Problem-solving Pondering Research Articles

Impacts of work-related rumination on employee’s innovative performance: based on the conservation of resources theory

PurposeThis paper aims to examine the double-edged sword effects of work-related rumination on employees’ innovative performance. Drawing upon Conservation of Resources (COR) theory, this study developed a model to reveal the mechanism through which work-related rumination affects employees’ innovative performance.Design/methodology/approachData were collected from a sample of employees and their managers at an information technology services firm in China. A two-wave data collection method with a one-month interval was employed. The analysis was conducted using structural equation modeling on 482 paired manager-subordinate responses.FindingsOur findings highlight the complex interplay between work-related rumination and innovative performance. Specifically, affective rumination was found to detract from employees’ innovative performance, whereas problem-solving pondering had a positive effect. Notably, creative self-efficacy emerged as a key mediator in these relationships. Furthermore, employees’ perceived organizational support moderated the impact of rumination on creative self-efficacy and, consequently, on innovative performance, buffering the negative effects of affective rumination and enhancing the positive effects of problem-solving pondering.Originality/valueFirstly, it enriches the existing literature on work-related rumination by exploring its nuanced influence on employees’ innovative performance. Secondly, it illuminates the underlying mechanism through which work-related rumination affects innovative performance, mediated by creative self-efficacy. Lastly, it highlights the crucial role of perceived organizational support in moderating these relationships, offering valuable insights for practitioners seeking to foster a more innovative work environment.

The relationships between recovery and teachers' exhaustion and performance: mediational role of work-related self-efficacy

The aim of the study was to better understand the process through which recovery leads to teachers' exhaustion and performance. The direct and the indirect, i.e., mediated by teacher' work-related self-efficacy, effects of recovery on exhaustion and job performance were measured. To assessment of recovery, the Polish version of the Work-Related Rumination Scale (W-RRS) was developed. It measures detachment, affective rumination and problem-solving pondering. The psychometric properties of this tool constitute an additional contribution to the article. The study was conducted among a group of primary and secondary school teachers (N = 503). The factor structure of the W-RRS scale was checked using confirmatory factor analysis (CFA), its reliability by using of Cronbach's α measure, and its theoretical validity by means of correlation of main variables with criterion variables. Hypotheses related to direct and mediation effects were verified using structural equation modeling (SEM). The obtained results confirmed the criterion and construct validity and reliability of the W-RRS. It has been also shown that detachment is directly negatively associated with exhaustion (but not with performance), affective rumination is a predictor of higher exhaustion and lower job performance, and problem-solving pondering is related to job performance (but not to exhaustion). Self-efficacy mediates the effect of 2 (out of the 3) types of recovery on exhaustion and job performance, such that high levels of problem-solving pondering and low levels of affective rumination translate into high self-efficacy, which in turn leads to lower exhaustion and higher job performance. The recovery methods have various implications for functioning of teachers. While detachment and problem-solving pondering seem to promote it, affective rumination intensifies exhaustion and reduces performance. The mediator of the recovery-psychological well-being relationship is self-efficacy. The W-RRS questionnaire can be used to assessment of rumination among teachers. Med Pr Work Health Saf. 2024;75(2):143-158.

I Did Something Wrong: How and When Leaders Ruminate and Recover from Their Abusive Supervision

Although prior studies have begun to focus on how employees recover from abusive supervision experiences, how leaders ruminate on and recover from their abusive supervision remains unclear. On the basis of cognitive theories of rumination, we propose that abusive supervision is linked to two forms of rumination after work (i.e., affect-focused rumination and problem-solving pondering), which subsequently influence leaders’ next-day work engagement. Specifically, we suggest that affect-focused rumination and problem-solving pondering will hinder and facilitate leaders’ next-day work engagement, respectively. We also identify the past focus and future focus of leaders as moderators in the relationship between abusive supervision and the two forms of rumination. Using an experience sampling methodology for 10 workdays with data from 59 leaders, we find that leaders’ abusive supervision hinders their next-day work engagement through affect-focused rumination, which is aggravated by past focus and mitigated by future focus. However, the problem-solving pondering path is not supported. We conclude by discussing the theoretical and practical implications of our findings and proposing future research directions.

The impact of customer misbehavior on frontline employees’ work–family conflict and withdrawal behaviors

PurposeCustomer misbehavior has a negative impact on frontline employees. However, the underlying mechanisms from customer misbehavior to employees’ negative outcomes need to be further unfolded and examined. This study aims to propose that employees’ affective rumination and problem-solving pondering could be the explanatory processes of customer misbehavior influencing employee attitudes in which coworker support could be a moderator.Design/methodology/approachA mixed-method approach was designed to test this study’s predictions. Study 1 conducted a scenario-based experiment among 215 full-time hospitality employees, and Study 2 used a two-wave, longitudinal survey of 305 participants.FindingsThe results demonstrate the impact of customer misbehavior on work–family conflict and withdrawal behaviors. The mediating role of affective rumination is supported and coworker support moderates the processes.Practical implicationsCustomer misbehavior leads to negative outcomes among frontline employees both at work and family domains. Hotel managers should help frontline employees to cope with customer misbehavior by avoiding negative affective spillover and providing support properly.Originality/valueThe studies have unfolded the processes of affective rumination and problem-solving pondering through which customer misbehavior influences work–family conflict and withdrawal behaviors among frontline employees. The surprising findings that coworker support magnified the negative effects have also been discussed.

A Paradoxical Study of the Influence of Underdog Expectations on Employees' Work Status

While prior studies have demonstrated that underdog expectations (UEs) can benefit or harm performance, research of whether they are detrimental or beneficial to employees' work status has not been much explored. Based on the two-mode models of self-regulation theory, the authors develop a model of the double-edged sword effect of UEs on employees' work status and their boundary conditions. Data from 357 employees showed that: (1) UEs positively affect affective rumination (AR), AR positively affects work alienation (WA) and thus mediates between UEs and WA; (2) UEs positively affect problem-solving pondering (PSP), PSP positively affects work engagement (WE) and thus mediates between UEs and WE; (3) Mindfulness moderated the relationship between UEs and AR, thereby moderating the mediating effects of AR and PSP; (4) Mindfulness moderated the relationship between UEs and PSP, thereby moderating the mediating effects of PSP. This study advances the UEs research. It also provides suggestions on how to leverage the positive effects of UEs with the alertness to mitigate its negative effects.

Work-related rumination declines with age but is moderated by gender.

Much is known about the physical effects of work and health, but less is known about how older workers unwind mentally from work, and their post-work ruminative thinking. The present study aimed to explore the association between age, gender and two types of work-related rumination: affective rumination, and problem-solving pondering. This study utilized a sample of 3991 full-time employees (working 30 or more hours per week), who were stratified into five age bands (18-25, 26-35, 36-45, 46-55, and 56-65 yrs.). Affective rumination was found to significantly decline in the older age groups (46 + yrs.), but this finding was moderated by gender. Males reported lower work-related rumination over the entire age range, but the greatest difference between males and females was observed in the 56-65 age category. The results for problem-solving pondering mirrored those of affective rumination but with the only exception that there was no significant difference in gender between those aged 18-25 years. These findings add to our understanding about how workers (between different age groups) mentally switch off from work and highlight the need for interventions to help older workers mentally recover from the effects of work.

The role of perceived autonomy support and fear of failure: A weekly diary study on work-related rumination.

Grounded in self-determination theory, the present study examined the weekly fluctuations in different forms of work-related rumination depending on perceived autonomy support and fear of failure at the workplace. Work-related rumination has three dimensions, affective rumination (negative emotions or affect), problem-solving pondering (thinking over the actions to handle the problems), and psychological detachment (mentally distancing oneself from work during nonwork time). In total, 111 employees (Mage = 34.88, SD = 10.43) from various occupations were followed over the course of three weeks via weekly measurements, resulting in 333 matched observations. Multilevel random coefficient modeling showed that on the weeks when employees reported higher levels of perceived autonomy support from the leader, they engaged in affective rumination and problem-solving pondering less. However, weekly fluctuations in psychological detachment from work was not associated with perceived autonomy support. Moreover, on the weeks when employees experienced high fear of failure, they reported less psychological detachment from work during nonwork time. Lastly, within-and and between-person fear of failure moderated the negative link between perceived autonomy support and affective rumination. Findings showed that perceived autonomy support is a protective factor for employees high in both state and trait fear of failure in decreasing affective rumination. Directions for future research and implication for practice were discussed.

When work bothers your mind: a diary study on the relationship of German teachers’ work-related rumination with fatigue

This study investigated the association of school attendance restrictions in the early stages of the coronavirus disease pandemic with teacher-specific workload, and work-related rumination of teachers in Germany. Deduced from the effort-recovery model, that assumes that work might lead to strain reactions, making recovery necessary to avoid long-term health impairments, fatigue and positive as well as negative contents of work-related rumination in nonwork time were investigated in a five-day diary study with three measurement points per day. A total of 1,697 daily measures of 174 teachers were gathered over three consecutive workdays and the weekend. Only those days were included in which the teachers worked. Multilevel structural equation modeling revealed that teachers during school restrictions showed lower teacher-specific workload, which was associated with lower levels of affective rumination and problem-solving pondering. The effect on fatigue was mediated only by affective rumination such that a higher affective rumination was related to a higher fatigue level on the between and within-level. There was a significant three-path mediation from group belongingness over teacher-specific workload to affective rumination and fatigue. Problem-solving pondering did not affect fatigue level. The present study provides evidence of the association of COVID-19 restrictions with teacher-specific workload and the importance of differentiating the facets of work-related rumination.

Colleagues' norms regarding work-related messages: their differential effects among remote and onsite workers

PurposeResearch has shown that colleagues' norms promoting the need to respond quickly to work-related messages (CN) have a negative effect on work recovery experiences. In the present study, the authors examine the direct and indirect – through affective rumination and problem-solving pondering – effects of these norms on work–family conflict, family–work conflict and job satisfaction, and verify whether and how these associations differ between employees working onsite (n = 158) or remotely (n = 284).Design/methodology/approachA total of 442 employees completed an online survey that covered measures on CN, affective rumination, problem-solving pondering, work–family conflict, family–work conflict and job satisfaction.FindingsAs hypothesized, the study results revealed that CN were positively related to work–family conflict and family–work conflict, but not to job satisfaction. Moreover, the indirect effects of CN on work–family conflict and job satisfaction were significantly mediated by affective rumination and problem-solving pondering, whereas the indirect effects of these norms on family–work conflict were significantly mediated by affective rumination. Finally, the relations between CN and the mediators (affective rumination and problem-solving pondering) were stronger among employees working onsite than among employees working remotely.Originality/valueThese results revealed that working remotely buffered the detrimental effects of CN on affective rumination and problem-solving pondering.

How Job Stress Affect Flow Experience at Work: The Masking and Mediating Effect of Work-Related Rumination.

This study proposes and tests a theoretical model of how two types of stressors (challenge and hindrance stressors) elicit perseverative cognition processes in individuals (as characterized by two types of work-related rumination), and how, through this mechanism, these stressors can further affect individuals' flow experience at work. Our model is largely supported by structural equation modeling analyses of a longitudinal questionnaire-based survey (n = 344). We find that challenge stressors have a significant, positive, direct impact on the experience of flow. Additionally, both challenge and hindrance stressors simultaneously activate problem-solving pondering and affective rumination in employees; affective rumination inhibits flow, while problem-solving pondering promotes flow. The results of a bootstrap sampling analysis further indicate the presence of the masking and mediating effects of work-related rumination in the effects of these stressors on flow experience. The theoretical and practical implications of these findings are discussed.

Prosocial Service Behaviours and Employee Well-being

This study investigates the dual effects of Prosocial service behaviour (PSB) on employee well-being and how these outcomes are influenced by a leader’s punishment and reward behaviours. Drawing on the conservation of resources and self-determination theories, we propose that PSB consumes and provides resources through work-related rumination (i.e., affective rumination and problem-solving pondering). We conducted a longitudinal two-wave questionnaire study (N = 132) and tested hypotheses using a time-lagged model with latent variables. Results showed that when non-contingent punishment was low, PSB increased burnout through affective rumination. Moderated mediation analysis revealed that when the contingent reward is high, there was an increase in indirect effect of PSB on work enjoyment through problem-solving pondering. The direct effect of PSB on affective rumination was in the expected direction but was not significant. However, the direct effect of PSB on problem-solving pondering was significant. Our results indicate that PSB has positive and negative well-being outcomes under various leadership conditions.

Enhancing Employees’ Daily Inclusion at Work: A Multilevel Temporal Approach to Social Context

The mission of inclusive organizations is to create a positive work environment that makes every employee feel like a valued part of the organization. Achieving this goal relies upon not only inclusion initiatives that reduce overall bias and conflict, but also, more importantly, the crafting of day-to-day social context that ultimately enhances employees’ inclusion experiences. Yet, we have a limited understanding about the nature of social context that engenders daily employee inclusion. Integrating the functions of positive work relationships model with inclusion research, we adopt a multilevel temporal approach to investigate how coworker social interactions at the daily level interact with inclusive climate at the unit level to impact employees’ daily inclusion, and subsequently their activities during and after work. We surveyed 97 employees from 31 pharmacies in China over 10 consecutive workdays (N = 911). Results showed that daily support-related coworker interactions enhanced employees’ daily inclusion, which translated into enhanced task proficiency at work and problem-solving pondering after work. The positive association between daily coworker interactions and perceived inclusion was stronger for employees working in stores with higher (vs. lower) inclusive climates, and employees’ socioemotional attribution of coworker interactions mediated the moderating effect of inclusive climate.

Calm Down and Enjoy It: Influence of Leader-Employee Mindfulness on Flow Experience.

PurposeThis study aims to investigate the effect of mindfulness on flow at the organizational and individual levels. Based on perseverative cognition theory, we introduced work-related rumination (affective rumination and problem-solving pondering) as the transmitter in these processes.MethodsThis study conducted a three-wave longitudinal survey. The data of 458 employees and 114 leaders were collected from three software parks in China. Multilevel structural equation modeling and the Markov Chain Monte Carlo method were adopted to test all hypotheses.ResultsEmployee mindfulness and leader mindfulness help reduce affective rumination by employees and increase their problem-solving pondering and flow experiences. Affective rumination and problem-solving pondering partially mediate the relationship between leader and employee mindfulness and flow. Leader mindfulness moderates the effects of employees’ mindfulness on their affective rumination and problem-solving pondering.ConclusionOur findings contribute to the current literature on mindfulness, work-related rumination and flow experience and extend the understanding of the effect boundary of mindfulness. This study also helps guide organizations to better design and carry out mindfulness and flow interventions.

A daily diary study on technology-assisted supplemental work, unfinished tasks, and sleep: The role of problem-solving pondering.

A daily diary study on technology-assisted supplemental work, unfinished tasks, and sleep: The role of problem-solving pondering.

Supplemental Material for A Daily Diary Study on Technology-Assisted Supplemental Work, Unfinished Tasks, and Sleep: The Role of Problem-Solving Pondering

Supplemental Material for A Daily Diary Study on Technology-Assisted Supplemental Work, Unfinished Tasks, and Sleep: The Role of Problem-Solving Pondering

When forgetting what happened at work matters: The role of affective rumination, problem-solving pondering, and self-control in work-family conflict and enrichment.

Whether integrating work into home benefits or harms an employee's family role is a critical issue that has met with mixed findings in the extant literature. Work-home integration can be manifested in different ways. Unfortunately, prior research has tended to use global assessments of integration that may mask relationships between different types of integration and work-family outcomes. In 2 studies, the present research takes a step toward a more fine-grained analysis by focusing on the work-family consequences of affective rumination and problem-solving pondering, both of which represent psychological integration of work into home. In Study 1, using a between-person design with a 6-week time lag (NTime1 = 519, NTime2 = 231), affective rumination was positively related to work-family conflict and negatively to work-family enrichment, whereas problem-solving pondering was unrelated to work-family conflict and positively related to work-family enrichment. In Study 2, a within-person daily diary study over 1 workweek (N = 103), affectively ruminating more than usual was related to more work-family conflict than usual and to less enrichment than usual. Moreover, average affective rumination over 1 workweek was negatively related to average work-family enrichment. Problem-solving pondering was unrelated to work-family conflict and enrichment within persons, but was positively related to work-family enrichment between persons. Neither study supported the hypothesis that trait self-control would buffer the negative consequences of affective rumination. Overall, these results emphasize the importance of investigating the consequences of specific types of integrating work into home rather than overall tendencies of doing so. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Benefits and Costs of Happy Entrepreneurs: The Dual Effect of Entrepreneurial Identity on Entrepreneurs' Subjective Well-Being.

Entrepreneurship research generally focuses more on the entrepreneurial outcomes of entrepreneurs and less on their entrepreneurial process. To a certain extent, well-being reflects how tired entrepreneurs are during entrepreneurship. Based on conservation of resources theory, this study proposes a double-edged sword model of the effect of entrepreneurial identity on subjective well-being, using the two-dimensional structure of work rumination as a mediator. This study also concentrates on the moderating role of entrepreneurial mindfulness. Multiple hierarchical regression methods are used to analyze and test 882 valid samples. Results suggest that the effect of entrepreneurial identity produces distinctly different outcomes. On the one hand, entrepreneurial identity induces entrepreneurs' work-related affective rumination to reduce their subjective well-being through the path of resource depletion. On the other hand, entrepreneurial identity stimulates entrepreneurs' contemplation on work-related problem-solving pondering to enhance their subjective well-being through the path of resource acquisition. In the path of resource depletion, work-related affective rumination produces a “suppressing effect” between an entrepreneur's identity and entrepreneurial subjective well-being. In addition, entrepreneurial mindfulness weakens the resource depletion path. Entrepreneurial mindfulness negatively moderates the relationship between entrepreneurial identity and work-related affective rumination. Entrepreneurial mindfulness also does not strengthen the resource acquisition path. Mindfulness does not positively moderate the relationship between entrepreneurial identity and work-related problem-solving pondering. The findings further extend the research on the influence of entrepreneurial identity on subjective well-being. They also reveal the mechanisms and boundary conditions of the effect of entrepreneurial identity on subjective well-being.

Is one the loneliest number? A within-person examination of the adaptive and maladaptive consequences of leader loneliness at work.

Although leaders' daily work is inherently relational, it is possible that leaders can feel lonely and isolated from followers. Integrating theoretical ideas from regulatory loop models of loneliness with evolutionary perspectives of loneliness, we posit that daily leader loneliness (i.e., feelings of isolation stemming from one's followers) may prompt harmful self-perpetuating as well as beneficial self-correcting cycles of loneliness at work via different rumination processes. We expect that leader loneliness will relate to 2 forms of rumination after work-maladaptive affect-focused rumination and adaptive problem-solving pondering. We expect that each form of rumination will hinder or facilitate next-day work engagement and helping, which will then matter for subsequent leader loneliness. In a 10-day experience sampling investigation of 86 leaders, we found that daily leader loneliness exhibits a self-perpetuating pattern via affect-focused rumination because this type of rumination reduces next-day work engagement and helping. At the same time, daily leader loneliness exhibits a self-correcting pattern via problem-solving pondering, as this type of forward-thinking rumination facilitates work engagement and helping the next day. Furthermore, leader self-efficacy enhances the extent to which problem-solving pondering occurs when leaders feel lonely. In a supplemental experience sampling study with leaders and followers, we further show that daily leader loneliness is negatively related to followers' perceptions of leader effectiveness above and beyond more generalized loneliness. In summary, our work sheds theoretical and empirical light on the complex nature of leader loneliness. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Development and Initial Validation of a Scale to Measure Cognitive Demands of Flexible Work.

With globalization, digitalization, and the spread of information and communication technologies, rules regulating work have been softened or completely abolished. Consequently, employees face additional cognitive demands to plan, structure, and coordinate their work. To capture these demands of contemporary work, we constructed and initially validated the Cognitive Demands of Flexible Work (CODE) scale. The scale comprises four subscales (i.e., structuring of work tasks, planning of working times, planning of working places, and coordinating with others). We initially validated the scale in three independent studies (overall N = 1,129) in German and English. Confirmatory factor analyses supported the four-factor structure, as well as scalar invariance, of the different language versions. Moreover, the subscales showed convergent and divergent validity with related constructs such as requirements for problem solving or autonomy. The criterion validity for emotional exhaustion, engagement, positive work rumination, negative work rumination, and problem-solving pondering suggested that cognitive demands of flexible work can be construed as challenge demands. However, relationships with emotional exhaustion were not significant. Overall, the CODE scale was shown to be a reliable and valid instrument to measure cognitive demands of flexible work.

How COVID-Induced Job Search Anxiety Affects New Labor Market Entrants' Job Search and Well-Being.

New labor market entrants (i.e., first-time job seekers) face significant hurdles when searching for a job for the first time, with these stressors likely amplified during the COVID-19 pandemic. In the current investigation, we consider the maladaptive and adaptive consequences of COVID-induced job search anxiety, defined as feeling anxious and tense in one’s job search due to issues imposed by the pandemic. We theorize that this state of anxiety can prompt job seekers to engage in affect-focused rumination (maladaptive) and problem-solving pondering (adaptive) week-to-week. We further argue that COVID-induced job search anxiety will affect job seekers’ subsequent striving for their dream job and insomnia (i.e., both performance and well being implications). Finally, we consider how stable beliefs relevant to life in the COVID-19 pandemic (i.e., beliefs in conspiracy theories; beliefs in COVID-19 being a public health crisis) have the potential to affect the aforementioned within-person relationships. Using a sample of 162 new labor market entrants who provided 816 weekly data points, results indicated that COVID-induced job search anxiety positively related to affect-focused rumination and problem-solving pondering; affect-focused rumination hindered striving for one’s dream job and promoted insomnia the next week, whereas problem-solving pondering helped encourage striving for one’s dream job. Further, the detrimental effects of COVID-induced job search anxiety via affect focused rumination were amplified for those who held higher levels of conspiracy theory beliefs.