RESUMEN

BACKGROUND: Previous intervention studies among night workers mainly focused on single interventions and found inconclusive evidence for effectiveness. A comprehensive intervention approach that includes individual and environmental components has been argued as important. Gaining insight into contributing factors for the implementation of interventions for night workers and effectiveness is important to distinguish between theory and programme failure. OBJECTIVES: To evaluate the effects and implementation of the PerfectFit@Night intervention to improve sleep, fatigue and recovery of night workers in healthcare, using the RE-AIM framework, which assesses reach, effectiveness, adoption, implementation and maintenance of interventions. DESIGN: A prospective pre-post study design, with two measurements before and three and six months after the intervention. SETTING: Twelve different departments of a university hospital in the Netherlands. PARTICIPANTS: Healthcare workers working night shifts (n = 210). METHODS: PerfectFit@Night consisted of environmental (provision of a powernap bed and healthy food, and workshop healthy rostering) and individual elements (e-learning and sleep coaching) and was implemented for three months in a phased manner. Questionnaires, logbooks and interview data were used. Effects of the intervention on sleep, fatigue and recovery were evaluated with mixed-effects models, and implementation factors of reach, adoption, implementation and maintenance were evaluated. RESULTS: Night shift-related insomnia (-11 %-points, 95 % CI: -19 %, -4 % at three months), need for recovery (ß: -2.45, 95 % CI: -4.86, -0.03 at six months) and fatigue (OR: 0.46, 95 % CI: 0.25, 0.86 at six months) decreased significantly after the intervention. No changes were found for subjective sleep quality and sleep duration. Barriers and facilitators for implementation were identified for each intervention element at individual (e.g., dietary preferences), organisational (e.g., responsibilities at work) and workplace levels (e.g., location of power nap bed), and for the intervention itself (e.g., useful information in e-learning). Although satisfaction was high and continuation was preferred, embedding of the intervention in the daily routine was limited. Facilitators for future implementation include a positive attitude towards the intervention, clear guidelines regarding intervention elements, appointment of night workers as ambassadors, and suitable conditions in terms of work demands and for the intervention elements. CONCLUSIONS: The multi-faceted PerfectFit@Night intervention reduced insomnia, fatigue and need for recovery in night workers in healthcare. The most important facilitators to improve the implementation of PerfectFit@Night exist at the organisational level (e.g., positive attitude within the culture and suitable work demands). Combining effect and implementation evaluation is crucial to identify barriers and facilitators that hamper or enhance intervention effects. TRIAL REGISTRATION: The study was registered in the Netherlands Trial Register on 17 January 2021 (trial number NL9224).

RESUMEN

PURPOSE: In the contemporary workplace, enduring fatigue has become a standard for employees. This investigation assesses whether such working conditions exacerbate the depletion of employees' personal resources. The need for recovery serves as an indicator of the necessity to mitigate post-work fatigue. A high need for recovery signifies that employees must commence a new workday while already fatigued. METHODS: This research recruited two cohorts of nurses, categorized by a high need for recovery and a low need for recovery, to examine the correlation between work effort and hair cortisol concentrations in each group. RESULTS: Hair cortisol concentrations serve as a biological marker of cumulative cortisol secretion over a specific time frame, reflecting overall personal resource expenditure during this interval. Findings revealed a notable positive correlation between intrinsic work effort (over-commitment) and hair cortisol levels exclusively among nurses with a high need for recovery. CONCLUSION: These outcomes imply that active effort amidst fatigue may lead to excessive strain. This insight enriches the classic 'effort-recovery' model by illustrating how an employee' s personal volition can influence the accumulation of fatigue.

RESUMEN

BACKGROUND: Shift work affects the mental and physical health of nurses, yet the effect of working irregular shifts on sleep and its association with the need for recovery is under-explored. OBJECTIVE: The purpose of this study was to investigate the sleep quality of nurses working irregular shifts, including night shifts, and to determine whether sleep quality is associated with the need for recovery. METHODS: This cross-sectional study included 405 nurses working irregular shifts. Data were collected using an online questionnaire that included sociodemographic characteristics, the Sleep-Wake Experience List, sleep problems, sleep duration, and the Need for Recovery scale. Data analyses included descriptive statistics, chi-square tests, t-tests, logistic and multiple linear regressions. RESULTS: Nurses who worked irregular shifts had poor sleep quality. Those who also worked night shifts, had significantly poorer sleep quality and experienced more difficulties in daily functioning than those who did not work night shifts. Sleep quality was significantly associated with the need for recovery and this remained so after controlling for confounding variables (ß= .554, p = .001). CONCLUSION: The findings indicate that in nurses who work irregular shifts, the sleep quality is low. In this group, the sleep quality in nurses who work night shifts is lower than in nurses who do not work night shifts. Furthermore, better sleep quality was associated with lower need for recovery. These findings suggest that improving sleep quality in nurses working irregular shifts may lower their need for recovery, which may improve health, and reduce burnout and sickness absence.

RESUMEN

OBJECTIVES: To explore relationships between 'need for recovery' (NFR), a strong predictor of burnout, and menopause symptoms and to identify work-related factors that are associated with a high NFR in Belgian menopausal women. STUDY DESIGN: 760 menopausal women took part in a cross-sectional questionnaire study. NFR, presence of menopause symptoms, job type, age category, work activity, physical workload, psychosocial and physical work environment, balance of work and private life and the opportunity to discuss menopause at work were assessed. MAIN OUTCOME MEASURES: Uni- and multivariate logistic regression analyses were used to calculate the odds ratios for the presence of a high NFR. RESULTS: Of menopausal women currently experiencing menopause symptoms, 53.3 % reported problems while performing their work. The overall prevalence of a high NFR in menopausal women was 41.2 %. Women who experienced problems at work had the highest prevalence of a high NFR (61.1 %), and constituted a separate risk group for having a high NFR (OR 3.31 vs. never symptoms; 95%CI 1.72-6.38). The following factors were significantly associated with a high NFR: poor balance of work and private life (OR 7.89; 95%CI 4.32-14.39), physical workload (OR 1.17; 95%CI 1.08-1.28), discomfort from cognitive demands (OR 1.17; 95%CI 1.09-1.26), organizational justice (OR 0.86; 95%CI; 0.78-0.94), and social support from colleagues (OR 0.87; 95%CI 0.79-0.96). CONCLUSIONS: Maintaining a good balance of work and private life, reducing physical workload, addressing discomfort from cognitive work demands and assuring a fair work distribution are measures that require a culture where open and easy discussion about menopause is possible.

Asunto(s)

RESUMEN

BACKGROUND: Burnout is a major concern in healthcare professions. Although theory and empirical evidence support the relationship between job stressors and burnout, the question remains how and when the job stressors are related to burnout. Based on conservation of resources theory and effort recovery model, the current study aimed to provide a deeper understanding of the effect of job stressors on burnout by investigating the mediating role of need for recovery and the moderating role of career calling. METHODS: A cross-sectional online survey was conducted among 709 nurses enrolled from eight public hospitals in China. The Work Stressors Scale, Psychological Detachment Scale, Brief Calling Scale, and Maslach Burnout Inventory were used to collect data. Hierarchical regression analysis with bootstrapping procedure was performed to test the proposed model. RESULTS: The results showed that need for recovery mediated the job stressors-burnout relationship, and that high career calling buffered against the relationships between job stressors and need for recovery and burnout. Furthermore, the result revealed a moderated mediation model that career calling buffered the indirect effect of job stressors on burnout through need for recovery. CONCLUSIONS: Our findings suggest that environmental demands and personal resource are important antecedents of nurses' burnout. Career calling as personal resources can serve as a protective factor that guards against burnout. Thus, nursing managers can reduce nurse burnout by focusing on effective strategies related to recovery experiences, as well as investing in training career calling.

RESUMEN

BACKGROUND: During the first wave of the Covid-19 pandemic in 2020, a total lockdown of universities was implemented by the government in Belgium. University staff was required to work at home. The purpose of the study was to identify factors associated with poor mental health in university staff during mandatory home work. METHODS: Mental well-being of 702 university employees was assessed by need for recovery after work and presence of burnout symptoms. Following factors were considered: personal factors (gender, age), professional status, specific home work environment factors (quiet place to work, taking care of ill or old people, number of children < 12yrs. at home, family member at risk for Covid-19), work-private life balance and worries about long- and short-term work situation. Multivariable logistic regression analyses were used to calculate the odds ratios for the presence a high need for recovery and burnout symptoms. RESULTS: The presence of a high need for recovery and the presence of burnout symptoms were significantly associated with poor work-private life balance (OR 5.14 and 2.80, respectively), no quiet place to work (OR 3.23 and 2.00, respectively) and being worried about long-term work situation (OR's increasing with increasing degree of worries). Being able to discuss the worries with the supervisor was only significant with a decreased risk of burnout symptoms for the lowest level of discussability with the supervisor. Following factors were not associated with both mental health outcomes: professional status, being worried about short-term work situation, taking care of ill or old people, number of children < 12yrs. at home and having a family member at risk for Covid-19. CONCLUSIONS: When working at home special attention should be paid to work-private life balance and the presence of a quiet place to work. Additionally, in the case of mandatory home work in university personnel, specific worries about long-term work situation should be tackled. Universities and/or governments should provide measures to ensure an extension of research deadlines and, if applicable, job security.

RESUMEN

BACKGROUND: Health benefits of physical activity are very well acknowledged but the role of both occupational physical activity (OPA) and leisure time physical activity (LTPA) in recovery after work is not thoroughly understood. The purpose of this study was to investigate the association between accelerometer-measured OPA and LTPA and the need for recovery after work (NFR) in early childhood education and care (ECEC) professionals. METHODS: The study participants were 217 female ECEC professionals aged 17-64. Physical activity was recorded with a three-axis accelerometer (ActiGraph GT9X Link, ActiGraph, USA) for seven consecutive days. Separate analyses were conducted for both OPA and LTPA and reported as hours/day based on different intensity levels (light, moderate, vigorous, very vigorous). The NFR was measured with the Need For Recovery (NFR) scale (0%-100%). RESULTS: Participants' average physical activity for both OPA and LTPA was about 4 h/day, and the mean NFR score was 38.4%. OPA was significantly associated with the NFR but not with LTPA. The relationship remained significant after adjustments for age, body mass index, work ability, mental health status, and sleep difficulties (p < 0.024). CONCLUSION: According to this study, the OPA level is related to the level of the NFR in female ECEC professionals. Based on the results, it seems that LTPA has no relevance to the NFR. Results suggest that long-lasting OPA, even without strenuous physical activity at work, may predispose individuals to a high NFR.

RESUMEN

BACKGROUND: Long COVID is defined by the persistence of physical and/or psychological and cognitive symptoms debuting after SARS-CoV-2 infection. Individuals affected describe impairing and debilitating symptoms sometimes making it difficult to take part in work and social life. Long COVID is likely to have an impact on the work force. OBJECTIVE: The aim of the study was to explore workplace factors that promote and hinder work ability and return to work among individuals with long-term effects of COVID-19. METHODS: A qualitative design was used. Data were collected by semi-structured focus group interviews and analysed using inductive thematic analysis. To increase trustworthiness, several researchers were involved in the data collection and analysis. Five focus group interviews were conducted with individuals suffering from long-term effects from COVID-19 affecting their work ability. In total, 19 individuals participated in the study, and all were working at least 50 per cent at the time of recruitment. RESULTS: Five main themes emerged from the analysis: Communication and support, Possibilities to adjust work, Acceptance of new limitations, Increased need for recovery from work and Lack of knowledge and understanding of the effects of Covid. CONCLUSION: The results suggested that it is useful to facilitate communication, support and work adjustments for individuals suffering from Long COVID. It is also important to accept limitations and fluctuations in work ability and encourage recovery during and after work.

Asunto(s)

RESUMEN

COVID-19 led to a surge in employees experiencing New Ways of Working (NWW), as many had to work from home supported by ICT. This paper studies how experiencing NWW during COVID-19 affected job-related affective well-being (JAWS) for a sample of employees of the Dutch working population. Hypotheses are tested using Preacher and Hayes' (Behav Res Methods 40 (3):879-891, 2008) bootstrap method, including technostress, need for recovery and work engagement as serial mediators. The results show that higher levels of NWW relate to higher JAWS, to more feelings of positive well-being (PAWS), and less feelings of negative well-being (NAWS). Much of these relations is indirect, via reduced technostress and need for recovery, and increased work engagement. Distinguishing the separate facets of NWW and their relations to PAWS/NAWS, the results show that NWW facets management of output, access to colleagues and access to information directly relate to less negative well-being. However, as the NWW facet time- and location-independent work negatively relates to feelings of positive well-being, NWW as a bundle of facets is not a set-and-forget strategy. Therefore, this study recommends that NWW be supplemented with regular monitoring of employees' well-being, technostress, need for recovery and work engagement.

RESUMEN

OBJECTIVE: Compared to normally-hearing employees, those with hearing loss suffer from higher Need For Recovery (NFR) after work. The aims of this study are to assess the NFR of employees with hearing loss before and after aural rehabilitation and to examine to what extent change in the NFR can be explained by changes in subjective listening effort, personal adjustments, communication strategies, auditory work demands, and self-reported hearing ability. METHODS: We included patients who received aural rehabilitation in two audiological centers in the Netherlands because of hearing complaints in their work situation. Outcomes were measured by questionnaires at baseline and 3 month follow-up. The NFR before and after the rehabilitation was compared with a t test. Hierarchical multiple analyses were performed. RESULTS: In total, 60 patients (aged 22-63, working hours ≥8 per week) participated in the study, of which 50 completed the follow-up questionnaires. The NFR was significantly lower after the aural rehabilitation (M = 45.03) compared to before the aural rehabilitation (M = 51.89), t = -3.43, p < 0.01). Change in NFR could best be explained by the change in personal adjustments (R2 = 0.45, B = -1.23, p < 0.01). CONCLUSION: The NFR of employees with hearing loss can be improved by aural rehabilitation, but this study shows that current practices reduce the NFR only in part of the employees. Therefore, improving current practices should be considered and evaluated, for example by applying a different combination of rehabilitation components. Especially, interventions that affect personal adjustments may be promising to further reduce the NFR in employees with hearing loss.

Asunto(s)

RESUMEN

BACKGROUND: The Need For Recovery scale (NFR) is a tool that allows early identification of work-related health risks. However, the structure of the Brazilian version of NFR scale (Br-NFR) which contains 11 items has not been evaluated. OBJECTIVES: To evaluate the structural validity, criterion validity, and internal consistency of the Br-NFR scale in workers. METHODS: 672 workers were included in this study. A split-half validation method was applied to the sample to create a development and validation sample. The structure of the Br-NFR was examined through Exploratory Factor Analysis (EFA) using the development sample. The validation sample was used to evaluate the structure with Confirmatory Factor Analysis (CFA). For the latter, several goodness-of-fit indices were considered to evaluate the model fit of the structures tested in this study. Criterion validity was assessed between the Brazilian structure and structures found in the literature compared with the original scale through intraclass correlation coefficient (ICC2,1). The internal consistency of the Br-NFR was assessed using Cronbach's alpha. Both analyses used the validation sample. RESULTS: The EFA showed that the scale has a one-factor structure and the CFA demonstrated that the Br-NFR structure with 7 items presented excellent to acceptable goodness-of-fit indices. Excellent values of ICC were found between the structures tested in the study and the original 11-item structure of the NFR. The Br-NFR scale presented good internal consistency. CONCLUSION: The Br-NFR is unidimensional. The final 7-item version presented to be equivalent to the original 11-item scale and also has good internal consistency.

Asunto(s)

RESUMEN

This study aimed to evaluate the effectiveness of glasses that emit blue light in reducing the need for recovery, general fatigue, and stress levels in security guards who work night shifts. Light manipulation is seen as a promising strategy to mitigate complaints related to shift work, such as sleepiness and impaired cognitive performance. In a randomized controlled cross-over study design, 86 Dutch security guards used light-emitting glasses (exposure duration: 30 min) during night shifts in a five week period versus a five week control period without glasses. Measurements (Need for Recovery Scale; Checklist Individual Strength; stress level assessed by a fitness tracker) were performed at baseline, at five weeks, and again at 11 weeks. The chronotype was measured at baseline as a potential covariate. A mixed model for repeated measure analyses showed no significant reduction in the need for recovery, nor a reduction in general fatigue scores, during the intervention period. Paired Samples T-Test analyses showed no significant changes in stress levels for the intervention period. Conclusively, blue light exposure using light-emitting glasses for security guards during night shifts showed no directly measurable effect on the reduced need for recovery, overall fatigue, and stress levels.

RESUMEN

BACKGROUND: Staff currently working in long-term care experience several difficulties. Shortage of staff and poor working conditions are amongst the most prominent, which pose a threat to staff's sustainable employability. To improve their sustainable employability it is important to create working conditions that fulfil workers' basic psychological need for autonomy, relatedness and competence in line with Self-Determination Theory. Since many long-term care organisations work with self-managing teams, challenges exist at team level. Therefore, there is a need to implement an intervention aimed at maintaining and improving the sustainable employability of staff on team level. METHODS: We developed a participatory workplace intervention, the Healthy Working Approach. In this intervention teams will uncover what problems they face related to autonomy, relatedness and competence in their team, come up with solutions for those problems and evaluate the effects of these solutions. We will evaluate this intervention by means of a two-arm randomized controlled trial with a follow-up of one year. One arm includes the intervention group and one includes the waitlist control group, each consisting of about 100 participants. The primary outcome is need for recovery as proxy for sustainable employability. Intervention effects will be analysed by linear mixed model analyses. A process evaluation with key figures will provide insight into barriers and facilitators of the intervention implementation. The Ethical Committee Social Sciences of the Radboud University approved the study. DISCUSSION: This study will provide insight in both the effectiveness, and the barriers/facilitators of the implementation process of the Healthy Working Approach. The approach is co-created with long-term care workers, focuses on team-specific challenges, and is rooted in the evidence-based participatory workplace approach and Self-Determination Theory. First results are expected in 2022. TRIAL REGISTRATION: Netherlands Trial Register, NL9627 . Registered 29 July 2021 - Retrospectively registered.

Asunto(s)

RESUMEN

The aim of the study was to verify whether the frequency of face-to-face interactions with the public at work can reveal differences in how people react to emotional regulation demands. In particular, we investigated the mediating role of surface acting (a strategy of dealing with emotional dissonance) in the relationship between two typical job stressors (workload and mental load) and two outcomes closely related to work-related well-being: employees' general health and the need for recovery. Prior studies investigating the detrimental effects of emotional dissonance mostly focused on service workers. However, in light of a survey conducted by the European Agency for Safety and Health at Work (2016) highlighting the growing psycho-social risk constituted by intense human interactions in the workplaces, even in unexpected categories of workers, we hypothesize that emotional demands may also be a concern for those who do not specifically interface with clients as part of their job duties. The results of the multi-group analysis of front-office (N = 734) and back-office (N = 436) Italian workers showed that surface acting fully mediates the relationship between workload and general health among back-office workers, while it only partially mediates this relationship among front-office workers. Furthermore, surface acting is positively associated with the need for recovery and negatively with general health, with higher values for back-office workers. The findings support the hypothesis that the emotional demands are not only a service worker issue and highlight the need to address emotional regulation strategies to enhance the quality of life in and outside the workplace for all employees.

Asunto(s)

RESUMEN

Considering the high impact strain that the severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) pandemic has put on medical personnel worldwide, identifying means to alleviate stress on healthcare professionals and to boost their subjective and psychological wellbeing is more relevant than ever. This study investigates the extent to which the relationships between the status of working in healthcare and the subjective and psychological wellbeing are serially mediated by work recovery experiences and the need for recovery. Data were collected from 217 Romanian employees (44 health professionals and 173 employees from other domains) using a cross-sectional design with self-report instruments, during the first stage of the nationwide lockdown. The results of the serial mediation analyses revealed that working in the medical field is indirectly related to subjective and psychological wellbeing through the following: (i) mastery experiences and (ii) mastery experiences as an antecedent of the need for recovery. As such, our findings indicate that (i) working in the medical field is, in fact, linked to healthcare professionals' subjective and psychological wellbeing, and they provide some input on (ii) how recovery experiences and the need for recovery intervene in these relationships. Based on these findings, theoretical, methodological, and practical implications were suggested, and future research directions were proposed to maximize healthcare professionals' wellbeing.

RESUMEN

The need for recovery after work (NFR) is an important warning of work-related fatigue. NFR is linked to prolonged work-related efforts and depletion of resources, creating a need for temporary respite from work demands. The aim of the current study was to investigate the relationships between NFR and the five-factor model (FFM), comprising the personality traits of emotional stability (ES), extraversion (E), agreeableness (A), conscientiousness (C), and openness to experience (O). Perceived job pressure and perceived social support were included as mediators. The study was conducted using structural equation modelling (SEM) on cross-sectional data from a sample of 681 participants from several work sectors (N females = 376, N males = 305; M age = 46.9 years; SD = 11.1). The results showed that NFR was affected both directly and indirectly by FFM traits. High ES and high O contributed directly to reduced and increased NFR, respectively. High perceived social support contributed to reduced NFR, while high perceived job pressure contributed to increased NFR. High ES contributed indirectly to reduced NFR through perceived job pressure and social support, high O contributed indirectly to increased NFR through perceived social support, and high E contributed indirectly to increased NFR through perceived job pressure. A and C were not related to NFR. The findings demonstrate that personality traits, especially ES, are firmly related to NFR and highlight the importance of incorporating personality factors into studies of work environmental factors on NFR. Supplementary Information: The online version contains supplementary material available at 10.1007/s12144-022-02950-1.

RESUMEN

Objectives: We investigate whether job control and/or social support at work play a buffering role in the relation between various physical work behaviors and Need for Recovery (NFR) among employees with physically demanding jobs. Methods: Our findings are based on data from 332 workers. The Job Content Questionnaire was used to assess job control, social support and specific physically demanding tasks. General physical work behaviors were measured by two Axivity AX3 accelerometers. The NFR Scale (0-11) was used to assess NFR. We used multiple linear regression models. Results: Sitting at work turned out to be negatively associated with NFR, whereas physically demanding tasks were associated positively with NFR. Our results show a significant buffering role for job control on the correlation between sitting, physically demanding tasks and NFR, but not for social support. Conclusion: Our findings suggest that higher job control might be beneficial to reduce high NFR and eventually may help to reduce early drop-out and sickness absence. Further research is called for to confirm the buffering role of job control and to investigate the underlying mechanisms.

Asunto(s)

RESUMEN

Background: China is launching an unprecedented health care system reform. However, the long-term interests of doctors seem to have been ignored during this process especially considering that the work environment and work-life balance for doctors have severely deteriorated over the past decade.Their well-being and health are facing substantial threats due to heavy workloads and inadequate recovery opportunities. This study aimed to investigate the extent of need for recovery (NFR) among Chinese doctors and to examine their work-related fatigue. The study also examines the relationship of NFR with workplace satisfaction and health outcomes among Chinese doctors. Methods: A total of 2,617 doctors from 30 administrative regions in China participated in this study to assess the need for recovery and its relationship with work characteristics and health. A cross-sectional survey was conducted using the Chinese version of the Need for Recovery Scale (NFRS). Participants were invited to complete an anonymous online survey during May 2016. Data were analyzed using descriptive statistics, one-way ANOVA, reliability analysis, Pearson correlations, and hierarchical multiple regression analysis. Results: Significant differences in NFR scores were found across demographic characteristics such as age, service years, hospital levels, educational attainment, professional positions, work shifts, and working time. Regardless of any illnesses they might be experiencing, about 70.0% of participants remained at their job even though many doctors (22.1%) must continue working under the policies of the organization, which led to more pronounced NFR (P < 0.001). Further, a higher NFR was negatively related to workplace well-being and self-reported health outcomes of participants. Conclusions: Work-induced fatigue is a growing threat to doctors in China and their recovery opportunities are extremely limited in the workplace. High NFR exerts a considerable effect on their workplace well-being and health. China's hospital managers should pay close attention to the fact that doctors have little chance of recovery, and should offer doctors' positive encouragement and support to enhance well-being. To improve doctors' working conditions, targeted prevention policies must be introduced by policymakers to control this spreading crisis.

Asunto(s)

RESUMEN

Cattle feedyards are animal feeding operations where beef cattle are finished to market weight on grain. Cattle feeding can be dirty, demanding, and dangerous work. This study sought to assess the predictors of fatigue and the need for recovery among Latino/a immigrant cattle feedyard workers in the United States. A path model was examined to explore direct and indirect relations among physical fatigue, mental fatigue, need for recovery, job characteristics, and health and sociodemographic covariates. Lower self-reported health, experiencing physical pain, not handling animals, and decreased decision latitude were directly related to increased physical fatigue. Shorter tenure working on cattle feedyards, lower educational level, experiencing physical pain, and increased job demands were directly related to heightened mental fatigue. Being female, experiencing physical pain, an elevated average of hours worked per day, increased job demands, and less decision latitude were directly related to an increased need for recovery and indirectly related to both physical and mental fatigue. Physical and mental fatigue have specific correlates, but job characteristics, including job demands and decision latitude, can directly and indirectly impact workers' levels of physical and mental fatigue and their need for recovery. Both preventive measures and restructuring work operations may reduce the risk for fatigue and the need for recovery. Implications for cattle feedyard workers, supervisors, and employers are discussed. Finding ways to balance productivity and the well-being of workers should be a high priority for cattle feedyards across the country.

Asunto(s)

RESUMEN

This study contributes to the research of employee health and well-being by examining the longitudinal effects of psychological contract (PC) breach on employees' health. We integrate Social Exchange and Conservation of Resources theories to position effort-reward imbalance (ERI) as the mediating mechanism. We also assessed the moderating role of perceived job control as a boundary condition through which employees could prevent PC breach and ERI from adversely affecting their health. Using three-wave longitudinal survey data from 389 employees, we estimated a path model using each variable's growth parameters (intercept and slope). We found support for our hypotheses regarding stable effects; we found positive associations between PC breach and physical and mental health complaints and a need for recovery through ERI perceptions. We further tested employees' perceived control over the work environment as a boundary condition and found support for its role in attenuating the positive relationship between PC breach and ERI perceptions, but not for its moderating role in the ERI-health outcomes relationship. Our findings indicate that exposure to PC breach has a detrimental impact on employee health/well-being via perceptions of ERI and allow us to unravel one of the cognitive mechanisms leading to potential employee ill-health. We conclude with theoretical and practical implications.

Asunto(s)