Based on the recovery paradox (RP) paradigm, the present study investigated a bi-directional (i.e., “typical” and “reverse”) relationship between employees’ job stressors appraised as threatening,...Show moreBased on the recovery paradox (RP) paradigm, the present study investigated a bi-directional (i.e., “typical” and “reverse”) relationship between employees’ job stressors appraised as threatening, strain reactions, and engagement in recovery activities. Namely, it was expected that there would be a positive relationship between one’s appraisal of workload as a threat stressor and one’s level of anxiety, and a negative relationship between one’s level of anxiety and one’s engagement in physical activity. Furthermore, the present study investigated the potential of job resources to alleviate the RP. Namely, it was expected that the “typical” relationship of the RP would be weaker for individuals who have higher levels of social (i.e., supervisor) support. These expectations were tested in a sample of 227 Dutch-speaking employees by using a weekly longitudinal study design consisting of an intake survey administered once and a subsequent questionnaire administered three times with a one-week time interval. Longitudinal effects were examined by using (moderated) mediation statistical analyses performed with the SPSS-extension PROCESS. Contrary to the expectations, analyses showed that although the relationships between the study’s variables trended in the expected directions, no significant bi-directional relationship was found between one’s appraisal of workload as a threat stressor, level of anxiety, and engagement in physical activity. In addition, no significant influence of supervisor support on the “typical” relationship between the variables was shown. Nevertheless, according to the expectations, analyses showed a significant effect of one’s level of anxiety on one’s appraisal of workload as a threat stressor (p = .012). This finding suggests that employee strain reaction impacts employee perception of their job stressors. With the present study being among the first ones to examine the complete indirect relationships between the RP components and the alleviating effect of supervisor support on the “typical” relationship of the RP, I discuss the contributions of the study’s findings to the existing literature and how it can encourage further investigation of the RP and its alleviation to promote employee well-being.Show less
Research master thesis | Psychology (research) (MSc)
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Purpose. The current study aimed to research the relation between teleworking and distress levels, depressive symptoms, workload, work functioning and need for recovery. Age and gender were further...Show morePurpose. The current study aimed to research the relation between teleworking and distress levels, depressive symptoms, workload, work functioning and need for recovery. Age and gender were further tested as moderators on these relations, and workload was tested as a mediator between telework and distress level, depressive symptoms, work functioning and need for recovery. Methods. A sample of 87 employees working at a Dutch telecom organization were included. The group of employees who exclusively worked at the office (teleworkers; N = 37) was compared to the group of employees who worked remotely some of their time (teleworkers; N = 50) on all outcomes using independent t-tests. The indicators were measured cross-sectionally. Results. There was no significant difference between teleworkers and nonteleworkers in distress level (p = .161, d = 0.33), depressive symptoms (p = .575, d = 0.12), workload (p = .886, d = 0.01), work functioning (p = .266, d = 0.24) and need for recovery (p = .964, d = 0.01). Moreover, age and gender did not have a moderating effect on any of these relations. Results showed lastly that workload was not a significant mediator between telework and all four outcomes. Conclusion. The current study suggests that there is no difference between teleworkers in distress levels, depressive symptoms, workload, work functioning and need for recovery. Also, characteristics of the employees such as gender and age do not seem to relate to relations of telework with these outcomes. Results furthermore suggest that workload does not explain the effects of telework on the included outcomes.Show less
