A Qualitative Study of “online” Work Breaks

Kim, Sung Doo; Furst-Holloway, Stacie; Hollensbe, Elaine C.; Masterson, Suzanne S.; Sprinkle, Therese A.; Bologna, Daniele A.

doi:10.1080/15416518.2019.1663142

Cited by 4 publications

(2 citation statements)

References 57 publications

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“…First, achieving nonwork goals during one’s breaks can include pursuing any goal not related to work, such as household chores, making plans with friends, or caring for children (Kim et al, 2018 , 2019 ). Research suggests that pausing one’s work activities to accomplish a goal in another domain can build a positive effect on subsequent resource replenishment, even if it means continuing to expend resources in that domain (Fredrickson, 2001 ; Gilbert et al, 2017 ; Hunter & Wu, 2016 ; Hunter et al, 2019 ; Kim et al, 2017 ; Trougakos & Hideg, 2009 ).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Interruptions in Remote Work: a Resource-based Model of Work and Family Stress

et al. 2022

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We use the conservation of resources (COR) theory to propose a work-family model of stress in remote work. We propose that interruptions from family are a unique hindrance stressor, detrimental for the employee’s challenge and hindrance stress responses in remote work, which, in turn, have distinct effects on resource-oriented attitudes and states of both the employee and spouse. Namely, we expect that both partners’ satisfaction with the work arrangement, employee engagement, and spouse family overload will be associated with the way the employee experiences stress in remote work (stress response). We also integrate the effort-recovery model to examine whether two types of breaks taken by employees while working remotely replenish resources lost through interruptions. Using a sample of 391 couples, we find support for all hypotheses that pertain to the employee. Findings involving the spouse support the primacy of the resource loss tenet in COR theory, in that these detrimental effects are significant in crossing over to the spouse via hindrance but are not significant via challenge stress. We discuss the implications of these findings, emphasizing that interruptions are harmful for both types of stress experienced by remote employees (i.e., lower “good” and higher “bad” stress responses), and interruptions appear to have far-reaching effects on both partners. However, choosing to use breaks for both nonwork goals and self-care can buffer these otherwise detrimental effects.

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Section: Theory and Hypothesesmentioning

confidence: 99%

Interruptions in Remote Work: a Resource-based Model of Work and Family Stress

et al. 2022

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“…Liu, Zhang, Chen, Guo, and Yu (2015) found social media usage to be associated with work‐nonwork conflict, and other researchers have argued that social media can interrupt work, decrease employee performance (Kühnel et al, 2020), and increase stress (Bucher, Fieseler, & Suphan, 2013). However, another group of studies has underlined positive outcomes of employees’ engagement with social media, including work‐nonwork balance (Kühnel et al, 2020), co‐worker networks and friendships (Yang, 2020; Yang & Wong, 2020), job satisfaction (Charoensukmongkol, 2014), work engagement (Syrek, Kühnel, Vahle‐Hinz, & De Bloom, 2018), and recovery from work (Kim et al, 2019).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Social Media, Work and Nonwork Interface: A Qualitative Inquiry

Beigi

Otaye‐Ebede

2020

Applied Psychology

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Flourishing social media, easy access to smartphones and tablets, and ready availability of the internet in the past decade have made it possible for people to be connected to social media almost anywhere at any time. In this qualitative study, we interviewed 41 individuals in multiple professions in the United Kingdom to examine the role of social media in how they navigate their personal and professional lives. We find social media to be a virtual domain that has boundaries with nonvirtual personal and professional domains. Focusing on spatial and temporal boundaries, our findings revealed four boundary transition modes employees used to switch between the social media domain and their work and nonwork domains: boundary switch avoidance; disciplined boundary switch; integrated boundary switch; and boundary switch addiction. We also describe 15 mechanisms through which engaging with social media platforms enriches or conflicts with individuals’ personal and professional lives. Our findings extend work‐nonwork scholarship and boundary theory to include virtual as well as nonvirtual domains.

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