Working time preferences, hours mismatch and well-being of couples: Are there spillovers?

Wunder, Christoph; Heineck, Guido

doi:10.1016/j.labeco.2013.09.002

Cited by 76 publications

(44 citation statements)

References 62 publications

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“…Earlier studies, however, only partly confirm this hypothesis. Regarding well-being, Wooden et al (2009) as well as Angrave and Charlwood (2015) found significant effects of overemployment on life satisfaction, whereas Friedland and Price (2003) and Wunder and Heineck (2013) found no such effects. Bell et al (2011) found negative effects of overemployment on health satisfaction and self-assessed health.…”

Section: Introductionmentioning

confidence: 87%

“…To find people who were currently experiencing overemployment, requests were posted on social networking sites that are popular in Germany (LinkedIn, Xing). Germany was chosen because of its significant proportion of employees reporting overemployment according to long-term data from the German Socio-Economic Panel (e.g., Wunder and Heineck, 2013). decided to only use people working in Germany and not to mix countries, as cultural (e.g., values) and structural (e.g., legal and economic circumstances) aspects differ considerably between countries (Ollier-Malaterre and Foucreault, 2016) and this makes results difficult to compare.…”

Section: Methodsmentioning

confidence: 99%

“…Therefore, we regard the subjective experience of overemployment as more important than the objective hours worked. Prior research predominantly finds that overemployment is detrimental to individuals’ well-being: it is negatively related to job satisfaction (Wooden et al, 2009; Wunder and Heineck, 2013; Angrave and Charlwood, 2015), life satisfaction (Wooden et al, 2009) and psychological well-being (Angrave and Charlwood, 2015). Job dissatisfaction negatively correlates to performance and retention (Judge et al, 2001).…”

Section: Introductionmentioning

confidence: 99%

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“Because Work Time Is Life Time” – Employees’ Perceptions of Individual Overemployment, Its Causes and Its Consequences

Hiemer¹,

Andresen²

2019

Front. Psychol.

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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.

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Section: Introductionmentioning

confidence: 87%

Section: Methodsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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“Because Work Time Is Life Time” – Employees’ Perceptions of Individual Overemployment, Its Causes and Its Consequences

Hiemer¹,

Andresen²

2019

Front. Psychol.

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“…Previous research further indicates that the effect of discrepancies between actual and preferred time allocations on well-being may take the form of an inverted U-shaped curve. For example, studies have found that life satisfaction is lower for employees with misaligned time allocation, regardless of whether the difference is positive or negative (Wunder and Heineck, 2013). Similarly, prior research has indicated that job stress and work–family conflict increase both when actual allocated time exceeds or is less than preferred time allocation (Sturman and Walsh, 2014).…”

Section: Theoretical Background and Development Of Hypothesesmentioning

confidence: 99%

The Relationship Between Psychological Detachment and Employee Well-Being: The Mediating Effect of Self-Discrepant Time Allocation at Work

Xiaotian

Liu

et al. 2018

Front. Psychol.

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Although research has demonstrated the benefit of psychological detachment for employee well-being, the explanatory mechanisms related to work behaviors underlying this effect remain underdeveloped. Addressing this research gap, we consider self-discrepant time allocation (preferred–actual allocation) as a mediating mechanism through which psychological detachment affects employee well-being. We hypothesize that psychological detachment is associated with self-discrepant time allocation at work. Specifically, we suggest that employees with low detachment tend to allocate more time than preferred to work activities that demand fewer self-regulatory resources and allocate less time than preferred to activities demanding greater self-regulatory resources. These self-discrepant time allocations at work are associated with employee well-being. Polynomial regression analysis and response surface methodology were used to test the hypotheses. The results, based on a sample of 390 faculty members from 19 universities, showed that, when psychological detachment during weekends is low and self-regulatory resources are insufficient, employees will allocate less time than preferred to work activities that require more self-regulatory resources (i.e., researching activities) during the subsequent work period. Instead, employees tend to allocate more time to activities that require less resources (i.e., teaching activities). These discrepancies between actual and preferred time allocation for work activities, in turn, negatively affect employee well-being and mediate the relationship between psychological detachment and employee well-being.

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“…sleep quality, sleep duration). Other papers describe research into the effects of spillover and crossover among couples (Demerouti et al 2005;Shimazu et al 2011;Sanz-Vergel et al 2013;Wunder et al 2013). These studies generally verify the existence of crossover effects between family members, although there are significant gender differences as concerns how these transfers actually take place through family dynamics.…”

Section: Corvinus Journal Of Sociology and Social Policy 2 (2015)mentioning

confidence: 99%

Spillover: the empirical utilisation of the concept. An empirical review of the social scientific corpus between 2004-2014

Király

Nagy

Géring

et al. 2015

CJSSP

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In recent decades, spillover has become a highly influential concept which has led to the initiation of new theoretical and methodological approaches that are designed to understand how people attempt to reconcile their work and private lives. The very notion of spillover presupposes that these spheres are connected, since the people who move between them bring certain 'less visible' content with them such as cognitive or affective mental constructs, skills, behaviors, etc. This paper attempts to create fresh insight into the different areas, themes and methodologies related to how spillover has been addressed over the last ten years. Four main categories are discussed based on the 76 academic articles that were selected: (1) general spillover research, (2) job flexibility and spillover, (3) individual coping strategies, and (4) the spillover effect on the different genders. The final section of the paper provides a tentative synthesis of the main conclusions and findings from the examined papers.Keywords spillover, work-life balance, flexibility, gender differences, coping strategy, empirical review 1 Gábor Király (corresponding author) is associate professor at the Budapest Business School and senior lecturer at the Corvinus University of Budapest, e-mail: kiraly.gabor@pszfb.bgf. hu, gabor.kiraly@uni-corvinus.hu, Beáta Nagy is professor at the Corvinus University of Budapest, Zsuzsanna Géring is research fellow at the Budapest Business School, Márta Radó is Ph.D. student, Yvette Lovas and Bence Pálóczi are undergraduate students at the Corvinus University of Budapest. This review was prepared as part of a Hungarian Scientific Research Fund project (OTKA K104707). The title of the project: Dilemmas and strategies in reconciling family and work. We would like to express our gratitude to Dávid Ádám who contributed to building the database we utilised in this review. Moreover, special thanks to our fellow members in the 'OTKA' research group for the dedication and energy they provided and keep doing so throughout the project. Last but not least, the authors would like to thank the anonymous reviewers and editors for their valuable comments and remarks on the previous versions of this paper. Responsibility for any errors in the resulting work remains our own. 94

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Working time preferences, hours mismatch and well-being of couples: Are there spillovers?

Cited by 76 publications

References 62 publications

“Because Work Time Is Life Time” – Employees’ Perceptions of Individual Overemployment, Its Causes and Its Consequences

“Because Work Time Is Life Time” – Employees’ Perceptions of Individual Overemployment, Its Causes and Its Consequences

The Relationship Between Psychological Detachment and Employee Well-Being: The Mediating Effect of Self-Discrepant Time Allocation at Work

Spillover: the empirical utilisation of the concept. An empirical review of the social scientific corpus between 2004-2014

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