Work-home Interference Research Articles

Development of exhaustion for high-performance coaches in association with workload and motivation: A person-centered approach

ObjectivesThe aim of the current study was twofold. First, to explore whether there were different trajectories of exhaustion among high-performance coaches over the course of a competitive season. Then, to investigate whether workload-related variables and motivational regulations were associated with exhaustion class membership. Methods and design299 high-performance coaches responded to an online survey at the start, middle, and end of a competitive season, assessing exhaustion, workload, work home interference (WHI), recovery, and motivational regulations. Latent class growth analyses were used to identify different trajectories of perceived exhaustion. Further, multinomial logistic regression examined class associations for workload-related variables and motivational regulations at the start and at the end of competitive season. ResultsFour different trajectories of perceived exhaustion among coaches were identified, termed respectively “High” (10%), “Increase” (15%), “Decrease” (4%) and “Low” (71%). Higher levels of workload and WHI were associated to classes with higher levels of exhaustion. Higher levels of recovery, and intrinsic and identified regulations were associated to classes with lower levels of exhaustion. Adaptive and maladaptive profiles were identified. ConclusionsDifferent trajectories of exhaustion among high-performance coaches over the course of a competitive season were found. A maladaptive profile was associated with higher perceived workload and WHI, as well as lower levels of recovery, intrinsic and identified regulations, when compared to the adaptive profile.

Worktime control access, need and use in relation to work-home interference, fatigue, and job motivation.

Worktime control (WTC) has been suggested as a tool to reduce employees' work-home interference and fatigue and improve job motivation. The purpose of this study was twofold: (i) to examine the prevalence of employees' need for, access to, and use of WTC, as well as the incongruence between need for and access to WTC (ie, mismatch); and (ii) to examine the associations of this mismatch and the use of WTC with employees' work-home interference (WHI), fatigue and job motivation. Questionnaire data were collected among a large (N=2420) quasi-representative sample of Dutch employees. The prevalence of WTC need, access, use, and mismatch was assessed by means of descriptive statistics. Associations with employees' outcomes were assessed by analyses of covariance. The need for WTC was highly prevalent. For many employees, we observed a negative mismatch between access to and need for WTC (ie, access<need). A negative WTC mismatch was associated with relatively high levels of WHI and fatigue, and lower job motivation. The use of WTC was also highly prevalent, but no meaningful associations were found with the outcome variables. It is relevant to examine WTC comprehensively, that is, to include measurements of employees' need for and access to WTC and assess employees' (mis)match between components of WTC. For practice, we recommend to introduce WTC on an organizational level and assess employees' need for WTC on an individual basis.

Positive and Negative Work-family Interaction: How Burnout is Related to Job Satisfaction

Aims: The main objective of this study was to test competitive path models describing the relationship between Work–Home Interference, job burnout and job satisfaction. Study Design: Data was obtained from a sample of 95 dentists. A conceptual model in which burnout totally mediates the relationship between Work–Home Interference and job satisfaction was compared to another model in which this mediation was partial. The mediator role was demonstrated using the rationale and procedure suggested by Holmbeck [1]. The results were discussed in light of the literature dealing with burnout. Sample: Data was obtained from a sample of 95 denstists. Practical Implications: The research suggests the very importance of relationships between work and home life, and the mediator role of job burnout for current research in quality of work

Factors associated with mental health status of medical residents: a model-guided study.

Residency is a stressful period in a physician's development, characterized by long work hours, time pressure, and excessive work load, that can exert negative effects on residents' mental health. Job burnout and negative work-home interference may play a major role in residents' mental health problems. The present study used the job demands-resources model as a theoretical framework to examine the way in which job demands (e.g., workload, emotional demands) and job resources (e.g., supervisor support, job autonomy) were associated with residents' mental health. From a pool of 290 medical residents, 264 (91%) completed the questionnaires. Applying structural equation modeling techniques, the results showed that greater emotional exhaustion (β=-.65, SE=.09, p<.001) and more work-home interference (β=-.26, SE=.10, p<.05) were related to poor mental health. Specific job demands (i.e., high workload) and particular job resources (i.e., low opportunities for professional development and low supervisor support) were related to poor mental health not directly but only indirectly, via emotional exhaustion or work-home interference. Thus, through work-related emotional exhaustion, the impact of work conditions might be transmitted to and interfere with non-work related domains such as family life, as well as with domain-unspecific aspects of well-being, such as mental health and psychological distress. Implications of the results and suggestions for future research and practice are outlined.

The psychometric properties of the Recovery Experiences Questionnaire of employees in a higher education institution

The objective of this study was to investigate the factorial validity and reliability of scores from the Recovery Experience Questionnaire (REQ) in a higher education institution. As part of the measure validation, the relationships of the four recovery dimensions (psychological detachment, relaxation, mastery and control) to other variables in the nomological network (work-home interference, home-work interference and ill health) were investigated. Data was collected from 366 participants (females = 65.3%; white = 80.35%). Confirmatory factor analysis was used to test competing factorial models. The results supported a four-factor structure for the REQ. Relationships with other variables in the nomological network were all theoretically consistent, as expected.

The Relationship of On-Call Work with Fatigue, Work-Home Interference, and Perceived Performance Difficulties.

Objectives. This study examined the relationship between on-call duty exposure (active and total on-call hours a month, number of calls per duty) and employees' experiences of being on-call (stress due to unpredictability, ability to relax during inactive on-call periods, restrictions during on-call duties, on-call work demands, and satisfaction with compensation for on-call duties) on the one hand and fatigue, strain-based and time-based work-home interference (WHI), and perceived on-call performance difficulties (PPD) on the other hand. Methods. Cross-sectional survey data were collected among a large heterogeneous sample of Dutch employees (N = 5437). The final sample consisted of 157 on-call workers (23–69 years, 71% males). Data were analyzed by means of hierarchical regression analyses (controlling for age and job characteristics). Results. Differences in on-call work exposure were not systematically related to fatigue, WHI, and PPD (all p's >0.50). The experience of being on-call explained a medium proportion of the variation in fatigue and strain-based WHI and a medium to large proportion of the variation in time-based WHI and PPD over and above the control variables. Conclusions. Our results suggest that it is employees' experience of being on-call, especially the experience of stress due to the unpredictability, rather than the amount of exposure, that is related to fatigue, WHI, and perceived on-call performance difficulties.

Employee engagement: The effects of work-home/home-work interaction and psychological conditions

The aim of this study was to investigate the relationship between work-home and home-work interference, psychological conditions and employee engagement. A cross-sectional survey design was used. The participants were 292 employees of a uranium mine in Namibia residing in towns distant from their workplace. The following measuring instruments were used: Survey Work-Home Interaction – Nijmegen, Psychological Conditions Scale and Employee Engagement Questionnaire. Negative work-home interaction (work-home/home-work spillover) was negatively related to psychological meaningfulness, psychological availability, and employee engagement. Positive work-life interaction (work-home/home-work interaction) was positively related to psychological meaningfulness, psychological availability, and employee engagement. The study builds on the work-life interaction literature by showing that negative and positive interactions indirectly affect employee engagement via psychological meaningfulness and psychological availability.

Smartphone use and work–home interference: The moderating role of social norms and employee work engagement

Work in our modern society that is facilitated by communication technology involves connectivity, immediacy, and a blurring of boundaries between work and non‐work domains. This 4‐day quantitative diary study (N = 100 employees, N = 367–400 data points) aims to shed light on the relationship between daily smartphone use and daily work–home interference (WHI). Two potential moderators of this relationship are examined: (1) (strong) social norms represented by the influence of colleagues and supervisors regarding availability after work hours and (2) work engagement. Overall, the results of multilevel analyses were in line with the hypotheses. The findings suggest that supervisors should be clear about their expectations regarding smartphone use in private hours in that they should not expect employees to be always available. In addition we conclude that engaged workers can prevent work from interfering too much with their private lives, even when they use their smartphones during evening hours.Practitioner points Employees working in an ‘always‐on’ culture experience more WHI. Important role models, such as supervisors, should be aware that the emails they send during evening hours and weekends also have recipients. Supervisors should be careful in creating expectations regarding availability when they decide to provide smartphones to their employees.

Job characteristics and coping strategies associated with negative and positive work-home interference in a nursing environment

The aim of this study is to determine which job characteristics and coping strategies predict negative and positive work-home interference (WHI) in the nursing environment. Random samples (n=300) were taken of registered nurses in the Johannesburg, Klerksdorp, Krugersdorp, Potchefstroom and Pretoria regions. A self-constructed questionnaire was used to measure job characteristics. The Coping Strategy Indicator (CSI) was used to measure coping strategies, and the Survey Work-Home Interaction-Nijmegen (SWING) to measure WHI. The results show that time demands, pressure, role clarity and colleague support are the main job characteristics that predict negative WHI. Problem-solving coping predicts less negative WHI and avoidance coping predicts more negative WHI. Time demands, autonomy and role clarity are the main variables that predict positive WHI. Problem-solving coping is the only coping strategy that predicts positive WHI.

Burnout and Occupational Factors among Romanian Healthcare Professionals Working in Obstetrics and Gynecology Clinics

The present research aims to identify the relations between burnout, job demands and negative work-home interference. One hundred and sixty seven physicians, residents and nurses working in obstetrics and gynecology clinics filled out the Maslach Burnout Inventory-General Survey, the Questionnaire on the Experience and Evaluation of Work and the Survey Work-Family Interaction Nijmegen. Results of multiple regression analyses indicate that while job demands predict burnout, the negative work-home interference partially mediates the relation between job demands and burnout. The present results have implications for designing interventions focused on reducing burnout among healthcare professionals.

Work stress, work–home interference and perceptions of organisational culture amongst insurance employees in Zimbabwe

The objective of the study was to determine the relationship between work stress, work-home interference, and perceptions of organisational culture amongst insurance employees in the Zimbabwean context. Data were collected from a sample of 190 employees (females=46%) who completed the Occupational Stress Inventory-Revised (OSI-R), the Work-Home Interference Questionnaire (SWING), and the Organisational Culture Index (OCI). Data analysis consisted of correlational and standard multiple regression analyses. The results revealed significant positive correlations between the sub-scales Role Overload, Role Insufficiency, Role Ambiguity, Role Boundary, Responsibilities, and Physical Environment of the OSI-R, the sub-scales Positive Work-Home Interference and Negative Work-Home Interference of the SWING, and the sub-scales Bureaucratic, Innovative and Supportive Culture of the OCI. These findings contribute to new knowledge in terms of the work stress experienced by insurance employees who are always under continuous pressure from the industry. Furthermore, it could be used to gain insight to enhance the work-life balance of insurance employees and the effect of organisational culture as perceived by insurance employees.

Leadership style and negative work-home interference in the hospitality industry

Purpose– The purpose of this paper is to discuss the impact of leadership styles on negative work-home interference among highly educated employees in the hospitality industry.Design/methodology/approach– A survey was conducted among a sample of 126 highly educated hospitality employees working in various different companies. Hierarchical regression analyses were carried out to examine the effects of leadership styles, work-home arrangements and overtime on perceived negative work-home interference.Findings– Autocratic leadership style, working overtime and a lack of work-home arrangements contributed significantly to negative work-home interference.Research limitations/implications– The study was conducted with a limited sample in a relatively limited part of the sector. Further research is needed in other layers of hospitality organisations.Practical implications– The findings provide insight into the impact of leadership on negative work-home interference. A variety of studies have identified negative work-home interference as an important precursor for employee turnover, and this study helps managers in developing beneficial management styles as well as HR policies to address negative work-home interference and its subsequent organisational effects.Originality/value– What is new in this paper is the measurement of leadership style in relation to negative work-home interference in the hospitality industry. In addition, next to charismatic and transactional leadership styles, autocratic leadership style is taken into account.

Gains and losses related to career transitions within organisations

With this study we aim to look at potential gains and losses in terms of higher career satisfaction and increased strain levels as a consequence of intraorganisational upward career transitions. Following the idea of a matching principle, we further expected stressors to mediate the relationship between transitions and strain, and resources to mediate the relationship between transitions and career satisfaction. Altogether, N=581 employees from 11 German organisations filled in an online questionnaire twice, with a time lag of one year. About 20% of the respondents stated having experienced upward transitions. SEM analyses using latent difference scores for the mediators and dependent variables revealed that career transitions are related to increased strain (irritation), but also to higher career satisfaction. Furthermore, specific indirect effects could be shown to link upward career transitions with irritation via elevated time pressure and increased work–home interference. The link between upward career transitions and career satisfaction could be shown to be mediated by increased person–job fit, but not by autonomy. Results are discussed in light of organisational and individual measures in order to increase gains and to reduce losses related to upward career transitions.

Workplace risk factors for anxiety and depression in male-dominated industries: a systematic review

Background and Aims: Working conditions are an important health determinant. Employment factors can negatively affect mental health (MH), but there is little research on MH risk factors in male-dominated industries (MDI). Method: A systematic review of risk factors for anxiety and depression disorders in MDI was undertaken. MDI comprised ≥ 70% male workers and included agriculture, construction, mining, manufacturing, transport and utilities. Major electronic databases (CINAHL, Cochrane Library, Informit, PsycINFO, PubMed and Scopus) were searched. Each study was categorised according to National Health and Medical Research Council's hierarchy of evidence and study quality was assessed according to six methodological criteria. Results: Nineteen studies met the inclusion criteria. Four categories of risk were identified: individual factors, team environment, work conditions and work–home interference. The main risk factors associated with anxiety and depression in MDI were poor health and lifestyles, unsupportive workplace relationships, job overload and job demands. Some studies indicated a higher risk of anxiety and depression for blue-collar workers. Conclusion: Substantial gaps exist in the evidence. Studies with stronger methodologies are required. Available evidence suggests that comprehensive primary, secondary and tertiary prevention approaches to address MH risk factors in MDI are necessary. There is a need for organisationally focused workplace MH policies and interventions.

Work–Home Interference and Burnout

This study sets out to investigate the impact of work-home interference on burnout in women and men, while taking genetic and family environmental factors into account. A total of 4446 Swedish twins were included in the study. The effects of work-home conflict (WHC) and home-work conflict (HWC) on burnout between and within pairs were analyzed with co-twin control analyses. Both WHC and HWC were significantly associated with burnout. Genetic factors may be involved in the association between HWC and burnout in women. Familial factors were not involved for WHC and burnout, neither for women nor for men. This study shows the importance to encounter WHC per se to prevent burnout. Because of genetic confounding in HWC and burnout in women, preventive efforts may also take into account individual characteristics.

Switch on to games: Can digital games aid post-work recovery?

Recovery is a necessary factor in avoiding work-related strain and in feeling prepared for the next day of work. In order for recovery to be successful, an individual must experience psychological detachment from work, relaxation, mastery experiences and a sense of control, all of which have been argued to be assisted by digital game use. However, it is unclear whether these associations will be greater for certain digital game genres, or whether this would extend to other recovery-related outcomes, for instance work home interference (WHI), where the stress from work interferes with home-life. These factors may be vital in determining whether interventions aimed at improving recovery using digital games would be effective, and what form these should take. The present research surveyed 491 participants and found that the total number of hours spent playing digital games per week was positively correlated with overall recovery. Correlations varied with genre, highlighting the importance of game characteristics in this relationship: first person shooters and action games were most highly correlated with recovery. Moreover, digital game use was not related to a reduction in work–home interference. When restricting the analysis to gamers who report to have developed online relationships, online social support mediated the relationship between digital game use and recovery. Results are discussed in terms of how digital games may be utilised to improve recovery and reduce work-related stress.

Burnout and engagement, and its predictors in young veterinary professionals: the influence of gender

With the aim to assess levels of burnout and work engagement in junior veterinarians and identify predictors of burnout and work engagement in male and female veterinarians, 1760 veterinarians who...

Double‐duty caregivers: healthcare professionals juggling employment and informal caregiving. A survey on personal health and work experiences

This study compared the work-related experiences and personal health status of double-duty caregivers with those of caregivers who do not provide informal care to a family member or close friend in need. The interest in providing informal care alongside employment is growing. However, little attention has been paid to the dual role of the healthcare professional who also has caregiving responsibilities for a needy person in his/her private situation. It is important to study the negative and positive consequences of this combination of professional and family care giving. A cross-sectional study. In 2011, we distributed a digital questionnaire to employees with a professional care function working at a healthcare organization in the Netherlands. Descriptive statistics, analyses of covariance and tests of linearity were performed. Analyses of variance demonstrated that as professional healthcare workers provide more hours of informal care in their private lives, their mental and physical health significantly worsens, while their need for recovery increases. Also, statistical significant increases were seen for emotional exhaustion, presenteeism and negative experiences with Work-Home and Home-Work Interferences. Remarkably, positive Home-Work Interference increased significantly with increasing hours of informal care. Double-duty caregivers appeared to be equally motivated and satisfied with their work as their co-workers. No differences were seen with respect to absenteeism. Double-duty caregivers prove to be employees who are at risk of developing symptoms of overload. This finding calls for special attention, with long-term solutions at both legislative and organizational level.

Work–home interference and its prospective relation to major depression and treatment with antidepressants

Few longitudinal studies have investigated if "work-home interference" (WHI), conflicts between work and home demands, predicts depressive disorders. We examined if WHI was prospectively associated with indicators of major depression in a nationally representative sample. We used multiple logistic and Cox regression models to examine if self-reported WHI was related to probable major depression [scoring high on a brief self-report scale based on the (Hopkins) Symptom Checklist] and/or any new antidepressant treatment using the prescribed drug register during a 2-year follow-up. The analytic sample comprised 1576 men and 1678 women, working respondents to the Swedish Longitudinal Occupational Survey of Health (SLOSH), free of major depression and prior purchases of antidepressants at baseline. Altogether, 7% experienced high (very often/the whole time) and 32% moderate (sometimes) WHI. Overall, the analyses indicated prospective associations between especially high WHI and major depression and/or antidepressant treatment also when adjusting for work characteristics (demands, control, support, overtime). However, the estimates for major depression differed by sex. Separate analyses indicated that only women with high WHI were significantly more likely to have subsequent major depression. Analyses further indicated an elevated rate of antidepressant treatment for men in particular, partly explained by work characteristics and that major depression was related to subsequent high WHI. Based on a two-year follow-up, this study indicated that high WHI prospectively predicted major depression and/or antidepressant treatment, though effects appeared to differ to some extent by sex.

Why do nurses change jobs? An empirical study on determinants of specific nurses' post-exit destinations

The aims of this paper are, first, to identify the determinants of the 'intention to leave' of nurses working at a general hospital, and, second, to provide recommendations for various stakeholders targeting prevention of premature leaving to various post-exit destinations. Nurse turnover is a serious problem, especially given the increased need for professional medical care because of demographic changes, and puts severe pressure on health-care management staff. In order to meet future requirements for nursing staff, it is of utmost importance to empirically study their intention to leave either their department or hospital, and to identify the determinants of these various intentions to leave. A cross-sectional survey was completed by 318 nurses working at various departments at a general hospital in Eindhoven, the Netherlands. Data were collected in May 2011. Using binary regression analysis, various determinants of nurses' reported post-exit career choices could be identified. Nurses' intention to leave is determined by their general satisfaction with management and leadership quality, their satisfaction with pay and benefits, their job satisfaction and work-to-home interference issues they have to deal with, but not by career development opportunities. Preventing nurses from leaving their department or hospital requires careful attention from management and human resources professionals working in hospitals. In particular, the line managers who actually supervise nurses on a daily basis are key in ensuring that nurses are satisfied with their management and with the rewards they receive, and are able to cope with work-home interference.