The association of work-related extended availability with recuperation, well-being, life domain balance and work: A meta-analysis

IF 3.9 1区心理学 Q2 MANAGEMENT

Organizational Psychology Review Pub Date : 2022-08-15 DOI:10.1177/20413866221116309

Eberhard Thörel, Nina Pauls, A. Göritz

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引用次数: 8

Abstract

Work-related extended availability (WREA; the availability of employees for work-related matters in their leisure time) seems to be associated with decreases in well-being and life-domain balance, but to date there is no quantitative synthesis of the scattered evidence. We conducted a random-effects meta-analysis (113 articles with 121 studies relying on k = 117 independent samples with N = 131,872) on the associations between WREA and employee outcomes while examining potential moderators as well as differences between availability demands and behaviors. WREA was adversely associated with recuperation, well-being and private life, but favorably with some work-related criteria. There were no systematic differences in effect sizes between availability demands and behaviors; however, segmentation preferences were a moderator. Overall, these results suggest that WREA may pose a threat to employee recuperation, well-being and private lives, especially when employees prefer separating work and private life. However, positive potentials of WREA should not be overlooked. Plain Language Summary Work-related extended availability (WREA) refers to the availability of employees for work-related matters in their leisure time. Studies have shown that WREA may go along with primarily negative consequences for employees, but to date, there is no comprehensive overview of the literature statistically summarizing the current state of research, which was done in the study at hand. We assumed that WREA be related to problems with recovery, poorer well-being and difficulties to find a balance between work and private life. We also assessed in how far WREA goes along with attitudes towards work, absence from work and the intention to change jobs. Moreover, we considered differences between demands to be available and behaviors of actually taking care of work-related matters during leisure time. Finally, we investigated factors that may be associated with stronger consequences of WREA. We included 113 scientific papers with a total of 131,872 participants. WREA was related to problems with recovery, poorer well-being and difficulties to find a balance between work and private life, but also to more positive attitudes towards work. We did not find systematic differences between demands to be available and availability behaviors. However, we found that the relationship between WREA and work creating conflict with family life were stronger in samples with higher preferences to segment work and private life. Our findings suggest that WREA may pose a threat to employee recuperation, well-being and private lives, especially when employees prefer separating life domains. Still, positive potentials of WREA should not be overlooked.

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与工作相关的延长可用性与休养、幸福感、生活领域平衡和工作的关系:一项元分析

与工作相关的延长可用性(WREA;雇员在闲暇时间处理与工作有关的事情似乎与幸福感和生活领域平衡的下降有关，但到目前为止，还没有对分散的证据进行定量综合。我们进行了一项随机效应荟萃分析(113篇文章，121项研究，依赖k = 117个独立样本，N = 131,872)，研究了WREA与员工结果之间的关系，同时考察了潜在的调节因素以及可用性需求和行为之间的差异。WREA与康复、健康和私人生活呈负相关，但与某些工作相关的标准呈正相关。可得性需求与行为在效应量上无系统差异;然而，细分偏好是一个调节因素。总体而言，这些结果表明，WREA可能会对员工的康复、幸福感和私人生活构成威胁，尤其是当员工喜欢将工作和私人生活分开时。然而，WREA的积极潜力不容忽视。与工作相关的延长可用性(WREA)是指员工在闲暇时间从事与工作相关的事务的可用性。研究表明，WREA可能会对员工产生主要的负面影响，但到目前为止，还没有全面的文献综述，统计地总结了目前的研究状况，这是在手头的研究中完成的。我们认为WREA与康复问题、较差的幸福感以及难以在工作和私人生活之间找到平衡有关。我们还评估了WREA与工作态度、缺勤和换工作意愿的关系。此外，我们还考虑了空闲时间的需求与实际处理工作事务的行为之间的差异。最后，我们调查了可能与WREA更严重后果相关的因素。我们纳入了113篇科学论文，共131872名参与者。WREA与康复问题、较差的福利和难以在工作和私人生活之间找到平衡有关，但也与对工作更积极的态度有关。我们没有发现需求可用性和可用性行为之间的系统差异。然而，我们发现，在更倾向于将工作和私人生活分开的样本中，WREA与工作与家庭生活产生冲突的关系更强。我们的研究结果表明，WREA可能会对员工的休养、幸福感和私人生活造成威胁，尤其是当员工喜欢将生活领域分开时。然而，WREA的积极潜力不容忽视。

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

Organizational Psychology Review Multiple-

CiteScore

10.00

自引率

1.60%

发文量

期刊介绍： Organizational Psychology Review is a quarterly, peer-reviewed scholarly journal published by SAGE in partnership with the European Association of Work and Organizational Psychology. Organizational Psychology Review’s unique aim is to publish original conceptual work and meta-analyses in the field of organizational psychology (broadly defined to include applied psychology, industrial psychology, occupational psychology, organizational behavior, personnel psychology, and work psychology).Articles accepted for publication in Organizational Psychology Review will have the potential to have a major impact on research and practice in organizational psychology. They will offer analyses worth citing, worth following up on in primary research, and worth considering as a basis for applied managerial practice. As such, these should be contributions that move beyond straight forward reviews of the existing literature by developing new theory and insights. At the same time, however, they should be well-grounded in the state of the art and the empirical knowledge base, providing a good mix of a firm empirical and theoretical basis and exciting new ideas.