The Stress-Busting Power of Digital Self-Efficacy: Does Training Format Matter for Workers?

The study investigated the mediating role of teachers' psychological detachment between successive days' job stress and negative affect. Fifty-seven Finnish teachers answered to a mobile diary four times a day on two successive workdays assessing their negative affect, three times a day assessing their job stress and once a day after work assessing their psychological detachment from work. Two-level modeling on both the between individual level and within day level was used to test the mediational model. The data supported the mediational model where teachers' job stress hinders their psychological detachment, which again increases their negative affect and job stress on the subsequent day. On the basis of our results teachers' occupational health interventions intended to reduce their job stress and support their psychological detachment from work are desirable. In addition, robust work-home segmentation norms within schools are suggested to support teachers' psychological detachment from work.

Work stressors are related to poor psychological detachment (i.e., mentally “switching off”) from work during nonwork time, which in turn is related to low levels of recovery and health. This article examines two general personality orientations, attachment avoidance and attachment anxiety, and one vocation-specific personality tendency, overcommitment, as buffers of the work stressors–psychological detachment relationship. Survey data were collected from a sample of Israeli employees ( N = 210) and their significant others ( N = 109) to avoid same-source bias of psychological detachment assessments. Analyses showed that attachment avoidance moderated the negative association between workload and psychological detachment (self-reported), but attachment anxiety did not moderate the associations of role conflict and role ambiguity with psychological detachment. Overcommitment was a full mediator between job stressors (workload and role conflict) and psychological detachment. This study demonstrates the importance of personality, especially vocational personality, in the work stressor–psychological detachment relationship.

Dual-earner couples with adolescent children face increased challenges to manage work and family roles. This study aims to analyse the effect of two sources of support (organisational and supervisor support) on work-family conflict (WFC) and psychological detachment from work, according to a couple-dyadic model. More specifically, we propose a model in which WFC acts as a mediator for the relationship between organisational and supervisor support, and psychological detachment. A sample of 198 dual-earner couples with at least one adolescent child (aged 13–18 years) participated. We analysed actor, partner and gender effects using the Actor–partner interdependence mediation modeling and found that the association between supervisor support and WFC is stronger for women, while the association between organisational support and WFC manifests with the same intensity for men and women. In the case of men, it is organisational support (i.e., broad source of support) that is associated with psychological detachment through WFC, while in the case of women, it is supervisor support (i.e., specific source of support) that is associated with psychological detachment, also through WFC. No partner effects were found. Our results highlight the need for organisations to implement work-family balance measures that take dyadic interactions and gender differences into account.

Psychological detachment is the central experience of recovery from work-related stress that allows individuals to reduce burnout symptoms. The stressor-detachment model (SDM) contends that job resources moderate the relationship between job stressors and psychological detachment. We designed an instrument to measure job resources from a multidimensional perspective. A sample of n = 394 individuals from the health service industry participated in the study. Data indicate that job resources comprise a four-factor structure underlying a formative model. Consistent with the SDM, a partial least squares structural equation modeling (PLS-SEM) analysis suggests a moderating effect of job resources (e.g., control over working conditions, leaders’ emotional support), between work intensification and psychological detachment. In addition; results indicate that workers who perceive high levels of support from their organization achieved higher levels of detachment compared with those who perceived low levels of support. Theoretical as well as practical implications for stress management practices, occupational health, and well-being are discussed.

This multi-source diary study examined the role of partners for employees’ daily recovery from job stress in a sample of dual-earner couples. We hypothesized that employees’ daily psychological detachment from work during the evening should be positively associated with their partners’ daily psychological detachment during the evening. Employees’ affective well-being (positive and negative affect) at bedtime should be influenced not only by their own psychological detachment, but also by their partners’ psychological detachment. Moreover, we hypothesized that the presence of children in a couple’s household should moderate the relations between partners’ psychological detachment on the one hand, and employees’ psychological detachment and affective well-being on the other hand. Fifty-three dual-earner couples completed daily electronic surveys via handheld devices over the course of one week at bedtime. We used dyadic multilevel path modeling to analyze our data. Results showed that employees’ and their partners’ levels of daily psychological detachment were positively related. Employees’ psychological detachment predicted their own positive and negative affect at bedtime. Partners’ psychological detachment predicted employees’ negative affect only in couples without children. Partners’ psychological detachment was not associated with employees’ positive affect neither for couples with nor without children.

The objective of this study was to investigate the relationships between team conflict, work burnout, and role ambiguity in organizational settings. Specifically, it aimed to determine how work burnout and role ambiguity contribute to team conflict. This cross-sectional study involved 171 participants from various organizational settings. The sample size was determined using the Morgan and Krejcie table. Data were collected through structured questionnaires measuring team conflict, work burnout, and role ambiguity. Pearson correlation analysis was conducted to explore the relationships between variables, while linear regression analysis was used to assess the predictive power of work burnout and role ambiguity on team conflict. All data analyses were performed using SPSS version 27. Descriptive statistics revealed moderate levels of team conflict (M = 3.45, SD = 0.89), high levels of work burnout (M = 4.12, SD = 1.01), and moderate to high levels of role ambiguity (M = 3.87, SD = 0.94). Pearson correlation results indicated significant positive relationships between team conflict and work burnout (r = 0.53, p < 0.001), and between team conflict and role ambiguity (r = 0.47, p < 0.001). Regression analysis showed that work burnout and role ambiguity significantly predicted team conflict, explaining 40% of the variance (R² = 0.40, F(2, 168) = 55.03, p < 0.001). Both work burnout (B = 0.35, p < 0.001) and role ambiguity (B = 0.29, p < 0.001) were significant predictors. The study highlights the significant impact of work burnout and role ambiguity on team conflict within organizations. Addressing these factors through clear role definitions and comprehensive stress management programs can help mitigate team conflict and improve organizational effectiveness. Future research should explore these relationships longitudinally and consider additional moderating variables.

When the level of stress increases from the resources and coping abilities possessing by someone then results can be unfavorable both for employees and organization because stress is a crucial factor influencing both performance and work in organizations. In this new era of proficiency, the job stress is a very important considerable matter at work place. That’s why this research will extensively focus on the impact of work overload, role conflict and role ambiguity on job stress and further the effect of job stress on job satisfaction and also on turnover intention. This research will try to identify the causes and effect of job stress on employee’s behaviors, attitudes and their willingness towards achieving goals and efficiency. A questionnaire (in which scales were consisting of twenty six items) is prepared to find out the association between role conflicts, role ambiguity, work overload and job stress and furthermore between job stress, turnover intention and job satisfaction on the basis of regression analysis. The results shows that between the variables there are very significant relationships are present. Role ambiguity, role conflict, work overload, and turnover intention have positive correlation with job stress but between job stress and job satisfaction there is negative correlation and there is also a negative correlation among job satisfaction and turnover intention. The scales and instruments are taken from the standard sources. The research results are valuable for a large number of companies, institutes and different departments to improve their productivity, to know the employees behaviors and for the welfare of both employees and organizations. For training oriented organizations research results have practical implications.

This study provides and meta‐analytically examines an organizing framework and theoretical model of work–family conflict. Results, based on 1080 correlations from 178 samples, indicate that work role stressors (job stressors, role conflict, role ambiguity, role overload, time demands), work role involvement (job involvement, work interest/centrality), work social support (organizational support, supervisor support, coworker support), work characteristics (task variety, job autonomy, family friendly organization), and personality (internal locus of control, negative affect/neuroticism) are antecedents of work‐to‐family conflict (WFC); while family role stressors (family stressors, role conflict, role ambiguity, role overload, time demands, parental demands, number of children/dependents), family social support (family support, spousal support), family characteristics (family climate), and personality (internal locus of control, negative affect/neuroticism) are antecedents of family‐to‐work conflict (FWC). In addition to hypothesized results, a revised model based on study findings indicates that work role stressors (job stressors, role conflict, role ambiguity, role overload) and work social support (organizational support, supervisor support, coworker support) are predictors of FWC; while family role stressors (family stressors, role conflict, role ambiguity, role overload), family involvement (family interest/centrality), family social support (family support, spousal support), and family characteristics (family climate) are predictors of WFC. Copyright © 2010 John Wiley & Sons, Ltd.

Job stressors, emotional exhaustion, and need for recovery: A multi-source study on the benefits of psychological detachment

COVID-19 transformed work arrangements by increasing the adoption of the work-from-home format. Work-from-home employees are susceptible to continuous job stressors and the permeability of the work-to-home border. Psychological detachment serves as the pathway to recovery from job stressors and for preventing the carryover of work thoughts into the home domain during non-work time. Therefore, this review presents theoretical and practical implications for work-to-home border management by integrating literature about psychological detachment and work-from-home. Work-home border accounting involves examining and minimizing conditions that inhibit psychological detachment, e.g., ICTs demand, overtime, telepressure, interruptions, etc., which are withdrawals from employees' energy or resource accounts, while facilitating psychological detachment through deposits which are non-work activities such as leisure, social support, exercises, etc. This article proposes the work-home border accounting system for managing the work-to-home border. The review suggests the resources employees accumulate through psychological detachment, e.g., wellbeing, life satisfaction, and work-life balance, and the deficits employees accrue if there is a shortfall of deposits required for psychological detachment, e.g., stress, low productivity, work-family conflict, etc. Hence, this article provides a coherent understanding of the processes necessary for psychological detachment during work-from-home.

COVID-19 transformed work arrangements by increasing the adoption of the work-from-home format. Work-from-home employees are susceptible to continuous job stressors and the permeability of the work-to-home border. Psychological detachment serves as the pathway to recovery from job stressors and for preventing the carryover of work thoughts into the home domain during non-work time. Therefore, this review presents theoretical and practical implications for work-to-home border management by integrating literature about psychological detachment and work-from-home. Work-home border accounting involves examining and minimizing conditions that inhibit psychological detachment, e.g., ICTs demand, overtime, telepressure, interruptions, etc., which are withdrawals from employees' energy or resource accounts, while facilitating psychological detachment through deposits which are non-work activities such as leisure, social support, exercises, etc. This article proposes the work-home border accounting system for managing the work-to-home border. The review suggests the resources employees accumulate through psychological detachment, e.g., wellbeing, life satisfaction, and work-life balance, and the deficits employees accrue if there is a shortfall of deposits required for psychological detachment, e.g., stress, low productivity, work-family conflict, etc. Hence, this article provides a coherent understanding of the processes necessary for psychological detachment during work-from-home.

Psychological detachment has been proposed to be a mediator of the relations between an individual's responses to stressful work-related experiences and mid- and long-term health. However, the number of studies that have specifically examined the role that personal characteristics play in these associations is considerably small. One personal characteristic that might specifically interfere with psychological detachment is perfectionism, which has been considered an important vulnerability factor for the development of psychological disorders. Hence, the goal of this registered report was to extend research on psychological detachment by introducing trait and state perfectionism as moderators of the aforementioned relations. We conducted an experience sampling study with three measurement occasions per day over the course of 3 working weeks (N = 158 employees; Mage = 41.6; 67% women). Multilevel path models showed that perfectionistic concerns consistently determined strain responses at between- and within-levels of analyses even after the effects of job demands (i.e., unfinished tasks and role ambiguity) and detachment were accounted for. However, we found no evidence for the proposed moderation effects. The theoretical implications for the understanding of the processes proposed in the stressor-detachment model are discussed.

To examine a mediated moderation of the effects of micro-break activity and psychological detachment on the relationship between job stress and work engagement among hospital nurses. Nursing burnout, compassion fatigue and job stress have been relatively constant issues in nursing for at least the past decade-and the pervasiveness of the COVID-19 pandemic is intensifying them, which may lead to new challenges to work engagement. We tested our model using a time-lagged design to collect data from supervisor-subordinate dyads in seven public hospitals located in southern China, and 263 nurses and 58 head nurses in this survey. Confirmatory factor analysis, Pearson's correlation and hierarchical multiple regression were carried out. The results showed that the adverse impact of job stress on work engagement disappeared when nurses engaged in high levels of micro-break activity. Moreover, the moderating role of micro-break activity was mediated by psychological detachment. Micro-break activity and psychological detachment play joint roles in helping nurses to cope with job stress. Nurse managers should change their negative attitude toward micro-break activity (if it exists) and help nurses find opportunities for detachment under high-pressure environment.

The purpose of the study portrays the impact of various job stress factors (i.e work overload, role conflict, role ambiguity, career development and role responsibility) on employees’ job performance with moderating role of workplace spirituality. Data was collected through purposive and convenience sampling techniques of non-probability. Police’s force of KPK, Province, Pakistan was used as a population for the current study. Questionnaire was distributed to the sample of N 385 out of total population of N 63,225 police employees. Out of 385 respondents, 295 employees responded. Data was analyzed through SPSS Version no.21 and AMOS 24. Reliability test was done through Cronbach’s alpha values regarding the various instruments of study. Moreover, SEM was used for the measurement and structural model. Structural model method was adopted to confirm the proposed hypotheses of research study. To explore the moderating role of workplace spirituality between various job stressors (role overload, role conflict, role ambiguity, career development and role responsibility) and job performance, multi -groups analysis method was used. Results reveal that there is significance and negative association between job stressors of the study and job performance. Moderating relationship of workplace spirituality was observed between role overload, role conflict, role ambiguity, career development, role responsibility and job performance. Research was limited to police’s employees of KPK, NWFP (province), Pakistan. The research study is expected to contribute in the growing empirical research on job stressors and the underexplored area of workplace spirituality amongst police official operating in stressful environment. The study suggests development and practice of a systematic program that helps to argument prevalent degree of workplace spirituality and overcome job stressors and increase job performance.

Previous research has suggested that psychological detachment from work during off-job time is important in order to recover from stress encountered at the job. Psychological detachment refers to an individual's experience of being mentally away from work, to make a pause in thinking about work-related issues, thus to “switch off”. This study examines job stressors, job involvement, and recovery-related self-efficacy as predictors of psychological detachment in a sample of 148 school teachers. Psychological detachment was assessed by self-reports and by ratings provided by family members. Multiple regression analysis showed that workload, job involvement, and recovery-related self-efficacy were significant predictors of both self-rated and family-rated psychological detachment. The study findings suggest that with respect to practical implications it is crucial to manage workload and to increase recovery-related self-efficacy.