It's the Little Things That Matter: An Examination of Knowledge Workers' Energy Management

Fritz, Charlotte; Lam, Chak Fu; Spreitzer, Gretchen M.

doi:10.5465/amp.25.3.zol28

Cited by 111 publications

(196 citation statements)

References 43 publications

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“…Thayer, 1989, breaks (Trougakos et al, 2008), exercise (Thayer, 1987), exposure to the natural environment (Kaplan, 1993), and how time is spent on evenings, weekends, and vacations (Eden, 1990;Fritz & Sonnentag, 2005Kühnel & Sonnentag, 2011;Sonnentag, Binnewies et al 2010;Westman & Eden, 1997). Yet, we know much less about how energy can be restored in the doing of work (Fritz, Lam, & Spreitzer, 2011). New insight could be brought to this research by incorporating insights from research on IRC.…”

Section: Directions For Future Researchmentioning

confidence: 96%

Building a Sustainable Model of Human Energy in Organizations: Exploring the Critical Role of Resources

Quinn¹,

Spreitzer

Lam

2012

The Academy of Management Annals

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341

261

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This article makes the critical role that the construct of energy plays in motivation research and reviews six literatures related to human energy in a work context: (1) conservation of resources, (2) attention restoration theory, (3) ego-depletion theory, (4) energetic activation, (5) interaction ritual chain, and (6) self-determination theory. We clarify definitions of human energy, show how they are related to constructs like flow, motivation, and resources, and show how ideas related to energy can be integrated across these literatures.We use the literatures to build and integrative model of human energy in organizations. The model captures the dynamics of human energy, demonstrates how energy can be both a scarce and an abundant resource, integrates resources and resourcing into the model, and how motivation needs to account for the creation of resources as well as the use of resources. We also use the model to provide insights into important future research in this area.

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Section: Directions For Future Researchmentioning

confidence: 96%

Building a Sustainable Model of Human Energy in Organizations: Exploring the Critical Role of Resources

Quinn¹,

Spreitzer

Lam

2012

The Academy of Management Annals

Self Cite

341

261

View full text Add to dashboard Cite

show abstract

“…In this study, micro-break activities refer to short respite activities that are undertaken voluntarily on a need basis between series of task episodes (cf. Fritz et al, 2011;Trougakos & Hideg, 2009). Specifically, we investigate four types of micro-break activities on the basis of prior categories of respite activities at work (Fritz et al, 2011;Trougakos et al, 2008;Trougakos et al, 2014): (i) relaxation, (ii) nutrition-intake, (iii) social, and (iv) cognitive activities.…”

Section: Theoretical Background and Concept Of Micro-break Activitiesmentioning

confidence: 99%

“…Fritz et al, 2011;Trougakos & Hideg, 2009). Specifically, we investigate four types of micro-break activities on the basis of prior categories of respite activities at work (Fritz et al, 2011;Trougakos et al, 2008;Trougakos et al, 2014): (i) relaxation, (ii) nutrition-intake, (iii) social, and (iv) cognitive activities. Relaxation activities encompass both physical and psychological activities that can relax mind and body, such as stretching, taking short walks, listening to music, and gazing out the office window.…”

Section: Theoretical Background and Concept Of Micro-break Activitiesmentioning

confidence: 99%

“…Only two studies have examined respite activities during formally scheduled rest and lunch breaks (Trougakos, Beal, Green, & Weiss, 2008;Trougakos, Hideg, Cheng, & Beal, 2014). However, aside from officially scheduled breaks, many employees take informal micro-breaks between task episodes (Fritz, Lam, & Spreitzer, 2011;Trougakos & Hideg, 2009). Recovery research should consider micro-break activities because they have some distinctive features.…”

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confidence: 99%

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Micro‐break activities at work to recover from daily work demands

2016

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SummaryRecovery literature has focused predominantly on recovery processes outside the workplace during nonwork times. Considering a lack of research on momentary recovery at work, we examined four categories of microbreak activities-relaxation, nutrition-intake, social, and cognitive activities-as possible recovery mechanisms in the workplace. Using effort recovery and conservation of resources theories, we hypothesized that micro-break activities attenuate the common stressor-strain relationship between work demands and negative affect. For 10 consecutive workdays, 86 South Korean office workers (842 data points) reported their specific daily work demands right after their lunch hour (Time 1) and then reported their engagement in micro-break activities during the afternoon and negative affective state at the end of the workday (Time 2). As expected, relaxation and social activities reduced the effects of work demands on end-of-workday negative affect. Nutrition intake of beverages and snacks did not have a significant moderating effect. Post hoc analyses, however, revealed that only caffeinated beverages reduced work demands effects on negative affect. Unexpectedly, cognitive activities aggravated the effects of work demands on negative affect. The findings indicate not only the importance of taking micro-breaks but also which types of break activities are beneficial for recovery. Implications, limitations, and future research directions are discussed.

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“…Moreover, another interesting avenue for future research in this area could be varying the nature of the two short breaks between the three tasks. For example, Fritz et al (2011) found that strategies related to learning, meaning, and positive relationships may create positive experiences for oneself and those around. This, in turn, may help employees and work groups to regulate their behaviors and emotions in accordance with organizational rules and expectations.…”

Section: Limitations and Future Researchmentioning

confidence: 99%

Patterns of engagement: the relationship between efficacy beliefs and task engagement at the individual versus collective level

Vera

Blanc

Taris

et al. 2014

J Applied Social Pyschol

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This study examines the relationship between efficacy beliefs and task engagement in and over time, at both the individual and collective levels. We conducted latent growth curve analyses using data from 372 university students (individual level) who were assigned to one of 79 e‐work groups (collective level). The participants carried out three collaborative tasks in a laboratory setting. Results reveal, at both levels, that the level of task engagement of participants and groups with high initial levels of efficacy beliefs remained stable, whereas the level of task engagement of participants and groups with low initial levels of efficacy beliefs decreased significantly over time. Moreover, the relationships linking the parallel constructs were functionally equivalent across levels. Theoretical and practical implications are discussed from the perspective of Bandura's social cognitive theory.

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It's the Little Things That Matter: An Examination of Knowledge Workers' Energy Management

Cited by 111 publications

References 43 publications

Building a Sustainable Model of Human Energy in Organizations: Exploring the Critical Role of Resources

Building a Sustainable Model of Human Energy in Organizations: Exploring the Critical Role of Resources

Micro‐break activities at work to recover from daily work demands

Patterns of engagement: the relationship between efficacy beliefs and task engagement at the individual versus collective level

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