When daily home-to-work transitions are not all bad: a multi-study design on the role of appraisals

IF 5.6 2区心理学 Q1 PSYCHOLOGY, APPLIED

Work and Stress Pub Date : 2023-06-28 DOI:10.1080/02678373.2023.2226619

M. Darouei, J. Delanoeije, M. Verbruggen

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引用次数: 0

Abstract

This study disentangles positive and negative reactions to home-to-work transitions (i.e. transitions from the home role to the work role during non-work hours; HWTs) and examines their consequences for employees’ work engagement and psychological strain. Based on boundary theory and appraisal theories, we expected that positively appraised HWTs would relate to more engagement and less strain whereas negatively appraised HWTs would contribute to less engagement and more strain. We tested our hypotheses using two daily diary datasets from different Belgian companies, one collected before the COVID-19 pandemic during 13 workdays among 81 employees (678 observations; Study 1) and one collected during the pandemic during 9 workdays among 82 employees (516 observations; Study 2). Hypotheses were tested both on the within – and the between-person level using multilevel modelling to account for daily fluctuations in the appraisals of HWTs and between-person differences. As expected, positive appraisals were related to more engagement and less strain at the between-person level in both studies. We did not find this impact on the within-person level, nor did we find any within – or between-effects of negative appraisals. Our study highlights the relevance of positive appraisals for employees’ between-level engagement and strain beyond the impact of HWTs themselves.

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当每天从家到工作的转变并不都是坏事时:一项关于评估作用的多研究设计

本研究对家庭到工作的转变(即非工作时间从家庭角色到工作角色的转变;HWTs)，并研究其对员工工作投入和心理压力的影响。基于边界理论和评价理论，我们预期积极评价的工作人员会有更多的投入和更少的压力，而消极评价的工作人员会有更少的投入和更多的压力。我们使用来自不同比利时公司的两个每日日记数据集来检验我们的假设，其中一个数据集在COVID-19大流行之前收集，在81名员工的13个工作日内收集(678次观察;研究1)和在大流行期间收集的一项研究，在82名雇员中收集了9个工作日(516次观察;研究2)使用多层模型在内部和人与人之间的水平上测试假设，以解释hwt评估的日常波动和人与人之间的差异。正如预期的那样，在两项研究中，积极的评价都与人际层面上更多的投入和更少的紧张有关。我们没有发现这种影响在个人层面上，也没有发现任何负面评价的内部或之间的影响。我们的研究强调了积极评价对员工的层次投入和压力的相关性，而不仅仅是高绩效员工本身的影响。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Work and Stress PSYCHOLOGY, APPLIED-

CiteScore

11.70

自引率

3.30%

发文量

期刊介绍： Work & Stress is an international, multidisciplinary quarterly presenting high-quality papers concerned with the psychological, social and organizational aspects of occupational health and well-being, and stress and safety management. It is published in association with the European Academy of Occupational Health Psychology. The journal publishes empirical reports, scholarly reviews and theoretical papers. It is directed at occupational health psychologists, work and organizational psychologists, those involved with organizational development, and all concerned with the interplay of work, health and organisations. Research published in Work & Stress relates psychologically salient features of the work environment to their psychological, behavioural and health consequences, focusing on the underlying psychological processes. The journal has become a natural home for research on the work-family interface, social relations at work (including topics such as bullying and conflict at work, leadership and organizational support), workplace interventions and reorganizations, and dimensions and outcomes of worker stress and well-being. Such dimensions and outcomes, both positive and negative, include stress, burnout, sickness absence, work motivation, work engagement and work performance. Of course, submissions addressing other topics in occupational health psychology are also welcomed.