Time after time: The influence of perceived coworker overtime, affect and workaholism on daily withdrawal responses

IF 4.9 2区心理学 Q1 PSYCHOLOGY, APPLIED Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale Pub Date : 2024-10-31 DOI:10.1111/apps.12580

Bin Wang, Ziqi Wang, Wei Zhang, Zitong Sheng, Liangting Zhang, Jing Qian

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Abstract

Long working hours continue to pose a challenge for a considerable number of employees today. Departing from the predominant focus on the detrimental consequences associated with personal overtime work, this study aims to investigate the influences of perceived coworkers working overtime (PCWO) on employees. We theorised that PCWO may constitute a type of stressful event for employees and proposed that it will lead to employees' daily withdrawal responses (i.e. time banditry behaviour and turnover intention) through an increase in negative affect (NA). In addition, employees' workaholism may have a cross-level impact on the within-individual level relationships between their NA and withdrawal responses. We tested our theoretical hypotheses using the experience sampling methodology (ESM), with 111 full-time employees reporting their working experiences over 10 workdays. Results from the multilevel analysis revealed that even after controlling for one's own working hours, PCWO was positively related to employees' NA, which, in turn, led to an increase in time banditry behaviour and turnover intention. In addition, we also found that the within-individual level relationship between NA and turnover intention was stronger for employees higher (vs. lower) in workaholism, supporting the moderating role of workaholism. Theoretical and practical implications of our study are discussed.

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一次又一次：感知到的同事加班时间、情绪和工作狂对日常退缩反应的影响

如今，长时间工作仍对相当多的员工构成挑战。有别于对个人加班相关有害后果的普遍关注，本研究旨在探讨感知到的同事加班（PCWO）对员工的影响。我们推测，PCWO 可能会对员工构成一种压力事件，并提出它会通过负面情绪（NA）的增加导致员工的日常退缩反应（即抢时间行为和离职意向）。此外，员工的工作狂可能会对他们的消极情绪和退缩反应之间的个体内部关系产生跨层次的影响。我们使用经验抽样方法（ESM）对理论假设进行了检验，共有 111 名全职员工报告了他们在 10 个工作日内的工作经验。多层次分析的结果表明，即使控制了个人的工作时间，PCWO 仍与员工的 NA 呈正相关，这反过来又导致了时间强盗行为和离职意向的增加。此外，我们还发现，NA 与离职意向之间的个体内部关系在工作狂程度较高（相对于较低）的员工中更为强烈，这也支持了工作狂的调节作用。本文讨论了本研究的理论和实践意义。

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来源期刊

Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale PSYCHOLOGY, APPLIED-

CiteScore

13.70

自引率

5.60%

发文量

期刊介绍： "Applied Psychology: An International Review" is the esteemed official journal of the International Association of Applied Psychology (IAAP), a venerable organization established in 1920 that unites scholars and practitioners in the field of applied psychology. This peer-reviewed journal serves as a global platform for the scholarly exchange of research findings within the diverse domain of applied psychology. The journal embraces a wide array of topics within applied psychology, including organizational, cross-cultural, educational, health, counseling, environmental, traffic, and sport psychology. It particularly encourages submissions that enhance the understanding of psychological processes in various applied settings and studies that explore the impact of different national and cultural contexts on psychological phenomena.