Relationships between work-home segmentation and psychological detachment from work: The role of communication technology use at home.
01 Oct 2011-Journal of Occupational Health Psychology (Educational Publishing Foundation)-Vol. 16, Iss: 4, pp 457-467
TL;DR: Findings indicate that segmenting work and nonwork roles can help employees detach and recover from work demands and show that the segmentation norm within a work group is associated with employee experiences outside of work.
Abstract: Employees can have difficulty mentally distancing themselves from work during off-job time due to increasing use of communication technologies (e.g., e-mail, cell phone, etc.). However, psychological detachment from work during nonwork time is important for employee recovery and health. This study examined several antecedents of psychological detachment: work-home segmentation preference, perceived segmentation norm, and the use of communication technology at home. Results indicate that segmentation preference and segmentation norm were positively associated with psychological detachment. Further, technology use at home partially mediated these relationships. Findings indicate that segmenting work and nonwork roles can help employees detach and recover from work demands. In addition, findings show that the segmentation norm within a work group is associated with employee experiences outside of work. (PsycINFO Database Record (c) 2011 APA, all rights reserved).
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TL;DR: In this article, the authors present empirical evidence on psychological detachment from work during non-work time, which refers to refraining from job-related activities and thoughts during nonwork time; it implies to mentally disengage from one's job while being away from work.
Abstract: Summary
This paper reviews empirical evidence on psychological detachment from work during nonwork time. Psychological detachment as a core recovery experience refers to refraining from job-related activities and thoughts during nonwork time; it implies to mentally disengage from one's job while being away from work. Using the stressor-detachment model as an organizing framework, we describe findings from between-person and within-person studies, relying on cross-sectional, longitudinal, and daily-diary designs. Overall, research shows that job stressors, particularly workload, predict low levels of psychological detachment. A lack of detachment in turn predicts high strain levels and poor individual well-being (e.g., burnout and lower life satisfaction). Psychological detachment seems to be both a mediator and a moderator in the relationship between job stressors on the one hand and strain and poor well-being on the other hand. We propose possible extensions of the stressor-detachment model by suggesting moderator variables grounded in the transactional stress model. We further discuss avenues for future research and offer practical implications. Copyright © 2014 John Wiley & Sons, Ltd.
707 citations
Cites background from "Relationships between work-home seg..."
...Recent research, for example, shows that technology use for work purposes during nonwork time is associated with lower levels of detachment (Park et al., 2011)....
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...For example, Park et al. (2011) found that the amount of work-related technology use at home (i.e., email or phone)—possibly resulting from high workload—was associated with lower levels of Copyright © 2014 John Wiley & Sons, Ltd. J. Organiz....
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...First studies suggest that psychological detachment may not occur in isolation and may not only have an effect on the employee himself or herself (Hahn & Dormann, 2013; Park et al., 2011)....
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TL;DR: In this article, a 4-day quantitative diary study (N = 100 employees, N = 367-400 data points) aims to shed light on the relationship between daily smartphone use and daily work-home interference (WHI).
Abstract: Work in our modern society that is facilitated by communication technology involves connectivity, immediacy, and a blurring of boundaries between work and non-work domains. This 4-day quantitative diary study (N = 100 employees, N = 367-400 data points) aims to shed light on the relationship between daily smartphone use and daily work-home interference (WHI). Two potential moderators of this relationship are examined: (1) (strong) social norms represented by the influence of colleagues and supervisors regarding availability after work hours and (2) work engagement. Overall, the results of multilevel analyses were in line with the hypotheses. The findings suggest that supervisors should be clear about their expectations regarding smartphone use in private hours in that they should not expect employees to be always available. In addition we conclude that engaged workers can prevent work from interfering too much with their private lives, even when they use their smartphones during evening hours.
320 citations
Cites background from "Relationships between work-home seg..."
...In a similar vein, Park, Fritz, and Jex (2011) argue that in organizations where it is normal to freely contact each other outside regular office hours to address work-related issues, employees might comply with this norm....
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...In addition, the perceived segmentation normwas related to less technology use at home (Park et al., 2011)....
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TL;DR: The article begins by noting trends that have contributed to interest in the topic, and then outlines major theoretical perspectives on boundary management and boundary characteristics, integration/segmentation, and associated constructs.
Abstract: Theory, constructs, and research with regard to individual work–family boundary management dynamics are reviewed with the goal of promoting a greater understanding and integration of the existing literature. The article begins by noting trends that have contributed to interest in the topic, and then outlines major theoretical perspectives on boundary management and boundary characteristics, integration/segmentation, and associated constructs. It next notes limitations of existing research and concludes with recommendations for future research.
312 citations
TL;DR: This article provides a definition of recovery that differentiates between recovery as a process and recovery as an outcome, and discusses 5 avenues for future research, with a particular focus on individual and contextual factors that may influence recovery.
Abstract: Job-stress recovery during nonwork time is an important factor for employee well-being. This article reviews the recovery literature, starting with a brief historical overview. It provides a definition of recovery that differentiates between recovery as a process and recovery as an outcome. Empirical studies have shown that recovery activities (e.g., physical exercise) and recovery experiences (e.g., psychological detachment from work) are negatively associated with strain symptoms (e.g., exhaustion) and positively associated with positive well-being indicators (e.g., vigor). Recovery activities and recovery experiences suffer when employees face a high level of job stressors. Psychological mechanisms underlying recovery seem to be similar across different temporal recovery settings (e.g., work breaks, free evenings, vacations) and seem to be enhanced in natural environments. Intervention studies have pointed to a diverse set of strategies for how everyday job-stress recovery can be supported. This article discusses 5 avenues for future research, with a particular focus on individual and contextual factors that may influence recovery as well as highlighting more complex temporal patterns than those uncovered in previous research. (PsycINFO Database Record (c) 2017 APA, all rights reserved)
305 citations
TL;DR: It is demonstrated that workplace telepressure was distinct from other personal (job involvement, affective commitment) and work environment (general and ICT work demands) factors and also predicted burnout, absenteeism, sleep quality, and e-mail responding beyond those factors.
Abstract: Organizations rely heavily on asynchronous message-based technologies (e.g., e-mail) for the purposes of work-related communications. These technologies are primary means of knowledge transfer and building social networks. As a by-product, workers might feel varying levels of preoccupations with and urges for responding quickly to messages from clients, coworkers, or supervisors--an experience we label as workplace telepressure. This experience can lead to fast response times and thus faster decisions and other outcomes initially. However, research from the stress and recovery literature suggests that the defining features of workplace telepressure interfere with needed work recovery time and stress-related outcomes. The present set of studies defined and validated a new scale to measure telepressure. Study 1 tested an initial pool of items and found some support for a single-factor structure after problematic items were removed. As expected, public self-consciousness, techno-overload, and response expectations were moderately associated with telepressure in Study 1. Study 2 demonstrated that workplace telepressure was distinct from other personal (job involvement, affective commitment) and work environment (general and ICT work demands) factors and also predicted burnout (physical and cognitive), absenteeism, sleep quality, and e-mail responding beyond those factors. Implications for future research and workplace practices are discussed.
248 citations
Cites background from "Relationships between work-home seg..."
...Use of ICTs to conduct work after hours and low work–home boundaries, which are conceptually related to workplace telepressure, are both associated with reduced psychological detachment (Park et al., 2011; Sonnentag, Binnewies, & Mojza, 2010)....
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References
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TL;DR: This article seeks to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating the many ways in which moderators and mediators differ, and delineates the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena.
Abstract: In this article, we attempt to distinguish between the properties of moderator and mediator variables at a number of levels. First, we seek to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating, both conceptually and strategically, the many ways in which moderators and mediators differ. We then go beyond this largely pedagogical function and delineate the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena, including control and stress, attitudes, and personality traits. We also provide a specific compendium of analytic procedures appropriate for making the most effective use of the moderator and mediator distinction, both separately and in terms of a broader causal system that includes both moderators and mediators.
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TL;DR: The extent to which method biases influence behavioral research results is examined, potential sources of method biases are identified, the cognitive processes through which method bias influence responses to measures are discussed, the many different procedural and statistical techniques that can be used to control method biases is evaluated, and recommendations for how to select appropriate procedural and Statistical remedies are provided.
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Book•
01 Jun 1975
36,032 citations
"Relationships between work-home seg..." refers background in this paper
...We do not consider this to be a major limitation given the meaningful variations of “subjective norms” that are perceived at an individual level (Fishbein & Ajzen, 1975)....
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Book•
01 Jan 1935
TL;DR: In this paper, Neuberg and Heine discuss the notion of belonging, acceptance, belonging, and belonging in the social world, and discuss the relationship between friendship, membership, status, power, and subordination.
Abstract: VOLUME 2. Part III: The Social World. 21. EVOLUTIONARY SOCIAL PSYCHOLOGY (Steven L. Neuberg, Douglas T. Kenrick, and Mark Schaller). 22. MORALITY (Jonathan Haidt and Selin Kesebir). 23. AGGRESSION (Brad J. Bushman and L. Rowell Huesmann). 24. AFFILIATION, ACCEPTANCE, AND BELONGING: THE PURSUIT OF INTERPERSONAL CONNECTION (Mark R. Leary). 25. CLOSE RELATIONSHIPS (Margaret S. Clark and Edward P. Lemay, Jr.). 26. INTERPERSONAL STRATIFICATION: STATUS, POWER, AND SUBORDINATION (Susan T. Fiske). 27. SOCIAL CONFLICT: THE EMERGENCE AND CONSEQUENCES OF STRUGGLE AND NEGOTIATION (Carsten K. W. De Dreu). 28. INTERGROUP RELATIONS 1(Vincent Yzerbyt and Stephanie Demoulin). 29. INTERGROUP BIAS (John F. Dovidio and Samuel L. Gaertner). 30. SOCIAL JUSTICE: HISTORY, THEORY, AND RESEARCH (John T. Jost and Aaron C. Kay). 31. INFLUENCE AND LEADERSHIP (Michael A. Hogg). 32. GROUP BEHAVIOR AND PERFORMANCE (J. Richard Hackman and Nancy Katz). 33. ORGANIZATIONAL PREFERENCES AND THEIR CONSEQUENCES (Deborah H. Gruenfeld and Larissa Z. Tiedens). 34. THE PSYCHOLOGICAL UNDERPINNINGS OF POLITICAL BEHAVIOR (Jon A. Krosnick, Penny S. Visser, and Joshua Harder). 35. SOCIAL PSYCHOLOGY AND LAW (Margaret Bull Kovera and Eugene Borgida). 36. SOCIAL PSYCHOLOGY AND LANGUAGE: WORDS, UTTERANCES, AND CONVERSATIONS (Thomas Holtgraves). 37. CULTURAL PSYCHOLOGY (Steven J. Heine). AUTHOR INDEX. SUBJECT INDEX.
13,453 citations
TL;DR: For comments on an earlier draft of this chapter and for detailed advice I am indebted to Robert M. Hauser, Halliman H. Winsborough, Toni Richards, several anonymous reviewers, and the editor of this volume as discussed by the authors.
Abstract: For comments on an earlier draft of this chapter and for detailed advice I am indebted to Robert M. Hauser, Halliman H. Winsborough, and Toni Richards, several anonymous reviewers, and the editor of this volume. I also wish to thank John Raisian, Nancy Rytina, and Barbara Mann for their comments and Mark Wilson for able research assistance. The opinions expressed here are the sole responsibility of the author.
11,160 citations