Fit as a mediator of the relationship between work hours and burnout.

Barnett, Rosalind C.; Gareis, Karen C.; Brennan, Robert T.

doi:10.1037/1076-8998.4.4.307

Cited by 148 publications

(124 citation statements)

References 58 publications

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“…• RQ 4: How is WTC use related to employees' WHI, fatigue, and job motivation? In line with person-environment fit models (42,43) and studies on fit between working-time preferences and working hours (24,(31)(32)(33)(34)(35), lack of access to WTC is expected to have the most unfavorable impact on employees with a high need for WTC. We, therefore, hypothesize that employees with a negative mismatch (need>access) report higher WHI and fatigue and lower job motivation than employees with a WTC match or a positive mismatch (access>need).…”

Section: Aim 1: Prevalence Of Wtc Need Access Use and (Mis) Matchmentioning

confidence: 99%

“…Although it has previously been posed that consideration of individual preferences is essential in work-hour research (24,(31)(32)(33)(34)(35), as yet such individual preferences have not been studied within the context of worktime control. The current study contributes to theory by demonstrating how individual needs play a role in the association between available WTC opportunities and employees' outcomes.…”

Section: Theoretical Implicationsmentioning

confidence: 99%

See 1 more Smart Citation

Worktime control access, need and use in relation to work-home interference, fatigue, and job motivation

Nijp¹,

Beckers²,

Kompier³

et al. 2015

Scand J Work Environ Health

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Worktime control access, need and use in relation to work-home interference, fatigue, and job motivation by Nijp HH, Beckers DGJ, Kompier MAJ, van den Bossche SNJ, Geurts SAE Among a quasi-representative sample of Dutch employees, we assessed not only prevalence of access to an extensive range of worktime control (WTC) sub-dimensions, but also need for, and use of WTC, as well as motives for using WTC and the mismatch between WTC need and access. The associations between these variables and employees' well-being were then studied. 347Original article Scand J Work Environ Health. 2015;41(4):347-355. doi:10.5271/sjweh.3504 Worktime control access, need and use in relation to work-home interference, fatigue, and job motivation Objective Worktime control (WTC) has been suggested as a tool to reduce employees' work-home interference and fatigue and to improve job motivation. The purpose of this study was twofold: (i) to examine the prevalence of employees' need for, access to, and use of WTC, as well as the incongruence between need for and access to WTC (ie, mismatch); and (ii) to examine the associations of this mismatch and the use of WTC with employees' work-home interference (WHI), fatigue and job motivation.Methods Questionnaire data were collected among a large (N=2420) quasi-representative sample of Dutch employees. The prevalence of WTC need, access, use, and mismatch was assessed by means of descriptive statistics. Associations with employees' outcomes were assessed by analyses of covariance. ResultsThe need for WTC was highly prevalent. For many employees, we observed a negative mismatch between access to and need for WTC (ie, access

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Section: Aim 1: Prevalence Of Wtc Need Access Use and (Mis) Matchmentioning

confidence: 99%

Section: Theoretical Implicationsmentioning

confidence: 99%

Worktime control access, need and use in relation to work-home interference, fatigue, and job motivation

Nijp¹,

Beckers²,

Kompier³

et al. 2015

Scand J Work Environ Health

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Section: Job Controlmentioning

confidence: 99%

“…In particular, there is a lack of methodologically sound, empirical research that has investigated this strategy for reducing and preventing mental illhealth. Furthermore, the mechanisms by which these interventions improve stress-related outcomes have not been investigated, using commonly recommended, rigorous, procedures (see Barnett, Gareis, & Brennan, 1999;Baron & Kenny, 1986;Kenny, 1998).Occupational health psychology theories posit a number of work characteristics by which work reorganization interventions may improve stress-related outcomes (see Parker & Wall, 1998). The one that is identified most ubiquitously appears to be job control, or the extent to which people have discretion and choice in their work.…”

mentioning

confidence: 99%

Job control mediates change in a work reorganization intervention for stress reduction.

Bond¹,

Bunce²

2001

Journal of Occupational Health Psychology

269

202

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This longitudinal, quasi-experiment tested whether or not a work reorganization intervention can improve stress-related outcomes by increasing people's job control. To this end, the authors used a participative action research (PAR) intervention that had the goal of reorganizing work, so as to increase the extent to which people had discretion and choice in their work. Results indicated that the PAR intervention significantly improved people's mental health, sickness absence rates, and self-rated performance at a 1-year follow-up. Consistent with occupational health psychology theories, increase in job control served as the mechanism, or mediator, by which these improvements occurred. Discussion focuses on the need to understand the mechanisms by which work reorganization interventions affect change. Job control 3Job control mediates change in a work reorganization intervention for stress reduction For years, occupational health psychologists have advocated modifying aspects of the work environment that are associated with mental ill-health (e.g., Bunce & West, 1996;Ivancevich, Matteson, Freedman, & Phillips, 1990;Newman & Beehr, 1979;Murphy, 1984;Quick, Quick, Nelson, & Hurrell, 1997). These environmental risk factors arise from (unhelpful) ways in which work is organized. Work organization refers to the scheduling of work, job structure and design, interpersonal aspects of work, and management style (National Institute of Occupational Safety and Health [NIOSH], 1996). In the context of occupational health psychology, work reorganization denotes interventions that change work organization variables, in an effort to alleviate stress-related outcomes, such as mental ill-health, job dissatisfaction, sickness absence, and poor work performance. Largely, the wide-ranging call for the use of work reorganization to improve these outcomes has gone unanswered or the responses have been incomplete (e.g., NIOSH, 1996). In particular, there is a lack of methodologically sound, empirical research that has investigated this strategy for reducing and preventing mental illhealth. Furthermore, the mechanisms by which these interventions improve stress-related outcomes have not been investigated, using commonly recommended, rigorous, procedures (see Barnett, Gareis, & Brennan, 1999;Baron & Kenny, 1986;Kenny, 1998).Occupational health psychology theories posit a number of work characteristics by which work reorganization interventions may improve stress-related outcomes (see Parker & Wall, 1998). The one that is identified most ubiquitously appears to be job control, or the extent to which people have discretion and choice in their work. The primary goal of the 12-month, longitudinal, quasi-experiment described here was to determine in a rigorous manner whether a work reorganization intervention can actually improve stress-related outcomes by increasing Job control 4 people's job control. We sought to do this within the context of our second objective, which was to examine the effectiveness of this type of intervention...

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“…Other individuals may have personal needs, for example, related to need for recovery that have an impact on the personal fit regarding long/short shifts or rest periods. A match between individual needs and work hours may be beneficial for well-being, health and safety and increase the tolerance to shift work (17,18,19). We hypothesize that periodic self-rostering would allow individuals to (at least partially) match their working hours to personal preferences providing personal fit.…”

mentioning

confidence: 99%

Periodic self-rostering in shift work: correspondence between objective work hours, work hour preferences (personal fit), and work schedule satisfaction

Ingre¹,

Åkerstedt²,

Ekstedt³

et al. 2012

Scand J Work Environ Health

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ObjectivesThe main objective of the present study was to investigate relative personal fit as the association between rated needs and preferences for work hours, on the one hand, and actual work hours, on the other hand, in three groups (hospital, call-center, and police) working with periodic self-rostering. We also examined the association between personal fit and satisfaction with the work schedule and preference for a fixed and regular shift schedule, respectively. MethodsWe collected questionnaire data and objective work hour data over 6-12 months from the computerized self-rostering system. The response rate of the questionnaire was 69% at the hospital and call-center and 98% among the police. In total, 29 433 shifts for 285 shift workers were included in the study. Data was analyzed by means of mixed ANOVA, Kendal tau correlations and ordinal (proportional odds) logistic regression. ResultsThe results show that evening types worked relatively more hours during the evening and night hours compared to morning types as an indication of relative personal fit. Relative personal fit was also found for long shift, short rest, and morning-, evening-and night-shift frequency, but only personal fit related to morning, evening and night-shift was associated with satisfaction with work hours. Reported conflicts at the workplace about work hours and problems with lack of predictability of time for family/leisure activities, was associated with poor satisfaction and a preference for a fixed shift schedule. ConclusionsThe present study shows that periodic self-rostering is associated with relative personal fit, in particular with respect to night, evening, and morning work. Personal fit seems to be associated with satisfaction with work hours and may be a moderator of tolerance to shift work exposure.

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Fit as a mediator of the relationship between work hours and burnout.

Cited by 148 publications

References 58 publications

Worktime control access, need and use in relation to work-home interference, fatigue, and job motivation

Worktime control access, need and use in relation to work-home interference, fatigue, and job motivation

Job control mediates change in a work reorganization intervention for stress reduction.

Periodic self-rostering in shift work: correspondence between objective work hours, work hour preferences (personal fit), and work schedule satisfaction

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