ABSTRACT

Employees who remain available for work outside regular work hours often experience strain and work–home conflicts. This study clusters employees in distinct availability types based on different aspects of unregulated extended work ability, which are contacting frequency, availability expectations and perceived legitimacy of availability. Moreover, we examined covariates of class membership and relationships with employees’ well-being. We used data from 17,410 employees who took part in a representative survey of the German working population. Latent class analysis with double cross-validation revealed three availability types. Satisfaction with work–life balance was higher and internal work–home interference was lower in the “rarely available”-class than in the “legitimate available”-class and the “illegitimate available”-class. Members of the “illegitimate available”-class reported worse subjective health, more psychovegetative health complaints, and higher levels of exhaustion than members of the “legitimate available”-class and the “rarely available”-class. Several socio-demographic variables, job characteristics, and factors associated with boundary management predicted class membership. Overall, the study highlights the risks for employees’ well-being associated with unregulated extended work availability – particularly when it is perceived as illegitimate – and points towards implications on the individual, organisational, and political level that may help reduce and better manage extended work ability.

摘要

在正常工作时间以外仍然可以工作的员工经常会遇到压力和工作与家庭之间的冲突。本研究根据不受监管的扩展工作能力的不同方面，将员工分为不同的可用性类型，这些方面包括联系频率、可用性预期和可用性的感知合法性。此外，我们检查了班级成员的协变量以及与员工幸福感的关系。我们使用了参与德国劳动人口代表性调查的 17,410 名员工的数据。具有双重交叉验证的潜在类分析揭示了三种可用性类型。与“合法可用”类和“不合法可用”类相比，“很少有空”级别的工作与生活平衡满意度更高，内部工作与家庭干扰较低。与“合法可用”类和“很少可用”类的成员相比，“非法可用”类的成员报告了更差的主观健康状况、更多的心理植物健康投诉和更高程度的疲惫。与边界管理相关的几个社会人口变量、工作特征和因素预测了班级成员资格。总体而言，该研究强调了与不受监管的延长工作可用性相关的员工福祉风险——特别是当它被视为非法时——并指出可能有助于减少和更好地管理延长工作的个人、组织和政治层面的影响能力。以及比“合法可用”级别和“很少可用”级别的成员更高的疲惫程度。与边界管理相关的几个社会人口变量、工作特征和因素预测了班级成员资格。总体而言，该研究强调了与不受监管的延长工作可用性相关的员工福祉风险——特别是当它被视为非法时——并指出可能有助于减少和更好地管理延长工作的个人、组织和政治层面的影响能力。以及比“合法可用”级别和“很少可用”级别的成员更高的疲惫程度。与边界管理相关的几个社会人口变量、工作特征和因素预测了班级成员资格。总体而言，该研究强调了与不受监管的延长工作可用性相关的员工福祉风险——特别是当它被视为非法时——并指出可能有助于减少和更好地管理延长工作的个人、组织和政治层面的影响能力。