The dark side of meaningful work‐from‐home: A nonlinear approach

Μαγρίζος, Σόλων; Roumpi, Dorothea; Georgiadou, Andri; Kostopoulos, Ioannis; Vrontis, Demetris

doi:10.1111/emre.12534

Cited by 22 publications

(12 citation statements)

References 108 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…On the other hand, meaningful pursuits at work can become a dominating life-force so that an individuals' free time becomes filled with even more work (Malinowska et al, 2018). Work may become so overpowering that it takes control over the individual (Magrizos et al, 2023) and nurtures their OP.…”

Section: Work Outcomes: Work Passionmentioning

confidence: 99%

Does one size fit all? The role of job characteristics in cultivating work passion across knowledge, blue‐collar, nonprofit, and managerial work

Astakhova,

McKay,

Doty

et al. 2024

Human Resource Management

View full text Add to dashboard Cite

We integrate the job characteristics and dual work passion models to explore the indirect (via work meaningfulness) effects of job characteristics (i.e., job autonomy, task identity, skill variety, task significance, feedback from the job and feedback from others) on two types of work passion, harmonious passion (HP) and obsessive passion (OP). We first advance occupation‐specific predictions for job characteristics‐to‐work passion relationships and then explore differences in those relationships between HP and OP across four occupational sectors: knowledge work (n = 201), blue‐collar work (n = 148), nonprofit work (n = 141), and managerial work (n = 133). Our findings demonstrate that job characteristics are important drivers of work passion. However, our key discovery is that the motivational impact of the job characteristics is not universally applicable but rather depends on the specific occupational context and whether passion is harmonious or obsessive. We therefore conclude that when it comes to translating job characteristics into work passion, the one‐size‐fits‐all approach is not appropriate.

show abstract

Section: Work Outcomes: Work Passionmentioning

confidence: 99%

Does one size fit all? The role of job characteristics in cultivating work passion across knowledge, blue‐collar, nonprofit, and managerial work

Astakhova,

McKay,

Doty

et al. 2024

Human Resource Management

View full text Add to dashboard Cite

show abstract

“…As an inductive approach, grounded theory is well suited to exploring complex, potentially contradictory situations (Edmondson and McManus, 2007). A social constructivist approach (Charmaz, 2006) was appropriate given the largely subjective nature of meaningful work (Schnell et al, 2013;Magrizos et al, 2022), and because many people construct meaning through conversations and interactions with other people (Florian et al, 2019;Martela et al, 2021). Constructivist grounded theory, as opposed to classic grounded theory (Glaser and Strauss, 1967) assumes that theories are constructed jointly by the participant and the researcher, rather than being entirely emergent.…”

Section: Designmentioning

confidence: 99%

“…Although most empirical studies point to the benefits of meaningful work, there is a small and growing interest in possible negative outcomes (e.g., Mitra and Buzzanell, 2017;Magrizos et al, 2022). Seeking meaning from work can be harmful if pushed to excess (Bailey et al, 2019a).…”

Section: Introductionmentioning

confidence: 99%

“Few things in life are easy and worth doing”: how the bi-directional relationships between meaningful work and work-related stress can both help and hinder wellbeing

Annison,

Davidson

2023

Front. Psychol.

View full text Add to dashboard Cite

IntroductionMeaning is a key part of psychological wellbeing, and the benefits of meaningful work are widely acknowledged. Many people seek meaning from their work, and some organizations aim to facilitate this through interventions. In parallel, work-related stress has become a significant occupational risk. This study seeks to understand the perspectives of those who find their work to be both meaningful and stressful, and to explore the relationships between these concepts.MethodsEleven women and six men, aged 34–61, primarily based in the UK, from the private, public, and third sectors were interviewed about their experiences of meaning and stress in their work. Using a social constructivist grounded theory approach, data collection and analysis ran in parallel.ResultsFindings indicate that meaningful work and work-related stress are inherently connected, with bi-directional relationships that can support and hinder wellbeing. Meaningfulness can both alleviate and exacerbate stress, and stress can both reinforce and reduce meaningfulness. Meaningfulness and stress can even feel co-dependent, depending on how participants perceive and make sense of their experience.DiscussionWith many individuals seeking greater meaningfulness from their work, the results suggest that they— and their employers—would benefit from understanding more about the potential harmful effects of meaningfulness, including implications for stress and possible knock-on consequences for health and work.

show abstract

“…Those who tend to work long hours and reflect more on their work can have difficulty psychologically disengaging from work. Psychological detachment from work is necessary to relieve work stress and fatigue (Magrizos et al, 2022).…”

Section: Hr Development Of Surabaya Millennial Workersmentioning

confidence: 99%

The Behavioral Patterns and Human Resource Development of Surabaya Millennial Workers Facing New Normality Amid the COVID-19 Pandemic

Astuti

2022

JMO

View full text Add to dashboard Cite

The young workforce dominates Surabaya, the millennial group or generation Z. New normal during the COVID-19 pandemic, causing young workers to work from home (WFH). This study aims to formulate policies on how stakeholders can formulate policies that follow the needs of workers and the development of human resources (HR). The method used is quantitative with a purposive sampling technique. The instrument used is the FWOQ scale, a 6-level Likert scale with 12 items given to 153 millennial worker participants. This research found that the millennial who did WFH due to the pandemic tended to experience difficulties. It is different from millennial workers who have been WFH since before the pandemic, which tends to be easier to handle. The barriers felt by the two groups tend to be the same, such as barriers-others, barriers-costs, and barriers-commitment. The originality of the research puts more emphasis on millennial workers who have the character of getting bored quickly, dynamically, and always wanting to be updated but face WFH. Research has also never been carried out in a more specific area, Surabaya.

show abstract

The dark side of meaningful work‐from‐home: A nonlinear approach

Abstract: The version presented here may differ from the published version or from the version of the record. Please see the repository URL above for details on accessing the published version and note that access may require a subscription.

Cited by 22 publications

References 108 publications

Does one size fit all? The role of job characteristics in cultivating work passion across knowledge, blue‐collar, nonprofit, and managerial work

Does one size fit all? The role of job characteristics in cultivating work passion across knowledge, blue‐collar, nonprofit, and managerial work

“Few things in life are easy and worth doing”: how the bi-directional relationships between meaningful work and work-related stress can both help and hinder wellbeing

The Behavioral Patterns and Human Resource Development of Surabaya Millennial Workers Facing New Normality Amid the COVID-19 Pandemic

Contact Info

Product

Resources

About