Occupational self-efficacy and work engagement as moderators in the stressor-detachment model

Abstract

Psychological detachment from work is crucial for employees to replenish resources and maintain well-being. In this study, we tested the stressor detachment model (Sonnentag & Fritz, 2015) by examining the mediation of psychological detachment between workload and emotional exhaustion. Furthermore, we investigated work engagement and occupational selfefficacy as moderators in the stressor-detachment model Our study comprised a 3-wave lagged design with 257 participants with flexible working hours. The results show that psychological detachment mediated the workload-exhaustion relationship and that work engagement buffered the negative effect of workload on psychological detachment. We found no moderated mediation for occupational self-efficacy; however, occupational self-efficacy significantly predicted psychological detachment. Our findings suggest that research should conceive a broader stressor-detachment model that considers different paths (i.e., moderators, mediators, and predictors). Moreover, organisations should support engagement and resource replenishment to ensure detachment from work.

Meaningful Work Protects Teachers’ Self-Rated Health under Stressors

“…Our second key finding was that meaningful work diminished the adverse association between unreasonable tasks and self-rated health. This finding is consistent with a recent study where meaningful work mitigated the harm of workload on occupational health (Clauss et al, 2020). Although in our study the protective effect was small in size, it nevertheless suggests that a challenging work context may entail less harm to employees' well-being when they have a strong sense of meaning at work.…”

“…As meaningfulness is seen as one indicator of eustress due to work demands (Nelson & Simmons, 2003;Simmons & Nelson, 2007), we assume that meaningful work could protect employees against harmful stress-related outcomes. The protective role of meaningful work against stressors has scarcely been examined (e.g., Clauss, Hoppe, Schachler, & O'Shea, 2020) although it could be of major significance for employees' well-being in a challenging work context. To answer our research questions we study teachers, whose work is one of the most stressful occupations (e.g., Kyriacou, 2001;Conley & You, 2009;Richards, 2012) thereby affording a relevant context to study the protective effects of meaningful work.…”

Relationship between organisational dehumanization and nurses' deviant behaviours: A moderated mediation model

“…COR theory claims that outcomes such as job stress may differ based on the resources individuals possess, like self-efficacy (Halbesleben et al, 2014). Employees with more self-efficacy can better handle stressors (Clauss et al, 2020), as they worry less about work-related problems (Jex & Bliese, 1999). This study investigates the moderating role of occupational self-efficacy between organisational dehumanization and job stress.…”

Overwhelmed by Emotional Job Demands in High Vigor Days! Its Detrimental Effects on Daily Recovery from Work among Health-Care Workers

“…Specifically, the experience of vigor is positive for the workers (Shirom, 2007), and it makes them feel that they have enough energy and strength to face their daily tasks and job demands, even the most challenging ones, which can allow them to disconnect psychologically from work, not continue ruminating when the day is over, and relax-thus, gaining more energy and well-being (Clauss et al, 2020;Sonnentag et al, 2012). As Clauss et al (2020) has noted "a spillover from positive work experiences to positive experiences at home may also facilitate the enjoyment of off-job time and reduce negative and brooding thoughts about work" (p. 12). In addition, the energy experienced in one role can reduce or facilitate performance in another role, thus generating conflict or energy-based work-life facilitation (Greenhaus, Allen, & Spector, 2006).…”

“…Thus, the experience of vigor could be associated with the participation of workers in experiences involving mastery activities (e.g. physical activity), that allow them to obtain additional energy and well-being when they have finished their workday, compared to workers who end the day exhausted (Clauss et al, 2020;Michel et al, 2016;Niermann et al, 2016), Finally, vigor is also experienced when work resources are available and there is a feeling that things are going well at work, which could facilitate the experience of control of leisure time outside of work (Kinnunen & Feldt, 2013). As Steed et al (2019) recently point out, personal resources (e.g.…”