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Drawing on the mood regulation and job-stress recovery literature, four self-report measures for assessing how individuals unwind and recuperate from work during leisure time were developed (Study 1). Confirmatory factor analyses with a calibration and a cross-validation sample (total N=930) showed that four recovery experiences can be differentiated:(More)
  • S Sonnentag
  • 2001
This study extends previous research on respite from work and addresses the question of how individuals use their leisure time to recover from work. It is hypothesized that time spent on work-related and household activities has a negative effect on well-being, whereas low-effort, social, and physical activities are assumed to have a positive effect. One(More)
Forty professional software designers participated in a study in which they worked on a software design task and reported strategies for accomplishing that task. High performers were identified by a peer-nomination method and performance on a design. Verbal protocol analysis based on a comparison of 12 high and 12 moderate performers indicated that high(More)
Psychological detachment from work refers to the off-job experience of "switching off" mentally. It is hypothesized that a high degree of workload encountered during the work day has a negative impact on subsequent detachment processes and that psychological detachment from work is positively related to well-being. Eighty-seven individuals from various(More)
This study examined the state of being recovered in the morning (i.e., feeling physically and mentally refreshed) as a predictor of daily job performance and daily compensatory effort at work. Ninety-nine employees from public service organizations completed a general survey and two daily surveys on pocket computers over the course of one workweek.(More)
In a field study we examined employees' fairness perceptions of supervisor feedback and their relationships with employee well being (job depression, job anxiety, job satisfaction, turnover intentions) and perceived control at work. We hypothesized quality of leader member exchange (LMX) to partially mediate these relationships. We measured the above(More)
On the basis of theoretical assumptions regarding resource gain and loss (S. E. Hobfoll, 1998), the authors used a longitudinal study to examine effects of vacation on well-being and performance-related outcomes. University employees (N = 221) completed measures of well-being (health complaints and burnout) and performance-related outcomes (self-reported(More)
This study extended research on respites by examining the extent to which experiences during the weekend contribute to health and job performance after the weekend. Longitudinal data including 3 measurement occasions from 87 emergency service workers indicated that nonwork hassles, absence of positive work reflection, and low social activity during the(More)
The authors argue that a high-organizational error management culture, conceptualized to include norms and common practices in organizations (e.g., communicating about errors, detecting, analyzing, and correcting errors quickly), is pivotal to the reduction of negative and the promotion of positive error consequences. Organizational error management culture(More)