No abstract

Many employees would prefer to reduce work time and can be defined as overemployed. However, the concept of overemployment is poorly understood. The purpose of this article is to define overemployment from employees’ point of view, to explain why people work more than they prefer, and to understand the individual consequences it has. We investigate 26 overemployed employees using a Grounded Theory approach. We find that overemployment is a four-dimensional experience consisting of work time length, work time competition (with time outside work), work time distribution on tasks, and work density. A self-reinforcing circle of personal and situational drivers seems to explain the persistence of overemployment. Regarding the psychosocial consequences of overemployment, our findings show large variations, whereby work time sovereignty seems to play a moderating role. This study provides a multidimensional framework of overemployment that provides a basis for understanding employees’ perceptions and behavior regarding overemployment and for deriving appropriate actions to reduce overemployment.

Socioeconomic panel data indicate that numerous employees would prefer to work less, i.e. that they are overemployed. However, due to inconsistent definitions and divergent operationalizations of overemployment, integrating existing research results is challenging and implications for research and practice are difficult to draw. To advance research in this field, we present an analysis of the concept and measurement of overemployment. To analyze the concept, we proceed in two steps. In step 1, we present the range of overemployment definitions in the literature and systematize the similarities and differences in these previous conceptualizations with the aim of arriving at an adequate definition of “overemployment.” In step 2, in view of the partial overlap between existing definitions of overemployment and other concepts used in past research, we demarcate overemployment from related concepts, identify conceptual distinctions between overemployment and other concepts and explore connections between concepts. To analyze the measurement of overemployment, we look at the bandwidth of content, measurement levels and question wording in overemployment measures and discuss the consequences of the different measures used for the overemployment rates found. We then present a consistent approach towards conceptualizing and measuring overemployment which aids future research on overemployment and similar concepts.

Overemployment, i.e., the preference for fewer work hours, is a widespread phenomenon in western societies, which may have negative consequences for individual well-being and organizational functioning. Previously overemployment has been defi ned from an economic perspective mainly as a time-money trade-off problem. This work is the first to adopt a psychological and subjectivist view on overemployment. Over three research projects a theory of overemployment, its causes and consequences is constructed and tested. In addition, a multidimensional overemployment scale is developed and initially validated. The three research projects include: fi rst, a review on overemployment conceptualizations and measurements; second, a Grounded Theory interview study with the aim to develop a theory on overemployment, its causes, and consequences; and third, a scale development study comprising over 1,400 participants over 4 studies. The importance of overemployment for individual well-being (e.g., burnout, job satisfaction), as well as for organizational variables (e.g., commitment, turnover intention) is shown. Overemployment is found to be a multidimensional construct consisting of three dimensions: length, density, and distribution of work time. The developed theory and scale will allow future researchers to analyze overemployment in more detail. The work offers interesting insights for HR and management practitioners when it comes to creating attractive working conditions.

No abstract