ABSTRACT

Psychological detachment from work is crucial for employees to replenish resources and maintain well-being. In this study, we tested the stressor detachment model (Sonnentag & Fritz, 2015. Recovery from job stress: The stressor-detachment model as an integrative framework. Journal of Organizational Behavior, 36(S1), S72–S103. https://doi.org/10.1002/job.1924) by examining the mediation of psychological detachment between workload and emotional exhaustion. Furthermore, we investigated work engagement and occupational self-efficacy as moderators in the stressor-detachment model Our study comprised a 3-wave lagged design with 257 participants with flexible working hours. The results show that psychological detachment mediated the workload-exhaustion relationship and that work engagement buffered the negative effect of workload on psychological detachment. We found no moderated mediation for occupational self-efficacy; however, occupational self-efficacy significantly predicted psychological detachment. Our findings suggest that research should conceive a broader stressor-detachment model that considers different paths (i.e. moderators, mediators, and predictors). Moreover, organisations should support engagement and resource replenishment to ensure detachment from work.

抽象的

下班时的心理疏离对于员工补充资源和维持健康至关重要。在这项研究中，我们测试了压力分离模型（Sonnentag＆Fritz，2015年。从工作压力中恢复：压力分离模型作为一个综合框架。组织行为学杂志，36（S1），S72-S103。https://doi.org/10.1002/job.1924），通过研究工作量与情绪疲惫之间的心理分离的中介作用。此外，我们调查了作为压力源-分离模型主持人的工作投入和职业自我效能感。我们的研究包括一个三波滞后设计，共有257名参与者，工作时间灵活。结果表明，心理超支介导了工作量与劳累的关系，工作参与减轻了工作量对心理超支的负面影响。我们没有发现职业自我效能的调解。然而，职业自我效能感显着预测了心理超支。我们的发现表明，研究应设想一个更广泛的压力源-分离模型，该模型应考虑不同的路径（即主持人，调解人，和预测变量）。此外，组织应支持参与和资源补充，以确保脱离工作。