Despite the benefits of vacations for health and well-being, many employees do not use all of their paid vacation days. In this article, we seek to understand why this occurs. Using a social cognitive perspective, we propose that employees use fewer vacation days when they do not believe they can successfully detach from work while on vacation (i.e., have low detachment self-efficacy), do not expect positive outcomes (e.g., feeling relaxed, connecting with loved ones) from their vacations, and expect negative outcomes (e.g., feeling stressed, facing negative financial consequences) from their vacations. We test this explanation across four studies in which we develop and validate measures for our social cognitive constructs (Studies 1-3) and test whether these constructs predict employees' unused vacation days (Study 4). Results revealed that employees had more unused vacation days if they lacked detachment self-efficacy, did not expect to feel relaxed on vacation, and expected negative financial consequences of vacations. Overall, our results highlight the usefulness of social cognitive theory for understanding employees' unused vacation days. We discuss implications for theory, future research, and practice. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

中文翻译：

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了解员工未使用的假期：一种社会认知方法。

尽管假期对健康和福祉有好处，但许多员工并未使用所有带薪假期。在本文中，我们试图了解为什么会发生这种情况。从社会认知的角度来看，我们建议员工在不相信自己可以在假期中成功脱离工作（即，脱离自我效能低），不期待积极结果（例如，感到放松，与亲人联系）从他们的假期中获得，并期望他们的假期带来负面结果（例如，感到压力，面临负面的财务后果）。我们在四项研究中检验了这一解释，在这些研究中，我们为我们的社会认知结构（研究 1-3）开发和验证了措施，并测试了这些结构是否能预测员工未使用的休假天数（研究 4）。结果显示，如果员工缺乏超然的自我效能感，不希望在假期感到放松，并且预计假期会带来负面的财务后果，那么他们有更多未使用的假期。总的来说，我们的结果突出了社会认知理论在理解员工未使用的假期方面的有用性。我们讨论对理论、未来研究和实践的影响。（PsycInfo 数据库记录 (c) 2020 APA，保留所有权利）。