The Role of Trait and State Perfectionism in Psychological Detachment From Daily Job Demands

Psychological detachment has been proposed to be a mediator of the relations between an individual's responses to stressful work-related experiences and mid- and long-term health. However, the number of studies that have specifically examined the role that personal characteristics play in these associations is considerably small. One personal characteristic that might specifically interfere with psychological detachment is perfectionism, which has been considered an important vulnerability factor for the development of psychological disorders. Hence, the goal of this registered report was to extend research on psychological detachment by introducing trait and state perfectionism as moderators of the aforementioned relations. We conducted an experience sampling study with three measurement occasions per day over the course of 3 working weeks (N = 158 employees; Mage = 41.6; 67% women). Multilevel path models showed that perfectionistic concerns consistently determined strain responses at between- and within-levels of analyses even after the effects of job demands (i.e., unfinished tasks and role ambiguity) and detachment were accounted for. However, we found no evidence for the proposed moderation effects. The theoretical implications for the understanding of the processes proposed in the stressor-detachment model are discussed

Defining organizational contributions to sustaining an ageing workforce:a bibliometric review

The ageing of populations worldwide has implications for workforces in developed countries, and labour shortages have increasingly become a political concern. Governments in developed countries have responded by increasing the retirement age as a strategy for overcoming the fall in labour supply. Using bibliometric techniques, we reviewed 122 articles published between 1990 and 2018 to examine the effectiveness of the strategy in addressing the labour shortages and, in particular, to identify the factors that contribute positively to maintaining worker participation within an ageing workforce at an organizational level. The results identified five organizational factors that support continued participation: health, institutions, human resource management, human capital and technology tools. Employers will increasingly need to develop “age-friendly” workplaces and practices if they are to recruit and retain older workers.</p

Codes for: When help is not wanted: Frustrated needs and poor after‐work recovery as consequences of unwanted help at work

These codes accompany a study that examines the effects of being offered unwanted help in the workplace on the recovery process of employees after work. Drawing on psychological needs theory and rumination theory, the research explores how unwanted help frustrates employees' needs for autonomy and competence, leading to increased rumination and reduced psychological detachment from work. Data were collected via a cross-sectional survey (Study 1, N = 279) and a time-lagged survey (Study 2, N = 165), demonstrating the significant role of autonomy frustration in these outcomes.Codes for: Schulz, A., Fay, D., Schöllgen, I., & Wendsche, J. (2024). When help is not wanted: Frustrated needs and poor after‐work recovery as consequences of unwanted help at work. Stress and Health. https://doi.org/10.1002/smi.3415unknownunknow

Data for: When help is not wanted: Frustrated needs and poor after‐work recovery as consequences of unwanted help at work

This dataset accompanies a study that examines the effects of being offered unwanted help in the workplace on the recovery process of employees after work. Drawing on psychological needs theory and rumination theory, the research explores how unwanted help frustrates employees' needs for autonomy and competence, leading to increased rumination and reduced psychological detachment from work. Data were collected via a cross-sectional survey (Study 1, N = 279) and a time-lagged survey (Study 2, N = 165), demonstrating the significant role of autonomy frustration in these outcomes.Data for: Schulz, A., Fay, D., Schöllgen, I., & Wendsche, J. (2024). When help is not wanted: Frustrated needs and poor after‐work recovery as consequences of unwanted help at work. Stress and Health. https://doi.org/10.1002/smi.3415unknow