A diary study on location autonomy and employee mental distress: the mediating role of task-environment fit

IF 3.3 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Personnel Review Pub Date : 2023-06-19 DOI:10.1108/pr-01-2023-0011

Chia-huei Wu, Matthew Davis, Hannah Collis, Helen P. N. Hughes, Linhao Fang

{"title":"A diary study on location autonomy and employee mental distress: the mediating role of task-environment fit","authors":"Chia-huei Wu, Matthew Davis, Hannah Collis, Helen P. N. Hughes, Linhao Fang","doi":"10.1108/pr-01-2023-0011","DOIUrl":null,"url":null,"abstract":"PurposeThis study aims to examine the role of location autonomy (i.e. autonomy over where to work) in shaping employee mental distress during their working days.Design/methodology/approachA total of 316 employees from 6 organizations in the UK provided data for 4,082 half-day sessions, over 10 working days. Random intercept modeling is used to analyze half-day data nested within individuals.FindingsResults show that location autonomy, beyond decision-making autonomy and work-method autonomy, is positively associated with the perception of task-environment (TE) fit which, in turn, contributes to lower mental distress during each half-day session. Results of supplementary analysis also show that location autonomy can contribute to higher absorption, task proficiency and job satisfaction via TE fit during each half-day session.Originality/valueThis study reveals the importance and uniqueness of location autonomy in shaping employees' outcomes, offering implications for how organizations can use this in the work–life flexibility policies to support employee mental health.","PeriodicalId":48148,"journal":{"name":"Personnel Review","volume":"85 1","pages":""},"PeriodicalIF":3.3000,"publicationDate":"2023-06-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Personnel Review","FirstCategoryId":"91","ListUrlMain":"https://doi.org/10.1108/pr-01-2023-0011","RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"INDUSTRIAL RELATIONS & LABOR","Score":null,"Total":0}

引用次数: 0

Abstract

PurposeThis study aims to examine the role of location autonomy (i.e. autonomy over where to work) in shaping employee mental distress during their working days.Design/methodology/approachA total of 316 employees from 6 organizations in the UK provided data for 4,082 half-day sessions, over 10 working days. Random intercept modeling is used to analyze half-day data nested within individuals.FindingsResults show that location autonomy, beyond decision-making autonomy and work-method autonomy, is positively associated with the perception of task-environment (TE) fit which, in turn, contributes to lower mental distress during each half-day session. Results of supplementary analysis also show that location autonomy can contribute to higher absorption, task proficiency and job satisfaction via TE fit during each half-day session.Originality/valueThis study reveals the importance and uniqueness of location autonomy in shaping employees' outcomes, offering implications for how organizations can use this in the work–life flexibility policies to support employee mental health.

查看原文本刊更多论文

地点自治与员工心理困扰的日记研究:任务-环境契合度的中介作用

目的本研究旨在探讨工作地点自主性(即工作地点自主性)在员工工作日心理困扰形成中的作用。设计/方法/方法来自英国6个组织的316名员工为超过10个工作日的4,082次半天会议提供了数据。随机截距模型用于分析嵌套在个体内的半天数据。研究结果表明，除了决策自主和工作方法自主外，位置自主与任务-环境(TE)契合度感知呈正相关，这反过来又有助于降低每半天的精神痛苦。补充分析的结果还表明，位置自治可以通过每半天的TE配合提高员工的吸收度、任务熟练度和工作满意度。原创性/价值本研究揭示了位置自治在塑造员工结果方面的重要性和独特性，为组织如何在工作-生活灵活性政策中使用它来支持员工的心理健康提供了启示。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

Personnel Review Multiple-

CiteScore

7.10

自引率

7.70%

发文量

133

期刊介绍： Personnel Review (PR) publishes rigorous, well written articles from a range of theoretical and methodological traditions. We value articles that have high originality and that engage with contemporary challenges to human resource management theory, policy and practice development. Research that highlights innovation and emerging issues in the field, and the medium- to long-term impact of HRM policy and practice, is especially welcome.