Two empirical studies examined need for recovery (i.e., a person's desire to be temporarily relieved from demands in order to restore his or her resources) as a mediator in the relationship between poor job characteristics (high job demands, low job control) and high off-job demands, on the one hand, and fatigue and poor individual well-being, on the other hand. Multilevel data from a daily survey study in the health service sector (Study 1) showed that high job demands, low job control, and unfavorable off-job activities predicted a high need for recovery. Need for recovery in turn was negatively related to individual well-being. A large-scale survey with a representative sample of the Dutch working population (Study 2) confirmed these findings for fatigue. In both studies, need for recovery mediated the effects of job characteristics and off-job activities on fatigue and poor well-being, respectively.

Australia remote area nursing see remote area nursing (RAN) studies on correctional offi cers 244, 246, 270-71 studies in dentistry 114-15 studies in emergency services 206-7, 222 studies in farming 388, 392, 396 intervention programme 395 studies in medical occupations 59, 97 studies in teaching 165, 167, 168 head teachers 178 Australian Nursing Federation (ANF) 22, 24 autogenic training (AT) 235 autonomy/control bureaucracy and 59-60, 209 intellectual discretion 138 burnout risk 56 decision latitude (DL) 433-4 eff ect on weight status 330-31 emotion, and illusion of 345-5 Health and Safety standard 347-8 importance of, to entrepreneurs 364-5 and failure to delegate 365, 374 studies in well-being 246, 342 avoidant behaviour 148-9, 301, 458, 493 Baas, M. 493 bullying consequences of, on target 7-8 absenteeism 9 productivity 9 consequences of, on witnesses 8-9 development of 6-7 distinguishing characteristics 7 examples 7 Health and Safety standard 348 see also incivility Burke, F.J. 113 burnout defi nition/description 53, 73 among dentists 113-14 job satisfaction relationship 58-60 strategies to prevent stress eff ects 61-3 among medical interns 94 reduction strategies 99-100 among psychiatrists 53-7 perceived organizational factors 56 personal characteristics and 55 among the socially marginalized 475 among sport offi cials 457-8 among surgeons 34-5, 38 among teachers 167 see also stress Bush Support Services (BSS) 26-7

Although interruptions are daily occurring events for most working people, little research has been done on the impacts of interruptions on workers and their performance. This study examines the effects of interruptions on task performance and its regulation, as well as on workers' psychological and psychophysiological state. Two parallel experiments were carried out in the Netherlands and in Russia, using a common conceptual framework and overlapping designs. Employees with relevant work experience carried out realistic text editing tasks in a simulated office environment, while the frequency and complexity of interruptions were experimentally manipulated. It was hypothesized that interruptions: (i) would cause a deterioration of performance; (ii) evoke strategies to partially compensate for this deterioration; (iii) affect subjects' emotions and well‐being negatively; and (iv) raise the level of effort and activation. It was also hypothesized that greater frequency and complexity of interruptions would enhance the expected effects. The hypotheses are only partially confirmed. The results show that, contrary to what was expected, interruptions cause people to perform the main task faster while maintaining the level of quality. Participants develop strategies enabling them to deal effectively with the interruptions, while actually over‐compensating the potential performance decline. Interruptions do have a negative impact on emotion and well‐being, and lead to an increase of effort expenditure, although not to an increase in activation. Thus the improved performance is achieved at the expense of higher psychological costs. Greater complexity evoked more favourable responses among the Dutch participants and more unfavourable ones among the Russian participants. These differences are interpreted in terms of the participants' professional background. The research demonstrates that the effects of interruptions reach beyond the execution of additional tasks and the change of work strategies. Interruptions appear to have an after‐effect, influencing the workers' subsequent readiness to perform. Detailed analysis of the activity in the interruption interval, focusing on cognitive processes during episodes of ‘change‐over’ and ‘resumption’ support this interpretation.

Work and health play an entirely different role in the life course than before, necessitating new models. A definition and model of sustainable employability is presented based on Amartya Sen's capability approach, challenging researchers, policy-makers and practitioners to look for what is important and valuable in a given (work) context and whether people are able and enabled to realize this. Affiliation 71Discussion paper Scand J Work Environ Health 2016;42(1):71-79. doi:10.5271/sjweh.3531 Sustainable employability -definition, conceptualization, and implications: A perspective based on the capability approach By Jac JL van der Klink, PhD,1, 2 Ute Bültmann, PhD, 2 Alex Burdorf, PhD,3 Wilmar B Schaufeli, PhD,4,5 Fred RH Zijlstra, PhD,6 Femke I Abma, PhD, 2 Sandra Brouwer, PhD, 2 Gert Jan van der Wilt, PhD 7 Van der Klink JJL, Bültmann U, Burdorf A, Schaufeli WB, Zijlstra FRH, Abma FI, Brouwer S, Van der Wilt GJ. Sustainable employability -definition, conceptualization, and implications: A perspective based on the capability approach. Scand J Work Environ Health 2016;42(1):71-79. doi:10.5271/sjweh.3531Objectives The aim of this paper is to propose a new model of sustainable employability based on the capability approach, encompassing the complexity of contemporary work, and placing particular emphasis on work-related values.Methods Having evaluated existing conceptual models of work, health, and employability, we concluded that prevailing models lack an emphasis on important work-related values. Amartya Sen's capability approach (CA) provides a framework that incorporates a focus on values and reflects the complexity of sustainable employability.Results We developed a model of sustainable employability based on the CA. This model can be used as starting point for developing an assessment tool to investigate sustainable employability.Conclusions A fundamental premise of the CA is that work should create value for the organization as well as the worker. This approach challenges researchers, policy-makers, and practitioners to investigate what people find important and valuable -what they would like to achieve in a given (work) context -and moreover to ascertain whether people are able and enabled to do so. According to this approach, it is not only the individual who is responsible for achieving this; the work context is also important. Rather than merely describing relationships between variables, as existing descriptive models often do, the CA depicts a valuable goal: a set of capabilities that constitute valuable work. Moreover, the CA fits well with recent conceptions of health and modern insights into work, in which the individual works towards his or her own goals that s/he has to achieve within the broader goals of the organization. Correspondence to JJL van der Klink, Tilburg University, Tilburg School of Social and Behavioral Sciences, Tranzo, Scientific Center for Care and Welfare, PO Box 90153, 5000 LE Tilburg. The Netherlands. [E-mail: j.j.l.vdrklink@uvt.nl] In his recent book, The Strength...

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