Benefits of recovery for work engagement

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KÜHNEL, Jana, 2009. Benefits of recovery for work engagement

@phdthesis{Kuhnel2009Benef-10293, title={Benefits of recovery for work engagement}, year={2009}, author={Kühnel, Jana}, address={Konstanz}, school={Universität Konstanz} }

2009 application/pdf eng This dissertation examined potential benefits of recovery during non-work time for work engagement. Work engagement is a positive state of mind at work that turned out to be crucial for positive outcomes for individuals and organizations alike. In the past years, increasing attention has been paid to the issue of work engagement both from researchers and practitioners. However, how recovery can fruitfully contribute to work engagement has been largely neglected. This dissertation addressed this research gap and examined relationships between recovery during non-work time and work engagement in three empirical studies. In these studies, I looked at various non-work periods during which recovery from work-related demands can occur. Moreover, I investigated experiences during non-work periods that are crucial for recovery. Finally, I integrated research on recovery with research on the Job Demands-Resources model which states that job characteristics and personal resources are antecedents of work engagement.<br /><br />Study 1 focused on how a short respite, psychological detachment during the respite, and general job involvement contributed to work engagement. Longitudinal data were gathered from 156 nurses before and after a short respite. As hypothesized, results showed that work engagement increased from before to after a short respite. This increase was higher for nurses who experienced psychological detachment during the respite, i.e., who could mentally switch-off from work during the respite. Also, the increase in work engagement was higher for nurses who were highly involved in their jobs although high job involvement had the negative concomitant of impaired psychological detachment during the respite.<br /><br />Study 2 examined beneficial effects of vacation on individuals work engagement and emotional exhaustion and the fade-out of beneficial vacation effects. One hundred and thirty-one teachers completed questionnaires one time before and three times after vacation. As predicted, results showed that work engagement increased and that emotional exhaustion decreased from before to after vacation. However, these beneficial vacation effects faded out within one month. By examining the fade-out in more detail, results showed that job demands contributed to the fade-out whereas leisure time relaxation experiences after vacation prolonged beneficial effects of vacation.<br /><br />In Study 3, fluctuations in work engagement from day to day were investigated. Day-specific conditions under which work engagement occurs were examined. More specifically, daily job demands, job resources, and personal resources were hypothesized to predict daily work engagement. Data were gathered from 114 employees three times a day over the course of one working week. Results showed that employee s daily work engagement was affected by characteristics of the tasks that have to be accomplished (daily job control, daily time pressure, and daily team climate) as well as by an employee s perception that he or she possesses the necessary personal resources to accomplish the tasks (being recovered in the morning). More specifically, daily job control, daily team climate, and employees state of being recovered in the morning promoted daily work engagement. On days when employees had high job control, daily time pressure was beneficial for daily work engagement, too. However, on days when employees had lower job control, daily time pressure diminished daily work engagement.<br /><br />To sum up, this dissertation extended research on relationships between recovery during non-work time and work engagement. More specifically, different time frames during which recovery can occur and specific recovery experiences were examined. Additionally, recovery was examined within the Job Demands-Resources model. Taken together, results from three empirical studies showed that recovery contributes to work engagement and that recovery increases the predictive value of the Job Demands-Resources model for work engagement. Kühnel, Jana 2011-03-25T09:15:48Z 2012-02-29T23:25:04Z Kühnel, Jana deposit-license Benefits of recovery for work engagement Erholung und Arbeitsengagement

Dateiabrufe seit 01.10.2014 (Informationen über die Zugriffsstatistik)

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