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\"This edited book is an authoritative and in-depth examination of the relationship between well-being and job performance. It will integrate research on these two issues, which are still seen by some readers as contrasting concepts. The meaning and value of well-being is a critical issue as it crosses cultures, socio-economic classes, and organizational levels. It has implications at the individual, work group, organization, and society level. The examination considers the personal and corporate costs and benefits of well-being and how to improve well-being and organizational performance. The chapter authors are the major scholars in their fields who provide a solid understanding of underlying theory as well as behavioural, job and organization design, and policy interventions to improve quality of life and work performance\"-- Provided by publisher.

This study examines how employee perceptions of the availability and the (in)effectiveness of human resource (HR) practices in schools relate to employee performance via work engagement. Incorporating the views of 208 Dutch primary and secondary education teachers, this study's findings show that both the availability and effectiveness of HR practices are positively associated with teacher work engagement and in turn job performance. However, when employees perceive the available HR practices as effective, this has a stronger effect on teacher work engagement compared to when they only perceive the HR practices as available. Moreover, results show that HR practices that are mentioned as available, but considered ineffective, are negatively related to employee engagement and job performance. Finally, our results provide initial evidence for potential differential effects of ability-, motivation- and opportunity-enhancing HR bundles on work engagement and job performance, depending on whether the availability, ineffectiveness or effectiveness of HR practices is studied.

Resilience, hardiness, and psychological capital are considered to be important capacities for police officers to cope with and adapt to challenging stressful and potentially traumatic situations. Despite their growing popularity, a systematic review assessing used concepts and instruments for these capacities and synthesizing the results of studies on the predictive values of resilience, hardiness, and psychological capital among police officers is absent. The aim of the present study is to fill this gap of scientific knowledge, and for this purpose, a systematic literature search was conducted using PsycInfo, Pubmed, and Web of Science. We identified 17 cross-sectional and 5 longitudinal studies. Results showed that resilience, hardiness, and psychological capital were studied mostly in relation to physical and mental health variables. No study focused on officers’ professional functioning. In both cross-sectional and longitudinal studies, associations with health variables were very weak to moderate, while cross-sectional studies mostly yielded stronger associations than longitudinal associations. In sum, we found no empirical support for the growing popularity.

The number of people working from home (WFH) increased radically during the coronavirus (COVID-19) pandemic. The purpose of this study was therefore to investigate people’s experiences of WFH during the pandemic and to identify the main factors of advantages and disadvantages of WFH. Data from 29 European countries on the experiences of knowledge workers (N = 5748) WFH during the early stages of lockdown (11 March to 8 May 2020) were collected. A factor analysis showed the overall distribution of people’s experiences and how the advantages and disadvantages of WFH during the early weeks of the pandemic can be grouped into six key factors. The results indicated that most people had a more positive rather than negative experience of WFH during lockdown. Three factors represent the main advantages of WFH: (i) work–life balance, (ii) improved work efficiency and (iii) greater work control. The main disadvantages were (iv) home office constraints, (v) work uncertainties and (vi) inadequate tools. Comparing gender, number of children at home, age and managers versus employees in relation to these factors provided insights into the differential impact of WFH on people’s lives. The factors help organisations understand where action is most needed to safeguard both performance and well-being. As the data were collected amidst the COVID-19 pandemic, we recommend further studies to validate the six factors and investigate their importance for well-being and performance in knowledge work.

Past research has mainly examined differences between employees working under conventional versus teleworking arrangements or high-intensity versus low-intensity teleworking. Yet because many workers combine days worked from the office with days worked from home (part-time telework), it may be more appropriate to examine within-individual variation in office versus home days. Accordingly, we compare diary data from 77 employees on three home days and three office days. This setup enables us to contribute to the theoretical debate on the duality of control and accountability. Specifically, by comparing job locations (home versus office), we identify conditions under which job control (worktime control) is more likely to act as an asset or as a liability. Results suggest that ability to concentrate is higher and need for recovery is lower, on home days than on office days. However, on home days, generally high level of worktime control amplifies the association between job demands and need for recovery—whereas this association is reversed when worktime control is generally moderate. No similar differences are observed on office days. Finally, whereas employees experiencing high job demands are more able to concentrate during home days than during office days, worktime control has no differential effect in this respect.

Objectives Recovery opportunities allow employees to recuperate from work and diminish load effects. The aims of this study are to present a scale for measuring recovery opportunities, study its psychometric properties and its relationship with health. Methods Data from three Dutch worker samples were used with response rates over 60%. Sample 1 contained 6,863 employees working in a wide variety of jobs in 114 organizations. Sample 2 contained data from 992 mental health care workers from ten different organizations. Sample 3 were 436 employees working in several specialized health care clinics. Results Internal consistency of the nine-item recovery opportunities scale is good. Content validity of recovery opportunities, especially how it discriminates from other aspects of job control, is also good. Recovery opportunities show significant effects on work-related fatigue (need for recovery), sleep complaints, and health complaints, but not on future absenteeism. Conclusion The recovery opportunities scale has good reliability and shows good content-, construct- and criterion-related validity in three samples of workers that differ in amount of heterogeneity.

Objectives This study of a large and heterogeneous sample of 5210 daytime employees was designed to shed more light on the work effort-recovery mechanism by examining the cross-sectional relations between subjective sleep quality and (i) psychosocial work characteristics, (ii) work-related rumination, (iii) fatigue after work, and (iv) affective well-being at work and work pleasure. Methods We used the Dutch Questionnaire on the Experience and Evaluation of Work and created three sleep quality groups (low, low-to-intermediate, and high quality). Group differences were studied through analysis of variance (ANOVA). To examine the relations among the study variables in more detail, we also conducted four sets of stepwise regression analyses. In all the analyses, we corrected for age, level of education, and gender. Results A series of (M)ANOVA provided strong evidence for a relation between sleep quality and adverse work characteristics and work-related rumination. Furthermore, poor sleepers reported higher levels of fatigue after work, and poor sleep quality was related to both lower affective well-being during work and work pleasure. Regression analyses revealed that sleep quality was the strongest statistical predictor of after-work fatigue and affective well-being at work, and high levels of work rumination constituted the strongest statistical predictor of sleep complaints. Conclusions As this study showed strong relations between sleep quality, occupational stress, fatigue, perseverative cognitions, and work motivation, it supports effort-recovery theory. Interventions should aim to prevent a disbalance between effort and recovery.

Objective This study investigates the relationship between four job characteristics and family-to-work conflict on emotional exhaustion and mental health problems. Methods Multiple regression analyses were performed using data from 1,008 mental health care employees. Separate regression analyses were computed for high and low patient interaction jobs. Results Different job characteristics as well as family-to-work conflict were associated with emotional exhaustion and mental health problems in each job type. The relationship between family-to-work conflict and emotional exhaustion was mitigated by social support from colleagues for those who worked in low patient interaction jobs. Conclusion In addition to general and specific stressors, it is worthwhile to include home-related stressors that interfere with the work domain in stress research.

Purpose This study aims to establish the prevalence of high work-related fatigue (need for recovery, NFR) among employees and to explain group differences categorized by gender, age, and education. The study particularly aims to clarify prevalence and explanatory factors in highly educated women. Methods In 2005 and 2006, large representative samples of 80,000 Dutch employees (net response rate 33.0%; N  = 47,263) received the Netherlands working conditions survey questionnaire. First, we calculated the prevalence of high NFR for men and women with different age and education levels. The average prevalence of high NFR was 28.8% and was highest among highly educated women (35.2%) in particular those aged 50–64 years (40.3%). Second, logistic regression analyses were used to compare subgroups’ NFR in relation to situational factors, working conditions, and health. Three comparisons were made: (1) highly educated women versus men; (2) highly educated versus lower educated women and; (3) older highly educated versus younger highly educated women. Results The situational, working conditions and health factors in our model did not explain the gender differences among highly educated employees (OR = 1.37; CI = 1.3–1.5, adjusted for all factors OR = 1.32; CI = 1.2–1.5). Despite that lower autonomy and workplace violence explained highly educated women’s NFR, working fewer hours counterbalanced this. Time pressure in work largely explained the differences in NFR among women at different education levels (crude OR 1.44; CI = 1.4–1.5, adjusted OR 1.14; CI = 1.0–1.3). In the age comparison, lower health ratings, more adverse working conditions, and working as a teacher explained older highly educated women’s high prevalence of high NFR (crude OR 1.32; CI = 1.2–1.5, adjusted OR 0.94; CI = 0.8–1.2). Conclusion NFR has high prevalence in highly educated women (35.2%) in particular those aged 50–64 years (40.3%). Our model did not explain gender differences in NFR, because working fewer hours counterbalanced the effects of lower autonomy and external workplace violence. Our model, in particular time pressure, largely explained differences in NFR between women at different education levels. Age differences in the prevalence of high NFR among highly educated women’s were fully explained by our model. Main factors were lower health ratings, adverse working conditions, and working as a teacher.

For people with severe mental illness (SMI) residing in supported housing settings, finding and maintaining paid or unpaid work is challenging. This study was initiated to examine how professionals tailor job coaching trajectories to effectively address the specific needs of clients. The aim was to unravel the complexity of these trajectories, providing a deeper understanding of how and under what circumstances people with SMI in supported housing can obtain and sustain meaningful daily activities, including paid or unpaid work, as part of their recovery journey. Interviews were conducted with 24 clients with severe mental illness (SMI) and their job coaches (N = 15) in dyads. Additionally, two mixed focus group discussions were held with job coaches (n = 16) and their supervisors (n = 2). A realist evaluation approach was used to determine what works for whom, how, and under which conditions. Self-Determination Theory (SDT) served as the analytical framework to explore the motivational factors that drive clients to seek and retain paid or unpaid work. Our findings are structured in three sections, each focusing on context-intervention-mechanism-outcome (CIMO) configurations. These configurations illustrate how job coaches address clients' needs for relatedness, competence and autonomy. The findings provide a deeper understanding of the inner workings of job coaching trajectories, showing how job coaches foster autonomous motivation and thereby enable clients to obtain and retain both paid and unpaid work. This study highlights that there is no universal approach to job coaching. Job coaching requires a tailored approach with a strong emphasis on building personal-professional relationships and adapting interventions to individual circumstances.