This quasi-experimental study evaluated the effects of a recovery training program on recovery experiences (psychological detachment from work, relaxation, mastery experiences, and control during off-job time), recovery-related self-efficacy, and well-being outcomes. The training comprised two sessions held one week apart. Recovery experiences, recovery-related self-efficacy, and well-being outcomes were measured before the training (T1) and one week (T2) and three weeks (T3) after the training. A training group consisting of 48 individuals and a waitlist control group of 47 individuals were compared (N = 95). Analyses of covariance revealed an increase in recovery experiences at T2 and T3 (for mastery only at T2). Recovery-related self-efficacy and sleep quality increased at T2 and T3, perceived stress and state negative affect decreased at T3. No training effects were found for emotional exhaustion.

This two-year study with 122 business owners examined the link between affective wellbeing and task-oriented as well as relationship-oriented personal initiative (PI). We tested two complementary models explaining the link between well-being and PI: (1) broaden-andbuild theory and (2) self-regulation as limited resource approach. In line with current research on well-being, we differentiated between hedonic and eudaimonic well-being using life satisfaction and vigor as indicators. Hierarchical regression analyses showed that only vigor predicted both forms of PI. Our results support the self-regulation approach and indicate that eudaimonic well-being is the relevant affective well-being dimension for proactive behavior.

This study examined the role of partners and children for employees' psychological detachment from work during off-job time. Building on boundary theory, we hypothesized that not only employees' own work-home segmentation preference but also their partners' work-home segmentation preference is associated with employees' psychological detachment. In addition, partners' psychological detachment should influence employees' psychological detachment. We hypothesized that the presence of children in the household moderates partners' influence on employees' psychological detachment. Further, we expected both employees' and their partners' psychological detachment to contribute to employees' well-being. Participants were 114 dual-earner couples who responded to Web-based questionnaires. The hypotheses were tested with multilevel analyses, using the actor-partner interdependence model. Results confirmed our hypotheses. Employees' and their partners' work-home segmentation preferences were associated with employees' psychological detachment. The presence of children moderated the relation between partners' work-home segmentation preference and employees' psychological detachment. The relation was weaker when there were children in the household. Moreover, employees' and their partners' psychological detachment were positively associated. Again, the relation was weaker when there were children in the household. Finally, both employees' and their partners' psychological detachment contributed to employees' well-being.

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