Are night owls more robust to commuting? The role of chronotypes in commuting

IF 5.4 2区管理学 Q1 MANAGEMENT

Human Relations Pub Date : 2025-04-04 DOI:10.1177/00187267251324848

Wen Wu, Dan Ni, Christopher M. Barnes, Shaoxue Wu, Xianting Peng, Xiaoke Cheng, Zhuyan Yu

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引用次数: 0

Abstract

Many employees spend a significant portion of their workday commuting to and from work, albeit with considerable day-to-day variability in those commutes. Based on the time-scarcity perspective, scholars have reached a consensus that time spent commuting is generally draining for employees. This raises an important question: Do all employees have negative reactions to longer commuting times? Challenging this view, we use a temporally based chronotype fit perspective to argue that time spent commuting is less fatiguing for some people compared to others. We propose that at the within-person level, morning (evening) commuting time negatively relates to work (family) role performance via fatigue at work (home). The chronotype moderates the within-individual effects of time spent commuting on fatigue and performance at work and home. The harmful effects of time spent commuting on fatigue and performance are attenuated for persons with a biological preference for evening activity. These effects stand in contrast to previous research that predicted workplace advantages for those individuals with a biological preference for morning activity. We also propose the spillover effects of fatigue at work on fatigue at home and of work role performance on family role performance. Two experience sampling method surveys largely support our hypotheses.

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夜猫子是否更适合通勤？时型在通勤中的作用

许多员工每天花在上下班路上的时间相当大，尽管这些通勤时间每天都有很大的变化。基于时间稀缺的观点，学者们已经达成共识，通勤时间对员工来说通常是一种消耗。这就提出了一个重要的问题：是不是所有员工都对更长的通勤时间有负面反应？为了挑战这一观点，我们采用了一种基于时间的时型契合度视角，认为与其他人相比，通勤时间对某些人来说不那么疲劳。我们提出，在个人层面上，早上（晚上）通勤时间与工作（家庭）角色绩效负相关，因为工作（家庭）疲劳。时间类型调节了通勤时间对工作和家庭中的疲劳和表现的个人内部影响。对于那些天生喜欢晚上活动的人来说，通勤时间对疲劳和表现的有害影响会减弱。这些影响与之前的研究相反，之前的研究预测，那些生理上偏爱早晨活动的人在工作场所更有优势。我们还提出了工作疲劳对家庭疲劳的溢出效应，以及工作角色绩效对家庭角色绩效的溢出效应。两次经验抽样法调查在很大程度上支持了我们的假设。

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

Human Relations Multiple-

CiteScore

12.60

自引率

7.00%

发文量

期刊介绍： Human Relations is an international peer reviewed journal, which publishes the highest quality original research to advance our understanding of social relationships at and around work through theoretical development and empirical investigation. Scope Human Relations seeks high quality research papers that extend our knowledge of social relationships at work and organizational forms, practices and processes that affect the nature, structure and conditions of work and work organizations. Human Relations welcomes manuscripts that seek to cross disciplinary boundaries in order to develop new perspectives and insights into social relationships and relationships between people and organizations. Human Relations encourages strong empirical contributions that develop and extend theory as well as more conceptual papers that integrate, critique and expand existing theory. Human Relations welcomes critical reviews and essays: - Critical reviews advance a field through new theory, new methods, a novel synthesis of extant evidence, or a combination of two or three of these elements. Reviews that identify new research questions and that make links between management and organizations and the wider social sciences are particularly welcome. Surveys or overviews of a field are unlikely to meet these criteria. - Critical essays address contemporary scholarly issues and debates within the journal''s scope. They are more controversial than conventional papers or reviews, and can be shorter. They argue a point of view, but must meet standards of academic rigour. Anyone with an idea for a critical essay is particularly encouraged to discuss it at an early stage with the Editor-in-Chief. Human Relations encourages research that relates social theory to social practice and translates knowledge about human relations into prospects for social action and policy-making that aims to improve working lives.