I Do Not Want to Miss a Thing! Consequences of Employees' Workplace Fear of Missing Out for ICT Use, Well-Being, and Recovery Experiences.

As more and more employees have access to work-related information and communication technologies (ICTs) anywhere and anytime, new challenges arise in terms of well-being and recovery experiences. Feelings of workplace fear of missing Out (wFoMO) and workplace telepressure may be personal demands that add to the literature of the job demands-resources (JD-R) theory. In this study, we proposed a model in which wFoMO and workplace telepressure were associated with employee well-being variables via the use of ICTs during leisure time. Therefore, we analyzed the data of N = 130 employees who answered two questionnaires in the interval of one work week. The results revealed negative indirect effects between wFoMO/workplace telepressure and psychological detachment/perceived stress via ICT use. The results were more ambivalent regarding the dependent variables burnout, relaxation, and control. This strengthens the literature that categorized ICT use as a job demand. However, we also found positive indirect effects on perceived informational benefits, which supports the idea of ICTs being both a job demand and a job resource in light of the JD-R theory. This study contributes to past research on work-related ICT use during leisure time and demonstrates the relevance of personal demands such as wFoMO for employees' well-being.

Behavioral responses to a cyber attack in a hospital environment.

Technical and organizational steps are necessary to mitigate cyber threats and reduce risks. Human behavior is the last line of defense for many hospitals and is considered as equally important as technical security. Medical staff must be properly trained to perform such procedures. This paper presents the first qualitative, interdisciplinary research on how members of an intermediate care unit react to a cyberattack against their patient monitoring equipment. We conducted a simulation in a hospital training environment with 20 intensive care nurses. By the end of the experiment, 12 of the 20 participants realized the monitors' incorrect behavior. We present a qualitative behavior analysis of high performing participants (HPP) and low performing participants (LPP). The HPP showed fewer signs of stress, were easier on their colleagues, and used analog systems more often than the LPP. With 40% of our participants not recognizing the attack, we see room for improvements through the use of proper tools and provision of adequate training to prepare staff for potential attacks in the future.

Transformational leadership and burnout: The role of thriving and followers' openness to experience.

Grounding our research in conservation of resources theory, we set out to shed light on the relationship between transformational leadership (TFL) and employee burnout. Specifically, we considered both thriving at work, a personal resource, and employees' openness to experience (OTE), a key resource, to uncover whether all employees benefit equally from TFL (a contextual resource). In detail, we argued that the negative effect of TFL on employee burnout is mediated by employee thriving at work, and that employees' OTE constitutes a boundary condition of this process. Our moderated mediation model was tested with 2 waves of data from 148 employees from a midsized German manufacturing company. The results supported our hypotheses and revealed that employees' thriving at work mediated the link between TFL and reduced burnout. As predicted, these relationships were moderated by employees' personality in such a way that TFL affected thriving and hence burnout of employees high on OTE, but not of employees low on OTE. Taken together, our findings suggest that TFL serves as a resource that protects employees from burning out, but also highlights the need to consider employees' personality in perceptions of and reactions to leadership. (PsycINFO Database Record

Setting a good example: supervisors as work-life-friendly role models within the context of boundary management.

This multisource, multilevel study examined the importance of supervisors as work-life-friendly role models for employees' boundary management. Particularly, we tested whether supervisors' work-home segmentation behavior represents work-life-friendly role modeling for their employees. Furthermore, we tested whether work-life-friendly role modeling is positively related to employees' work-home segmentation behavior. Also, we examined whether work-life-friendly role modeling is positively related to employees' well-being in terms of feeling less exhausted and disengaged. In total, 237 employees and their 75 supervisors participated in our study. Results from hierarchical linear models revealed that supervisors who showed more segmentation behavior to separate work and home were more likely perceived as work-life-friendly role models. Employees with work-life-friendly role models were more likely to segment between work and home, and they felt less exhausted and disengaged. One may conclude that supervisors as work-life-friendly role models are highly important for employees' work-home segmentation behavior and gatekeepers to implement a work-life-friendly organizational culture.

Do social conflicts with customers at work encroach upon our private lives? A diary study.

Social interactions at work can strongly influence people's well-being. Extending past research, we examined how social conflicts with customers at work (SCCs) are related to employees' well-being (i.e., state negative affect, NA) and nonwork experiences (i.e., psychological detachment from work and negative work reflection at home) on a daily level. Using experience-sampling methodology, we collected data from 98 civil service agents over 5 working days. Hierarchical linear modeling revealed that on the daily level, SCCs were related to employees' NA as well as with their nonwork experiences. Specifically, SCCs were negatively related to psychological detachment from work and positively related to negative work reflection after work. Furthermore, results provide support for the mediating role of NA in the SCC-nonwork experiences relationship. The findings of the present study broaden the scope of workplace conflict research by showing that conflicts are not only associated with employees' impaired well-being but even encroach on their nonwork experiences.

Creativity and innovation at work: the role of work characteristics and personal initiative / Creatividad e innovación laboral: el rol de las características del trabajo y la iniciativa personal

In this longitudinal study, we examined the role of work characteristics (creative requirement, job control, coworker and supervisor support) and personal initiative for teachers’ idea generation, idea promotion, and idea implementation. Eighty-nine teachers responded to two surveys with an interval of two weeks. Hierarchical regression analyses showed that creative requirement and job control predicted idea generation, whereas support from coworkers and the supervisor predicted idea promotion. Coworker and supervisor support, as well as teachers’ personal initiative, predicted idea implementation (AU)

En este estudio longitudinal se analizó el papel de las características del trabajo (requisitos creativos, control sobre el trabajo, apoyo por parte del supervisor y los compañeros de trabajo) y la iniciativa personal en la generación, promoción e implementación de ideas entre profesores. Ochenta y nueve profesores respondieron a las dos encuestas con un intervalo de dos semanas. Los resultados de los análisis de regresión mostraron que los requisitos creativos y el control laboral predecían la generación de ideas, mientras que el apoyo de los compañeros y el supervisor se relacionaban con la promoción de ideas. Por otra parte, el apoyo de los compañeros y el supervisor, así como la iniciativa personal del profesorado predecían la implementación (AU)

Creativity and innovation at work: the role of work characteristics and personal initiative.

In this longitudinal study, we examined the role of work characteristics (creative requirement, job control, coworker and supervisor support) and personal initiative for teachers' idea generation, idea promotion, and idea implementation. Eighty-nine teachers responded to two surveys with an interval of two weeks. Hierarchical regression analyses showed that creative requirement and job control predicted idea generation, whereas support from coworkers and the supervisor predicted idea promotion. Coworker and supervisor support, as well as teachers' personal initiative, predicted idea implementation.

Learning how to recover from job stress: effects of a recovery training program on recovery, recovery-related self-efficacy, and well-being.

This quasi-experimental study evaluated the effects of a recovery training program on recovery experiences (psychological detachment from work, relaxation, mastery experiences, and control during off-job time), recovery-related self-efficacy, and well-being outcomes. The training comprised two sessions held one week apart. Recovery experiences, recovery-related self-efficacy, and well-being outcomes were measured before the training (T1) and one week (T2) and three weeks (T3) after the training. A training group consisting of 48 individuals and a waitlist control group of 47 individuals were compared (N = 95). Analyses of covariance revealed an increase in recovery experiences at T2 and T3 (for mastery only at T2). Recovery-related self-efficacy and sleep quality increased at T2 and T3, perceived stress and state negative affect decreased at T3. No training effects were found for emotional exhaustion.

Staying well and engaged when demands are high: the role of psychological detachment.

The authors of this study examined the relation between job demands and psychological detachment from work during off-job time (i.e., mentally switching off) with psychological well-being and work engagement. They hypothesized that high job demands and low levels of psychological detachment predict poor well-being and low work engagement. They proposed that psychological detachment buffers the negative impact of high job demands on well-being and work engagement. A longitudinal study (12-month time lag) with 309 human service employees showed that high job demands predicted emotional exhaustion, psychosomatic complaints, and low work engagement over time. Psychological detachment from work during off-job time predicted emotional exhaustion and buffered the relation between job demands and an increase in psychosomatic complaints and between job demands and a decrease in work engagement. The findings of this study suggest that psychological detachment from work during off-job time is an important factor that helps to protect employee well-being and work engagement.

Daily recovery experiences: the role of volunteer work during leisure time.

This study focused on the role of volunteer work for daily recovery from work. In a 1-week diary study with 166 employees, we assessed the amount of time spent on volunteer work during leisure time, and the recovery facets of psychological detachment from work (i.e., mentally switching off from work), mastery experiences (i.e., pursuing challenging activities), and community experiences (i.e., cultivating relationships) every day before participants went to bed. Results from hierarchical linear modeling (n = 529 days) showed volunteer work during leisure time to be positively related to mastery experiences and community experiences suggesting volunteer work to contribute to successful recovery by creating new resources.

Feeling recovered and thinking about the good sides of one's work.

Consistent with a positive psychology perspective, this longitudinal study investigated relations between positive and negative nonwork experiences (i.e., feeling recovered, thinking about the positive and negative aspects of one's work during leisure time) with different job performance dimensions. In total, 358 employees working with persons with special needs responded to two questionnaires at an interval of 6 months. Results from hierarchical regression analyses showed that feeling recovered during leisure time predicted an increase in task performance after 6 months. This relation was mediated by occupational self-efficacy. Positive work reflection was found to predict an increase in proactive behavior (personal initiative, creativity) and organizational citizenship behavior. Negative work reflection was unrelated to job performance. Our results emphasize the role of positive nonwork experiences for employees' job performance.

"Did you have a nice evening?" A day-level study on recovery experiences, sleep, and affect.

In this study, the authors used a within-person design to examine the relation between recovery experiences (psychological detachment, relaxation, mastery experiences) during leisure time, sleep, and affect in the next morning. Daily survey data gathered over the course of 1 work week from 166 public administration employees analyzed with a hierarchical linear modeling approach showed that low psychological detachment from work during the evening predicted negative activation and fatigue, whereas mastery experiences during the evening predicted positive activation and relaxation predicted serenity. Sleep quality showed relations with all affective states variables. This study adds to research on job-stress recovery and affect regulation by showing which specific experiences from the nonwork domain may improve affect before the start of the next working day.