The impact of furloughs on emotional exhaustion, self-rated performance, and recovery experiences.

Abstract

The notion that strain can result as employees' resources are threatened or lost is well established. However, the transition from resource threats to resource losses is an important but understudied aspect of employee strain. We argue that the threat-to-loss transition triggers accelerated resource loss and a shift in how employees utilize their remaining resources unless employees engage in recovery experiences during the transition. Using a discontinuous change framework, we examine employee furloughs-the placement of employees on leave with no salary of any kind-in terms of the transition from resource threat to loss: Resources may be threatened when the furlough is announced and lost when the furlough occurs. Using 4 data collections with 180 state government employees, we found mean levels of emotional exhaustion increased and mean levels of self-reported performance decreased following the furlough. The discontinuous changes in exhaustion and performance were significantly impacted by employees' recovery experiences during the furlough. We discuss the implications of these findings for other threat-to-loss and recovery research as well as for organizations implementing furloughs.

Frontline Employees' Innovative Service Behavior as Key to Customer Loyalty: Insights into FLEs' Resource Gain Spiral

“…Another moderating factor that might hinder FLEs' resource gain spiral by draining energy is underemployment (Halbesleben et al, ; Hobfoll, ), or an FLE's “perception of his or her inability to perform particular tasks and lack of opportunities to develop skills and talents” (Jones‐Johnson and Johnson, , p. 12). During a service encounter, a lack of challenge may occur if FLEs feel overeducated or possess skills they cannot use in their present job (Jones‐Johnson and Johnson, ).…”

Why Some Employees Adopt or Resist Reorganization of Work Practices in Health Care: Associations between Perceived Loss of Resources, Burnout, and Attitudes to Change

“…The initial threat to resources could be seen as a stressor, and the continued loss or threat to resources over time, particularly after a great deal of resource investment in work, is said to lead to burnout. Recent empirical studies support the COR theory, and particularly the association between resource depletion and burnout [16,17]. The COR theory also suggests that when burned-out employees experience a significant depletion of resources, they adopt a defensive strategy for investing their remaining resources [11,18].…”

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“…Researchers question the long-term effects of furloughs and argue that the implementation of furloughs can be counterproductive (Duggan, Lewis, & Milluzzi, 2010;Halbesleben et al, 2013). Two examples of this counterproductivity are reduced employee efficiency and diminished employee morale (Badiru, 2014).…”

“…The organizational effects of furloughs, including both the positive and negative impacts associated with them, have been studied (Halbesleben et al, 2013;Hohman, Packard, Finnegan, & Jones, 2013;Lee & Sanders, 2013;Osborne, Smith, & Huo, 2013;Shannon, 2010). Federal civilian service furloughs implemented by the U.S. Government often are short-term, such as those that occur when Congress misses a budget deadline or fails to pass a continuing resolution.…”

“…Furloughs in private companies and government organizations have become more frequent since the U.S. economic downturn of 2008 (Brutocao & Marshall, 2011;Halbesleben, Wheeler, & Paustian-Underdahl, 2013;Shannon, 2010). The organizational effects of furloughs, including both the positive and negative impacts associated with them, have been studied (Halbesleben et al, 2013;Hohman, Packard, Finnegan, & Jones, 2013;Lee & Sanders, 2013;Osborne, Smith, & Huo, 2013;Shannon, 2010).…”