological detachment in the relationship between workload and emotional exhaustion in student teachers during their practicum. Additionally, the impact of supervisors' feedback and reflexion on psychological detachment was assessed. A structural equation modelling analysis with the data of 276 student teachers revealed that workload was positively related to emotional exhaustion and this relationship was mediated by psychological detachment. Feedback and reflection were negatively related to psychological detachment and, through this path, negatively affected emotional exhaustion. Hence, experiencing psychological detachment might be crucial in preventing early dropouts due to reduced mental health among student teachers. Methodological perspectives to consider the content of thinking about work are discussed. [ABSTRACT FROM AUTHOR]

Aims Background Methods Results Conclusion Implications for nursing and nursing policy To assess the relationships in nursing teamwork, psychological detachment from work during nonwork time, and burnout, and the mediating effect of psychological detachment on the relationship between nursing teamwork and burnout.Nurse burnout has serious implications for nurses’ health and performance and the overall functioning of their organizations. Evidence on the relationships between nursing teamwork, psychological detachment, and nurse burnout is limited. This study adds to the international body of knowledge by examining the interplay between nursing teamwork, psychological detachment, and burnout in nurses, a topic of global relevance.This cross‐sectional study used survey data collected in May 2021 from 1115 Korean hospital nurses. The measurements included the Nursing Teamwork Survey, a subscale of the Recovery Experience Questionnaire, and the Copenhagen Burnout Inventory. We performed mediation analysis using PROCESS Macro based on 5000 bootstrapped samples to estimate the indirect effect of nursing teamwork.Nurses in units with stronger teamwork were more likely to report being psychologically detached from work during nonwork time. Nurses who distanced themselves from work‐related thoughts during nonwork time reported lower personal, work‐related, and patient‐related burnout. Nursing teamwork had significant indirect effects on each burnout outcome through psychological detachment.By providing empirical evidence on the associations between nursing teamwork, psychological detachment, and burnout, this study enriches the international discourse on nurse burnout and the benefits of psychological detachment. Enhanced nursing teamwork can facilitate nurses’ mental distance from work during nonwork time, thereby reducing burnout.Organizational efforts to manage nurse burnout can include increasing nursing teamwork among nurses and improving nurses’ psychological detachment during nonwork hours. Interventions should include improving nursing teamwork and developing a supportive and collaborative unit culture. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to explore the boundary conditions of the relationship between challenge-hindrance stressors and innovative work behavior via task crafting and psychological detachment. Design/methodology/approach: The data were collected from 238 questionnaires in five technology R&D enterprises in Tianjin, China. The paper utilized structural equation modeling and cross-sectional design to test hypotheses by AMOS and examined the mediating and moderating effects using the bootstrapping method by SPSS. Findings: Challenge stressors indirectly improved innovative work behavior via task crafting, while hindrance stressors did not affect task crafting or innovative work behavior. Psychological detachment moderated the relationship between challenge stressors and innovative work behavior. When psychological detachment was high, innovative work behavior did not change regardless of challenge stressors. When psychological detachment was low, innovative work behavior increased with the increase of challenge stressors. Originality/value: The study explains the link mechanism between stressors and innovative work behavior. It enriches the research on psychological detachment as a moderator and provides a new frame for enterprises to develop employees' innovation. [ABSTRACT FROM AUTHOR]

Instrumental help and support in the workplace are mostly associated with outcomes that are considered desirable for organisations and their employees. In this study, we seek to shed light on a specific type of help at work that may entail negative consequences: being offered help that is not wanted by the recipient. Drawing on basic psychological needs theory and on theory of ruminative thoughts, we propose that offering unwanted help frustrates the recipient's psychological needs for autonomy and competence, which in turn affects after‐work recovery processes in the form of increased rumination and decreased psychological detachment. Supporting our hypotheses, a cross‐sectional survey study (Study 1, N = 279) revealed that employees who were offered unwanted help from coworkers or supervisors experienced higher frustration in need for competence and autonomy, which in turn was associated with higher rumination after work and less psychological detachment from work. Results from a time‐lagged survey with two measurement points 2 weeks apart (Study 2, N = 165) showed that being offered unwanted help was concurrently related to increased competence and autonomy frustration, of which only autonomy frustration later translated into higher after‐work rumination and ultimately lower psychological detachment from work. Our findings suggest that needs frustration provides a promising approach to investigate and explain potentially detrimental effects of unwanted help at work on after‐work recovery processes. [ABSTRACT FROM AUTHOR]

Entrepreneur coaches face increased well-being challenges due to their demanding roles. However, they also often report experiencing flow – an immersive, enjoyable state of intense focus that positively affects well-being. In this qualitative study of 20 self-employed career, executive, health, leadership, and life coaches, we aimed to understand entrepreneur coaches' experience of flow and relationships with recovery at work. We found that recovery was important for entering flow and coaches actively scheduled recovery activities, such as regular breaks, to support recovery and to enter and sustain flow. These findings contribute to research on how the interplay between flow and recovery can contribute to the well-being and sustainable working lives of entrepreneur coaches. [ABSTRACT FROM AUTHOR]

With the progression of digital transformation in the workplace, the use of enterprise social media has become a daily routine in contemporary organizations. In the course of this transition, securing enterprise social media for both efficiency and individual well-being is pivotal as it steers digital transformation towards a sustainable future. Despite the huge benefits, the impact of enterprise social media on individuals is often seen as a double-edged sword, posing a managerial dilemma to organizations. To address this issue, our research developed a hybrid method aiming at maximizing efficiency and protecting employees' psychological well-being with neither target being compromised. Polynomial regression with response surfaces was employed to visually elucidate the variations in work engagement and work exhaustion, thereby identifying the conditions for optimal values of work engagement. We then transformed the conflicting outcome variables into a single optimization goal. By calculating the equilibrium point and comparing various predictor limits, we determined an optimal condition to achieve both targets. Specifically, the equilibrium point is identified when employees' psychological detachment slightly exceeds enterprise social media use. The optimal condition can be identified when two predictors are symmetrically aligned with each other. Our method demonstrates that a congruence framework of enterprise social media use is conducive to both efficiency and well-being, challenging the existing assertion that moderate usage is most favorable and questioning linear relationship assumptions. This study extends the innovative application of optimization techniques to broader managerial domains and provides practical solutions for reconciling the contradictory effects between well-being and efficiency, thereby promoting the sustainable success of enterprise social media. [ABSTRACT FROM AUTHOR]

Individuals' confidence in their ability to effectively use digital technologies, termed Digital Self-Efficacy (DSE), has become essential in today's workplace, especially with the rise of remote work and increasing reliance on technology. However, the relationships among DSE, job stressors, and Psychological Detachment (PD) are still not fully understood. This study examines the moderating role of DSE in the relationship between Work Intensification (WI), Role Ambiguity (RA), Organizational Support (OS), and PD. Using PLS-SEM, we analyzed data from 653 workers in Ecuador. The findings confirmed the expected negative impact of WI and the positive influence of OS on PD. Interestingly, a positive relationship between RA and PD was observed, contrary to initial expectations. The study also revealed differences between workers who underwent Self-directed versus Directed digital competence training. These results contribute to a deeper understanding of the role digital skills play in managing job stress and fostering recovery in modern work environments.

Aversive leadership remains a relatively underexplored area in organizational behavior. This study advances the field by identifying emotional exhaustion as a key mechanism linking aversive leadership to employees’ psychological health outcomes, including psychological well-being, psychological strain, and psychological detachment. It also examines the role of Islamic work ethics (IWE) as a moderator in the relationship between aversive leadership and emotional exhaustion. Supported by conservation of resource (COR) theory, which posits that stressful workplace situations, such as aversive leadership, lead to resource depletion resulting in emotional exhaustion and poor psychological health, this study finds that individuals with strong personal resources, such as IWE, are better equipped to cope with these negative outcomes. Data were collected from 260 employees in service sector organizations of Pakistan using self-administrated questionnaires. The results supported direct and indirect effects, as well as the moderating role of IWE. This study provides valuable insights for policymakers in addressing the negative impacts of aversive leadership and offers organizations guidance on selecting and nurturing supportive and positive leaders. Such leaders can foster a healthier and more productive work environment.

While regular physical exercise as a recovery activity has an important role regarding employees' well-being, employees seem to engage less in physical exercise after stressful workdays—pointing to a paradoxical pattern. Extending the recovery paradox (Sonnentag, 2018) applied to physical exercise and drawing from perspectives on energetic and self-regulatory resource loss and recovery, we integrate psychological detachment right after work as an explaining psychological mechanism in the paradoxical pattern between job stressors, physical exercise, and energetic well-being. We collected daily diary data from 93 employees on 514 days over two consecutive workweeks. Results of our two-level path model suggest that psychological detachment right after work explains the paradoxical pattern between job stressors (workload and self-control demands) and time spent on physical exercise. However, we did not find a serial indirect effect from job stressors to next-morning energetic well-being (vigor and fatigue) via psychological detachment and time spent on physical exercise. Our study suggests a new perspective on the role of psychological detachment, namely as a prerequisite instead of an outcome of physical exercise after stressful workdays. This new perspective has implications for future research and practical interventions. [ABSTRACT FROM AUTHOR]

The effects of workplace incivility have been understudied in educational settings. To expand incivility research to educational professions, the present research investigates whether, how, and when workplace incivility deriving from different sources (coworkers, supervisors, and outsiders) is related to work-to-family interference (WFI) of preschool teachers. Drawing on the conservation of resources theory, the present study proposes that workplace incivility and subsequent maladaptive emotion labor strategies (i.e., surface acting) jointly create a resource-depletion mechanism contributing to elevated WFI and two resource-providing variables (supervisor work-family support and psychological detachment after hours) function as potential mitigating factors to break the resource-depletion mechanism. This study used a femaledominated sample (i.e., preschool teachers) found that workplace incivility from insiders (supervisors and coworkers respectively) and external stakeholders (child's family members) all positively linked to WFI, and surface acting mediated these relationships. Moreover, moderated mediation analyses indicated that psychological detachment buffered the mediated effect of surface acting on WFI, whereas supervisor work-family support did not. Findings deepen the understanding of why and when workplace incivility influences employees' family lives, as well as point to future intervention strategies. [ABSTRACT FROM AUTHOR]

Workplace ostracism is a recognized work stressor with negative impacts on the victim's work-related outcomes. However, its implications beyond the workplace have received limited attention, and the potential effect of workplace ostracism as a team climate remains understudied. Drawing on the work-home resources model, we aim to investigate whether the workplace ostracism employees face within their teams affects their individual perceptions of work-to-family conflict (WFC). We conducted a three-wave field survey among 48 teams (N = 431 employees) from various industries. We found that team-level workplace ostracism is positively related to employees' WFC, and employees' emotional exhaustion mediates the above relationship. Psychological resilience not only attenuates the negative influence of team-level workplace ostracism on emotional exhaustion, but also emotional exhaustion's harmful impact on WFC. Moreover, a high level of psychological detachment buffers emotional exhaustion' harmful impact on WFC, but fails to attenuate the negative influence of team-level workplace ostracism on individuals' WFC. This study contributes to workplace ostracism literature by exploring workplace ostracism in team settings and its effect on team members' outcomes beyond the workplace. [ABSTRACT FROM AUTHOR]

Envy has garnered considerable attention in hospitality since emotions are crucial in understanding how individuals behave within an organization. However, research has failed to establish a link between envy and psychological detachment in coastline hotels. Our study investigates the effect of coworker envy on service sabotage through psychological detachment as a mediating factor and perceived employability and self-performance as moderators. Data were collected from 637 employees at three-star coastline hotels using a time-lagged approach. The SmartPLS results revealed that psychological detachment was partially mediated. Finally, employee performance strengthened the positive connection between psychological detachment and service sabotage conduct. Our study offers academics and hotel industry professionals significant insights into the coastal hotel sector. [ABSTRACT FROM AUTHOR]

The increasing advancement of communication technology has led to a rise in the prevalence of work connectivity behavior after-hours, which offers employees greater flexibility in their work schedules but also has certain drawbacks. In this paper, 308 retail employees in Shanghai were selected as the research participants. The effort-recovery model and work-family boundary theory were applied to investigate the effect of work connectivity behavior after-hours on emotional exhaustion. The results show that work connectivity behavior after-hours positively affects emotional exhaustion. Psychological detachment mediates work connectivity behavior after-hours and emotional exhaustion. Work-family segmentation preference moderates work connectivity behavior after-hours and psychological detachment, and when work-family segmentation preference is higher, the negative effect of work connectivity behavior after-hours on psychological detachment is stronger. Given that work connectivity behavior after-hours is a relatively new work phenomenon, this study explores the mechanism of its impact on the emotional exhaustion of employees in the retail industry and provides some practical implications for human resource management in the retail industry. [ABSTRACT FROM AUTHOR]

Integrating the dualistic model of passion in the recovery literature, the present study investigates how playing video games after work hours can facilitate recovery from work stress. We predicted that passion for gaming would relate to gaming more hours in the evening. Next, we hypothesized that playing video games in the evening would relate to (a) feeling recovered the next morning through psychological detachment and (b) feeling vigorous the next morning through mastery experiences while gaming. We further hypothesized that harmonious passion would strengthen, and obsessive passion would weaken the links between gaming hours and (a) psychological detachment and (b) mastery. In total, 65 employees filled in short questionnaires in the mornings and evenings of at least five workdays (total n = 502). Results of multilevel hierarchical regression analyses supported the proposed mediation model, indicating that playing video games indeed helps replenish energy resources during leisure time. Findings additionally showed that gaming also predicted feeling recovered in the morning through mastery experiences. Players with a harmonious passion may benefit more from playing video games; harmonious (but not obsessive) passion strengthened the relationship between gaming and mastery experiences. [ABSTRACT FROM AUTHOR]

The study explored the outcomes of harmonious and excessive work enthusiasm on work-life enrichment, and how job satisfaction is impacted by these factors, with psychological detachment serving a moderating influence. Survey questions have been used to gather information from Pakistan's numerous education sectors, both online and in-person.102 is the sample, collected on random basis. Job happiness is positively impacted by harmonious work enthusiasm, and has a good influence on work-life enrichment. Work harmoniously has a detrimental influence on work-life enrichment, have negative impact on job satisfaction. Psychological distancing balances the relationship between harmonious and obsessive job passions, although it does not moderate or balances the former because of ongoing stress and demands of work. Human resources experts are starting to pay consideration to the study of work passion, the beneficial effects have observed in previous studies regarding work passion that enhanced the understanding of authors in these fields. [ABSTRACT FROM AUTHOR]

Introduction: Based on the Job Demands-Resources model, this study explored the mediating effect of emotional exhaustion on the relationship between perceived job demands and the intention to leave the profession of full-time secondary school sports coaches. The moderating effect of psychological detachment on the relationship between perceived job demands and emotional exhaustion was also examined. Finally, we adopted moderated mediation to analyze the relationships between these variables. Methods: The study participants were full-time secondary school sports coaches. Purposive sampling was used to select participants to answer a questionnaire. A total of 300 questionnaires were distributed, and 270 valid questionnaires were collected (with an effective response rate of 90%). Descriptive statistics, Pearson correlation, hierarchical regression, and PROCESS analyses were used to validate the hypotheses. Results: Perceived job demands positively affected the intention to leave the profession via the mediator of emotional exhaustion (p < .001). In addition, psychological detachment moderated the relationship between perceived job demands and emotional exhaustion in sports coaches (p < .001). When sports coaches had better psychological detachment, the relationship between perceived job demands and emotional exhaustion was lower (p < .05); conversely, when sports coaches had lower psychological detachment, the relationship was stronger (p < .001). In addition, psychological detachment also moderated the mediating relationships between perceived job demands, emotional exhaustion, and intention to leave the profession (p < .05). When sports coaches demonstrated better psychological detachment, the above-mentioned mediating effect of emotional exhaustion did not exist; conversely, when sports coaches had lower psychological detachment, the mediating effect was present. Conclusion: This study validated the relationships of the moderated mediation model between perceived job demands, emotional exhaustion, psychological detachment, and intention to leave the profession. In addition to enriching the Job Demands-Resources model, the results of this study can also contribute to the practical application of human resources in the sports coaching profession. [ABSTRACT FROM AUTHOR]

Abstract Background This study aimed to explore the role of psychological detachment from work in the relationship of boundary violations and flourishing, as well as gender differences among university teachers during mandatory telework. We developed and tested a moderate mediation model where psychological detachment was the explanatory mechanism of the relationship between boundary violations with flourishing and using gender as the moderating variable. Methods A cross-sectional study was conducted with a sample of 921 Brazilian university teachers (mean age 44 years, 681 women and 240 men) during mandatory telework. Multigroup analysis and moderate mediation were performed using Mplus 7.2. Results Psychological detachment mediated the relationship between boundary violations (in both directions) and flourishing and work-to-family violations were more harmful to women’ recovery instead family-to-work violations were more harmful to men’ recovery, among university teachers during mandatory telework. Conclusion By focusing on boundary violations in the context of mandatory telework, the study sheds light on the impact of blurred boundaries between work and personal life. This contributes both literature on work-life balance and literature recovery. Moreover, it helps to understand a crisis setting of remote work. Further, the study’s findings regarding gender differences highlight how men and women may experience and cope with boundary violations differently during mandatory telework, supporting future specific interventions across genders.

We remind people of the complex impact of interpersonal stressors with different valences by exploring how employees respond to different interpersonal stressors, and elucidate the role of two popular copings used during off-the-job recovery time, namely, positive work reflection and psychological detachment. Borrowed from the task-related challenge-hindrance stressors classification, we similarly reconstruct interpersonal stressors, examining interpersonal challenge (e.g., emotional demands) and hindrance stressors (e.g., interpersonal conflict). Guided by affective events theory, we build a moderated mediation model exploring the impact of interpersonal challenge and hindrance stressors on work engagement and job burnout via positive and negative affect, depending on individual coping behaviors. Health care professionals (N = 169) completed four waves of survey-based data collection. Using structural equation modeling, we found that positive work reflection buffered the impact of interpersonal challenge stressors (i.e., emotional demands) on reduced work engagement via reduced positive affect. However, psychological detachment strengthened the impact of interpersonal hindrance stressors (i.e., interpersonal conflict) on deteriorated burnout via increased negative affect. In other words, coping mechanisms that work for task stressors may not be effective in addressing interpersonal stressors. We recommend that employees carefully weigh the potential costs and benefits of adopting recovery strategies when dealing with different interpersonal stressors. We also recommend future researchers assess potentially positive elements of interpersonal challenges carefully. Theoretical implications and future research directions are discussed. [ABSTRACT FROM AUTHOR]

Background Aim Methods Results Conclusions Implication for nursing policymaking Mistreatment by patients is a detrimental phenomenon predominant in healthcare organizations. However, there is a lack of nursing literature regarding the underlying mechanisms and boundary conditions that exist between mistreatment by patients and its detrimental consequences.By integrating the Job Demands–Resources Model and the Conservation of Resources Theory, the study aimed to unveil the mediating role of psychological detachment from work in the relationship between mistreatment by patients and nurses' caring behaviors, as well as the moderating effect of supervisor positive gossip.This multicenter, cross‐sectional study involved 341 nurses from five hospitals across two cities in Egypt. Data were collected using an introductory information form, the Mistreatment by Patients Scale, the Psychological Detachment Scale, the Caring Behaviors Scale, and the Supervisor Positive Gossip Scale. The study's hypotheses were tested using the PROCESS macro.The results showed that mistreatment by patients was negatively related to nurses' caring behaviors via an increased psychological detachment. Further, higher levels of supervisor positive gossip were shown to weaken the direct effect of mistreatment by patients in increasing nurses' psychological detachment, as well as the indirect negative effect of mistreatment by patients on nurses' caring behaviors via psychological detachment.Mistreatment by patients contributes to nurses' psychological detachment and decreased caring behaviors; however, these negative outcomes can be mitigated by supervisor positive gossip.Nursing managers should adopt strategies to deter the rise of mistreatment by patients, and utilize positive gossip to support nurses exposed to such mistreatment to alleviate its consequences. [ABSTRACT FROM AUTHOR]

Gossip is ubiquitous in organizations and human life. Previous research has examined the detrimental effects of negative workplace gossip on employees' work-related outcomes. However, less attention has been devoted to how and when perceived negative workplace gossip affects the general well-being of targeted employees. Drawing on the social-evaluative threat literature and the stressor-detachment model, this study examines the effect of perceived negative workplace gossip on life satisfaction by investigating the mediating role of psychological detachment and the moderating role of family-supportive supervisor behaviors (FSSB). The results, based on a three-wave cross-lagged panel design survey, indicate that perceived negative workplace gossip is negatively related to psychological detachment, and perceived negative workplace gossip has an indirect effect on target employees' life satisfaction through psychological detachment. Furthermore, FSSB negatively moderates the relationship between perceived negative workplace gossip and psychological detachment and the indirect effect of perceived negative workplace gossip on life satisfaction through psychological detachment. Understanding the implications of perceived negative workplace gossip and its underlying mechanisms can help organizations and employees effectively cope with this social-evaluative stressor. [ABSTRACT FROM AUTHOR]

Through job crafting, employees proactively change or modify their tasks, thus reducing adverse job demands or protecting resources. There is still a lack of understanding of the impact that job crafting may have on colleagues at work (crossover effect), and how this may affect their ability to disconnect from work (spillover effect). In the present daily diary study, we examine these two processes among 82 dyads of colleagues (N = 164 employees) over five consecutive working days (N = 820 observations). We found a number of crossover and differential spillover effects. For example, when the focal employee starts new challenging projects, their colleague reacts by reducing the number of stressful tasks. This, in turn, affects psychological detachment from work. Specifically, whereas increasing challenging demands hinders daily detachment, decreasing hindering demands facilitates it. Taken together, these findings demonstrate that the impact of job crafting goes beyond the focal employee and beyond the work domain. [ABSTRACT FROM AUTHOR]

A lack of recovery like psychologically detaching from work can be detrimental to health. High cognitive demands may jeopardise detachment from work. Longitudinal studies concerning the long-term effects of cognitive demands on health and work ability via psychological detachment are understudied. Research has shown that social support may buffer the relationship between job demands and psychological detachment. However, the role of supervisor support was not examined specifically. We hypothesise psychological detachment to mediate the relationship between cognitive demands, general health, and work ability. Supportive or inconsiderate behaviours of a supervisor can further moderate the relationship between cognitive demands and psychological detachment. Statistical analyses were carried out with three-wave panel data from the German Federal Institute for Occupational Safety and Health with lags of two years (2015–2019) from 3,867 employees who took part in the survey. The results conveyed that mediation by psychological detachment was significant, while supervisor (non)support moderated the relationship between cognitive demands and psychological detachment only cross-sectionally. This study emphasises the role of supervisor in the stressor-detachment model and the positive effect of recovery experience on health. Therefore, in practice, the role of supervisor behaviour for employees' psychological detachment should be addressed in management training courses. [ABSTRACT FROM AUTHOR]

Work–family conflict is a phenomenon known to affect an individual's well-being. However, its affective consequences are yet to be explored. In this study, we focus on understanding work–family conflict affective consequences on positive and negative affect. Our approach aims to refine the Job Demands and Resources model (JD-R model) by incorporating affect as a psychological mechanism in the health-impairment process and by exploring family-supportive organizational perceptions and psychological detachment as moderators. The final sample was composed of 195 couples, with men's mean age around 46 years old (M = 46.85, SD = 0.34) and women's age around 44 (M = 44.23, SD = 0.37). Men worked an average of 44.46 h per week (SD = 0.83), while women worked an average of 39.79 h per week (SD = 0.65). The majority of couples had full-time jobs (77.9% of men and 73.8% of women), worked fixed schedules (55.4% of men and 73.8% of women), were employed by others (75% of men and 82.8% of women), and worked for small companies (54.6% of men and 40% of women). Concerning education, most of the men (81.3%) and women (71.4%) attended high school or had less than 12 years of education. To test our moderation models, PROCESS version 4.1st macro for SPSS was used. Additional analyses included correlations and paired mean comparisons. Our findings indicate that work–family conflict correlates positively with negative affect and negatively with positive affect. Psychological detachment moderated the effect of work–family conflict on negative affect for women, but did not moderate the relationship with positive affect for men or women. Family-supportive organizational perceptions also did not moderate any of the proposed relationships. This study highlights how the ability to detach and separate family and professional domains is important and supports the health-impairment process of the Job Demands and Resources model through affective experiences. [ABSTRACT FROM AUTHOR]

Background: This study aimed to explore the role of psychological detachment from work in the relationship of boundary violations and flourishing, as well as gender differences among university teachers during mandatory telework. We developed and tested a moderate mediation model where psychological detachment was the explanatory mechanism of the relationship between boundary violations with flourishing and using gender as the moderating variable. Methods: A cross-sectional study was conducted with a sample of 921 Brazilian university teachers (mean age 44 years, 681 women and 240 men) during mandatory telework. Multigroup analysis and moderate mediation were performed using Mplus 7.2. Results: Psychological detachment mediated the relationship between boundary violations (in both directions) and flourishing and work-to-family violations were more harmful to women' recovery instead family-to-work violations were more harmful to men' recovery, among university teachers during mandatory telework. Conclusion: By focusing on boundary violations in the context of mandatory telework, the study sheds light on the impact of blurred boundaries between work and personal life. This contributes both literature on work-life balance and literature recovery. Moreover, it helps to understand a crisis setting of remote work. Further, the study's findings regarding gender differences highlight how men and women may experience and cope with boundary violations differently during mandatory telework, supporting future specific interventions across genders. [ABSTRACT FROM AUTHOR]

Abstract Background Physical activity has been proven to be beneficial for physical and psychological health as well as for academic achievement. However, especially university students are insufficiently physically active because of difficulties in time management regarding study, work, and social demands. As they are at a crucial life stage, it is of interest how physical activity affects university students' stress load and recovery as well as their academic performance. Methods Student´s behavior during home studying in times of COVID-19 was examined longitudinally on a daily basis during a ten-day study period (N = 57, aged M = 23.5 years, SD = 2.8, studying between the 1st to 13th semester (M = 5.8, SD = 4.1)). Two-level regression models were conducted to predict daily variations in stress load, recovery and perceived academic performance depending on leisure-time physical activity and short physical activity breaks during studying periods. Parameters of the individual home studying behavior were also taken into account as covariates. Results While physical activity breaks only positively affect stress load (functional stress b = 0.032, p

Abstract The importance of psychological detachment during nonwork time has been emphasized, and its effect on depressive symptoms has been identified. However, the mechanism underlying this association remains to be elucidated. This study was conducted to identify the indirect role of emotional exhaustion in the association between psychological detachment and depressive symptoms and the moderating role of self-compassion in the relationship between emotional exhaustion and depressive symptoms on the basis of the recovery–engagement–exhaustion model and emotion regulation theory. Through an online survey, relevant data were collected from 727 university teachers (mean age, 37.65 ± 7.77 years; 38.5% men). Indirect and moderation effect were analyzed through structural equation modeling (Mplus). Psychological detachment was found to be associated with depressive symptoms through emotional exhaustion. Self-compassion moderated the association between emotional exhaustion and depressive symptoms. The association between emotional exhaustion and depressive symptoms was weaker among university teachers with high levels of self-compassion than among those with low levels of self-compassion. This study improves our understanding of the association between psychological detachment and depressive symptoms by identifying the emotional pathway and protective function of self-compassion. Interventions for improving mental health in work context should be designed considering psychological detachment and self-compassion to deal with work-induced emotional strain.

Information security is one of the most crucial considerations in digitising Oil and Gas (O&G) organisations. For ensuring information security policy compliance, O&G organisations enforce heavy security requirements. The purpose of this article is to assess how O&G employees cope with stressful information security tasks and how security-related stress (SRS) is related to information security policy violations among O&G employees in developing countries. Based on the coping theory, this article develops a theoretical framework to examine O&G employees' intention to violate information security policies. The framework is tested using a survey of 270 managers/executives from 150 Malaysian O&G organisations. The results indicated that O&G employees perceive security requirements as stressful to follow and adopt avoidance coping strategies that lead them to violate organisational information security policies. For practitioners, the study findings demonstrate the prevalence of technostress in O&G organisations and suggest alternative mechanisms to address the stressful effects of information security requirements. This article contributes to the information system security literature by testing procrastination and psychological detachment with SRS in the context of developing countries' O&G organisations' employees and provides an understanding of how O&G employees adopt avoidance coping. [ABSTRACT FROM AUTHOR]

Passion for work is highly coveted, but many employees report struggling to maintain their passion over time. In the current research, we explain the challenge of pursuing passion by conceptualizing passion as an attribute with temporal variation. Viewed through a daily lens, we argue that self-regulation plays a critical role in understanding the challenges underlying the daily maintenance of passion. More specifically, we hypothesize that—unless employees adequately regulate their passion on any given day—higher levels of passion will lead them to invest more time and energy into their work, decreasing their psychological detachment from work after the workday, and consequently resulting in higher levels of emotional exhaustion the next day. Higher levels of emotional exhaustion on a given day subsequently prompt a greater need for recovery, shifting employees' focus away from devoting time and energy into work, thereby eroding their passion on the following day. Two daily-diary studies covering 30 and 10 consecutive working days provided support for our predictions (Ntotal = 798; ktotal = 15,702). Employees who felt more in charge of their passion on any given day engaged in self-regulation during their workday, increasing their psychological detachment from work and subsequently being less likely to suffer the detrimental consequences of higher daily passion. Our theory and findings demonstrate the daily interplay between passion and emotional exhaustion and specify why passion may be self-limiting unless employees adequately manage it, reflecting a challenge they need to navigate each day in pursuing their passion. Supplemental Material: The online appendix is available at https://doi.org/10.1287/orsc.2023.1673. [ABSTRACT FROM AUTHOR]

Drawing on social identity theory, this conceptual article proposes how working in a male‐dominated top management team (TMT) leads to changes in the social psychology of female executives over time. Further, it simultaneously incorporates the role of various factors to develop a comprehensive understanding of positive as well as negative change experiences of female executives. Based on thorough review and integration of the relevant literature from the domains of organizational behaviour, gender management, and psychology, key themes have been extracted and a conceptual model has been proposed. It is suggested that female executives are likely to face epistemological shock after becoming a part of male‐dominated TMTs; however, proactive interactions and development of their cultural toolkit is expected to polish leadership capabilities and improve leader identity in them. Conversely, challenges in developing their cultural toolkit may lead to experiences of emotional exhaustion and the eventual psychological detachment of female executives from their teams and work environment. Unlike the focus of existing literature on general social and cultural challenges faced by female workers, this research offers a unique theoretical direction regarding the essence of extensive psychological changes and their long‐term prospects for females in male‐dominated TMTs. Finally, it also offers practical implications for highlighting various ways to encourage proactivity and social support for creating diversity and inclusion‐based leadership in organizations. [ABSTRACT FROM AUTHOR]

Guided by the effort‐recovery model and the dualistic model of passion, we tested a conditional process model that examined the relationships between work engagement, workplace passion, psychological detachment, and psychological distress among Japanese professionals. We conducted an online panel survey across two time points, six weeks apart (N = 202 matched responses) where we measured all the variables at both instances. Findings show that engaged employees become susceptible to psychological distress due to decreased levels of psychological detachment. The moderating role of work passion was partially supported: being obsessively passionate towards work exacerbates this relationship further while contrary to expectations, the moderating role of harmonious passion was not significant. Findings suggest the possibility that engaged employees are less likely to switch off, which predisposes them to ill‐being at work, and this becomes apparent among employees with less volitional opportunities in the workplace. [ABSTRACT FROM AUTHOR]

With the rapid development of information technology, the problems caused by work connectivity behaviour after hours (WCBAH) have attracted attention. WCBAH is caused by work matters penetrating the boundary of the nonworking domain. Therefore, reducing the permeability of the boundary through segmentation is the key to reducing WCBAH. However, in the past, the characteristics of WCBAH were rarely explored from the perspective of segmentation supply and segmentation preference integration. Based on boundary theory, this study explores the joint effects of organizational segmentation supply and individual segmentation preference on WCBAH, as well as the role of psychological detachment in this relationship. Eighty-eight employees were tracked for 5 consecutive working days, and the data were analysed using a multilevel model. The results show that daily segmentation supply has a significant negative impact on employee WCBAH. Individual segmentation preferences moderate the relationship between segmentation supply and WCBAH; that is, with the enhancement of individual segmentation preferences, the negative relationship between segmentation supply and WCBAH is enhanced. Psychological detachment mediates the joint effect of segmentation supply and segmentation preference on WCBAH. The results help in the understanding of boundary theory, and corresponding management suggestions on how to reduce employee WCBAH are provided. [ABSTRACT FROM AUTHOR]

This study aims to identify profiles of employees characterized by different configurations of performance, presenteeism, absenteeism, and counterproductive work behaviors and their generalizability within two distinct samples of workers. To assess the construct validity of the profiles, this research then investigates their association with two correlates related to the work recovery process (Sample 1: Sleeping difficulties and psychological detachment) and two other correlates related to employees' psychological well-being at work (Sample 2: Job satisfaction and work engagement). Finally, this study also considers the role played by employees' perceptions of colleagues, supervisor, and organizational support as well as emotional dissonance as predictors of profile membership (Sample 1). Latent profile analyses led to the identification of five profiles corresponding to a an Involved, Average (Maladaptive), Deviant-Presenteeism, Withdrawn (Presenteeism), and Problematic configuration of workplace behaviors. Low emotional dissonance and high perceived supervisor support, but not organizational or colleagues support, were generally associated with a higher likelihood of membership into the most desirable profiles, which also tended to display more desirable work recovery processes, and higher levels of job satisfaction and work engagement. [ABSTRACT FROM AUTHOR]

The importance of psychological detachment during nonwork time has been emphasized, and its effect on depressive symptoms has been identified. However, the mechanism underlying this association remains to be elucidated. This study was conducted to identify the indirect role of emotional exhaustion in the association between psychological detachment and depressive symptoms and the moderating role of self-compassion in the relationship between emotional exhaustion and depressive symptoms on the basis of the recovery–engagement–exhaustion model and emotion regulation theory. Through an online survey, relevant data were collected from 727 university teachers (mean age, 37.65 ± 7.77 years; 38.5% men). Indirect and moderation effect were analyzed through structural equation modeling (Mplus). Psychological detachment was found to be associated with depressive symptoms through emotional exhaustion. Self-compassion moderated the association between emotional exhaustion and depressive symptoms. The association between emotional exhaustion and depressive symptoms was weaker among university teachers with high levels of self-compassion than among those with low levels of self-compassion. This study improves our understanding of the association between psychological detachment and depressive symptoms by identifying the emotional pathway and protective function of self-compassion. Interventions for improving mental health in work context should be designed considering psychological detachment and self-compassion to deal with work-induced emotional strain. [ABSTRACT FROM AUTHOR]

Well-being conditions at work are determined by the balance between the demands from the organizational context and the perception of people to possess resources concerning the ability to cope with such requests. The pandemic caused by COVID-19 has changed working conditions, and employees have had to adapt to smart working (SW) by bringing new resources into play to meet new demands. Many organizations are questioning how to implement SW after the pandemic. According to the JD-R model, the present study considered workload during smart working and Techno-stress (the perceived stress concerning the use of technologies) as new requests (i.e., demands) coming from the organization and Psychological Detachment (the ability to create psychological distancing from work) as a personal resource. We investigated the moderator role of Psychological Detachment in the relationship between workload in SW and Well-being, mediated by Techno-stress (in its three dimensions: Techno-Overload, Techno-Invasion, and Techno-Complexity). The sample is made up of 622 Italian public administration employees who completed a questionnaire containing the following scales: Quantitative Workload Inventory, Well-being Index, Psychological Detachment, Techno-stress Creator Scale. Mediation and moderate-mediation models have been tested with PROCESS Macro. Findings showed that Techno-Invasion and Techno-Complexity fully mediate the relationship between workload in SW and well-being. Psychological detachment moderates the effect of the workload on Well-being, which in turn is mediated by Techno-Invasion. Furthermore, findings suggest the importance of identifying protective factors that can mitigate the workload effects on the employees' well-being in SW. [ABSTRACT FROM AUTHOR]