Booster Breaks: An Easy-to-Implement Workplace Policy Designed to Improve Employee Health, Increase Productivity, and Lower Health Care Costs

Taylor, Wendell C.

doi:10.1080/15555240.2011.540991

Cited by 26 publications

(14 citation statements)

References 33 publications

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“…With respect to the day‐level influence of workload and emotional demands on day‐level emotional exhaustion, organisations might, for example, look into the possibility of providing opportunities to take scheduled work or ‘booster’ breaks (Taylor, ), and timing such breaks for when FIFO employees are most likely to be experiencing emotional exhaustion. Job crafting and self‐management interventions will also help FIFO employees understand and manage workload and emotional demands.…”

Section: Discussionmentioning

confidence: 99%

Employee engagement and emotional exhaustion of fly‐in‐fly‐out workers: A diary study

Albrecht

Anglim

2018

Australian Journal of Psychology

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Objective: Although fly-in-fly-out (FIFO) work practices are widely used, little is known about their impact on the motivation and wellbeing of FIFO workers across the course of their work cycles. Drawing from the job demands-resources model, we aimed to test for the within-person effects of time of work cycle, job demands, and job resources on emotional exhaustion and employee engagement at 3-day intervals. Method: A total of 52 FIFO workers filled out three or more online diary surveys after every 3 days of their on-site work roster. The survey consisted of items drawn from previously validated scales. Bayesian hierarchical modelling of the day-level data was conducted. Results: Workers, on average, showed a decline in engagement and supervisor support, and an increase in emotional demand over the course of the work cycle. The results of the hierarchical modelling showed that day-level autonomy predicted day-level engagement and that day-level workload and emotional demands predicted emotional exhaustion. Conclusions: The findings highlight the importance of managing FIFO employees' day-to-day experiences of job demands and job resources because of their influence on employee engagement and emotional exhaustion. To best protect FIFO worker day-level wellbeing, employing organisations should ensure optimal levels of job autonomy, workload, and emotional demands. Practical implications, study limitations and areas for future research are outlined.

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Section: Discussionmentioning

confidence: 99%

Employee engagement and emotional exhaustion of fly‐in‐fly‐out workers: A diary study

Albrecht

Anglim

2018

Australian Journal of Psychology

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“…We found that among the most preferred workplace policies were flexible work hours. Breaks and flexible hours have a positive effect on employee physical activity and health (20). …”

Section: Discussionmentioning

confidence: 99%

Office-Based Physical Activity and Nutrition Intervention: Barriers, Enablers, and Preferred Strategies for Workplace Obesity Prevention, Perth, Western Australia, 2012

Blackford¹,

Jancey²,

Howat³

et al. 2013

Prev. Chronic Dis.

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IntroductionWorkplace health promotion programs to prevent overweight and obesity in office-based employees should be evidence-based and comprehensive and should consider behavioral, social, organizational, and environmental factors. The objective of this study was to identify barriers to and enablers of physical activity and nutrition as well as intervention strategies for health promotion in office-based workplaces in the Perth, Western Australia, metropolitan area in 2012.MethodsWe conducted an online survey of 111 employees from 55 organizations. The online survey investigated demographics, individual and workplace characteristics, barriers and enablers, intervention-strategy preferences, and physical activity and nutrition behaviors. We used χ2 and Mann–Whitney U statistics to test for differences between age and sex groups for barriers and enablers, intervention-strategy preferences, and physical activity and nutrition behaviors. Stepwise multiple regression analysis determined factors that affect physical activity and nutrition behaviors.ResultsWe identified several factors that affected physical activity and nutrition behaviors, including the most common barriers (“too tired” and “access to unhealthy food”) and enablers (“enjoy physical activity” and “nutrition knowledge”). Intervention-strategy preferences demonstrated employee support for health promotion in the workplace. ConclusionThe findings provide useful insights into employees’ preferences for interventions; they can be used to develop comprehensive programs for evidence-based workplace health promotion that consider environmental and policy influences as well as the individual.

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“…With respect to the day-level influence of workload and emotional demands on day-level emotional exhaustion, organisations might, for example, look into the possibility of providing opportunities to take scheduled work or 'booster' breaks (Taylor, 2011), and timing such breaks for when FIFO employees are most likely to be experiencing emotional exhaustion. Job crafting and self-management interventions will also help FIFO employees understand and manage workload and emotional demands.…”

Section: Practical Implicationsmentioning

confidence: 99%

Employee engagement and Emotional Exhaustion of Fly-In-Fly-Out Workers: A Diary Study

Albrecht¹,

Anglim²

2018

Preprint

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Objective Although fly‐in‐fly‐out (FIFO) work practices are widely used, little is known about their impact on the motivation and wellbeing of FIFO workers across the course of their work cycles. Drawing from the job demands‐resources model, we aimed to test for the within‐person effects of time of work cycle, job demands, and job resources on emotional exhaustion and employee engagement at 3‐day intervals. Method A total of 52 FIFO workers filled out three or more online diary surveys after every 3 days of their on‐site work roster. The survey consisted of items drawn from previously validated scales. Bayesian hierarchical modelling of the day‐level data was conducted. Results Workers, on average, showed a decline in engagement and supervisor support, and an increase in emotional demand over the course of the work cycle. The results of the hierarchical modelling showed that day‐level autonomy predicted day‐level engagement and that day‐level workload and emotional demands predicted emotional exhaustion. Conclusions The findings highlight the importance of managing FIFO employees’ day‐to‐day experiences of job demands and job resources because of their influence on employee engagement and emotional exhaustion. To best protect FIFO worker day‐level wellbeing, employing organisations should ensure optimal levels of job autonomy, workload, and emotional demands. Practical implications, study limitations and areas for future research are outlined.

show abstract

Booster Breaks: An Easy-to-Implement Workplace Policy Designed to Improve Employee Health, Increase Productivity, and Lower Health Care Costs

Cited by 26 publications

References 33 publications

Employee engagement and emotional exhaustion of fly‐in‐fly‐out workers: A diary study

Employee engagement and emotional exhaustion of fly‐in‐fly‐out workers: A diary study

Office-Based Physical Activity and Nutrition Intervention: Barriers, Enablers, and Preferred Strategies for Workplace Obesity Prevention, Perth, Western Australia, 2012

Employee engagement and Emotional Exhaustion of Fly-In-Fly-Out Workers: A Diary Study

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