Sedentary work and participation in leisure–time physical activity

Objective: Demanding psychosocial work characteristics, such as high job demands, can have a detrimental impact on leisure–time physical activity (LTPA), with adverse consequences for employee health and well-being. However, the mechanisms and moderators of this crossover effect are still largely unknown. We therefore aimed to identify and test potential mediating and moderating factors from within and outside the work environment. Based on the previous research, we expected job demands to be negatively related to LTPA through fatigue. In addition, we expected that job control and worktime control would attenuate the relationship between job demands and fatigue. Furthermore, we hypothesized that autonomous exercise motivation and spontaneous action planning would attenuate the relationship between fatigue and LTPA. In addition to these cross-sectional hypotheses, we expected the same effects to predict a change in LTPA in the following year. Methods: To investigate these assumptions, a preregistered longitudinal survey study was conducted among a large sample of Dutch employees in sedentary jobs. Participants reported on the constructs of interest in 2017 and 2018 (N = 1189 and 665 respectively) and the resulting data were analyzed using path analyses. Results: Our cross-sectional analyses confirm a weak indirect, negative association between job demands and LTPA, via fatigue. However, this finding was not observed in our longitudinal analyses and none of the other hypotheses were confirmed. Conclusion: This study shows that, among employees with relatively healthy psychosocial work characteristics (i.e., high job control), the evidence for an impact of these work characteristics on participation in LTPA is limited

The Impact of Cognitive and Physical Effort Exertion on Physical Effort Decisions : A Pilot Experiment

Research suggests that cognitive fatigue has a negative impact on physical activity participation. However, the mechanisms underlying this effect are yet unclear. Using an effort-based decision-making paradigm, we examined whether individuals weigh physical effort-costs more strongly when they are cognitively or physically fatigued. Twenty university students visited the lab on three occasions. On each visit, participants underwent a manipulation that was designed to either induce cognitive fatigue (i.e., 2-back task), physical fatigue (i.e., handgrip exercise), or served as a control condition (i.e., documentary watching). After the manipulations, participants performed an effort-based decision-making task in which they decided for 125 offers whether they accepted the offer to exert the required level of physical effort to obtain rewards that varied in value. The probability to accept offers declined with increasing effort requirements whereas the general probability to accept offers was not reduced by any of the experimental conditions. As expected, the decline in accepted offers with increasing effort requirements was stronger after prolonged exertion of physical effort compared to the control condition. Unexpectedly, this effect was not found after exerting cognitive effort, and exploratory analyses revealed that the impact of physical effort exertion on physical effort-based decisions was stronger than that of cognitive effort exertion. These findings suggest that people weight future physical effort-costs more strongly after exerting physical effort, whereas we could not find any evidence for this after exerting cognitive effort. We discuss multiple explanations for this discrepancy, and outline possibilities for future research

Dimensions of work-home culture and their relations with the use of work-home arrangements and work-home interaction

This study examined the associations of workhome culture with (a) demographic and organizational characteristics, (b) the use of workhome arrangements, and (c) negative and positive workhome interaction, among 1,179 employees from one public and two private organizations. Substantial support was found for a 2-factor structure of a workhome culture measure differentiating between ‘‘support’’ (employees’ perceptions of organization’s, supervisors’, and colleagues’ responsiveness to workfamily issues and to the use of workhome arrangements) and ‘‘hindrance’’ (employees’ perceptions of career consequences and time demands that may prevent them from using workhome arrangements). This 2-factor structure appeared to be invariant across organizations, gender, and parental status. Significant relationships with organizational characteristics, the use of workhome arrangements, and workhome interaction supported the validity of these two cultural dimensions. It is concluded that if employers want to minimize workhome interference, to optimize positive work home interaction, and to boost the use of workhome arrangements, they should create a workhome culture that is characterized by high support and low hindrance.

The Impact of Cognitive Work Demands on Subsequent Physical Activity Behavior

After cognitively demanding work, individuals tend to be less physically active. However, the psychological mechanisms underlying this effect have not been thoroughly tested. The aim of this article was to experimentally investigate the impact of cognitive work demands on subsequent physical activity behavior. Across two preregistered experiments, participants were exposed to high or low levels of cognitive work demands, operationalized as workload in Experiment 1 and as working-memory load in Experiment 2. In a subsequent choice task, participants made binary consequential choices between leisure nonphysical activities (e.g., drawing) and effortful physical activities (e.g., cycling). Choice alternatives were matched on attractiveness rankings. Additionally, physical endurance performance was measured using a standardized cycling protocol in Experiment 1. In contrast to the hypotheses, after performing work with high cognitive demands, participants were not more likely to choose nonphysical over physical activities nor did they perform significantly worse on the physical endurance task. Exploratory analyses suggest that preexisting preferences for either physical or nonphysical activities explained physical activity behavior above and beyond exposure to cognitively demanding work. These experiments question the impact of cognitively demanding work on subsequent cognitive fatigue and physical activity behavior. Implications for theory, practice, and future directions are discusse

Effects of Natural Between-Days Variation in Sleep on Elite Athletes’ Psychomotor Vigilance and Sport-Specific Measures of Performance

Performance capacity in athletes depends on the ability to recover from past exercise. While evidence suggests that athletic performance decreases following (partial) sleep deprivation and increases following sleep extension, it is unclear to which extent natural variation in sleep impacts performance. Sleep quantity and, for the first time, sleep stages were assessed among 98 elite athletes on three non-consecutive nights within a 7-day monitoring period, along with performance tests that were taken on standardized times each following morning. Performance assessment included psychomotor performance (10-minute psychomotor vigilance task) and sport-specific tests of fine (e.g., accuracy) and gross motor skills (e.g., endurance, power). Mixed-effects models were employed to assess the effect of sleep quantity (total sleep time (TST), sleep onset latency (SOL), wake after sleep onset, sleep efficiency) and sleep stage duration (light, deep, REM) on performance. Average TST was 7:30 ± 1:05 hours, with a mean variation of 57 minutes across days. Longer TSTs were associated with faster reaction times (p = 0.04). Analyses indicated small and inconsistent effects of sleep quantity (TST, SOL) and sleep staging (light sleep) on gross motor performance, and no effects on fine motor skill performance. Results indicate that natural variation in sleep quantity impacts psychomotor vigilance to a greater extent than athletic performance. Small or absent effects can be a consequence of the rather small variation in non-manipulated sleep. It is suggested that one night of compromised sleep may not be immediately problematic, but that more extreme sleep loss or accumulated sleep debt may have more severe consequences

Impact of employment contract changes on workers' quality of working life, job insecurity, health and work-related attitudes

Contains fulltext : 102606.pdf (publisher's version ) (Open Access)Impact of Employment Contract Changes on Workers' Quality of Working Life, Job Insecurity, Health and Work-related Attitudes: Alfred F. WAGENAAR, et al. Behavioural Science Institute, Department of Work and Organizational Psychology, Radboud University Nijmegen, The Netherlands-Objectives: Changes in employment contracts may impact the quality of working life, job insecurity, health and work-related attitudes. We examined the validity of two partly competing theoretical approaches. Based upon a segmentation approach, we expected no change in scores among stable trajectories, whereas upward trajectories were expected to be for the better and downward trajectories to be for the worse (Hypothesis 1). As turnover theories suggest that this hypothesis may only apply to workers who do not change employer, we also examined these contract trajectories stratified for a change of employer (Hypothesis 2). Methods and Results: Drawing on the 2007 and 2008 waves of the Netherlands Working Conditions Cohort Study (N=9,688), repeated measures analysis of covariance showed little across-time change in the criterion variables, thus largely disconfirming our first hypothesis. These results could (at least partly) be explained by employer change; this was generally associated with improved scores among all contract trajectories (Hypothesis 2). However, workers receiving a less stable contract from the same employer were found to be at risk for health and well-being problems. Conclusions: Segmentation theory-based assumptions on contract trajectories primarily apply to stable and downward contract trajectories at the same employer, whereas assumptions from turnover theories better apply to contract trajectories combined with a change of employer. Future research should focus more closely on factors predicting "involuntary" downward trajectories into precarious temporary employment or unemployment.11 p

How does a vacation from work affect employee health and well-being?

Item does not contain fulltextHealth and well-being (H&W) improve during vacation. However, it is unclear whether this general development applies to all employees, while also little is known about the underlying processes causing such an improvement. Our research questions were: (1) Does every worker experience a positive effect of vacation on H&W? and (2) Can vacation activities and experiences explain changes in H&W during vacation? In a 7-week longitudinal field study, 96 workers reported their H&W 2 weeks before, during, 1 week, 2 and 4 weeks after a winter sports vacation on 6 indicators (health status, mood, fatigue, tension, energy level and satisfaction). Sixty percent of the sample experienced substantial improvement of H&W during and after vacation. Yet, a small group experienced no (23%) or a negative effect of vacation (17%). Spending limited time on passive activities, pleasure derived from vacation activities, and the absence of negative incidents during vacation explained 38% of the variance in the vacation effect. Although vacation has a positive, longer lasting effect for many, it is not invariably positive for all employees. Choosing especially pleasant vacation activities and avoiding negative incidents as well as passive activities during active vacations apparently contributes to the positive effect of vacation on H&W.17 p

How fatigued do you currently feel? Convergent and discriminant validity of a single-item fatigue measure

Contains fulltext : 56229.pdf (publisher's version ) (Open Access)How Fatigued Do You Currently Feel? Convergent and Discriminant Validity of a Single-Item Fatigue Measure: Madelon L.M. VAN HOOFF, et al. Department of Work and Organizational Psychology, Radboud University Nijmegen, The Netherlands-The main aim of this study was to establish the convergent and discriminant validity of a single-item measure of daily fatigue ("How fatigued do you currently feel?") in a daily diary context. Convergent validity of our measure was examined by relating it to a validated multiple-item measure of fatigue (Profile of Mood States; McNair, Lorr, & Droppelman, 1971) and to other daily (work-home interference, sleep complaints, work-related effort) and global (fatigue, health complaints, work-home interference, job pressure) measures that are conceptually related to fatigue. Discriminant validity was assessed by relating the single-item fatigue measure to daily (work pleasure) and global (job control, social support, motivation to learn) measures that are conceptually distinct from fatigue. Data were collected among 120 academic staff members, who completed a general questionnaire (tapping the global measures under study) and who took part in a 9-d daily diary study (3 measurements daily). Correlation patterns and multilevel analyses revealed strong and significant associations between the single-item fatigue measure and the variables incorporated to assess convergent validity (especially with the POMS: r=0.80), thus supporting the convergent validity of our measure. Relations with variables included to examine discriminant validity were weak or insignificant, supporting the discriminant validity of the single-item fatigue measure. Despite this study's limitations (i.e., exclusive use of self-reporting, specific sample) we conclude that this single-item fatigue measure offers a valid way to assess daily fatigue.11 p