The role of general work engagement and well-being for vacation effects and for vacation fade-out

Abstract

Our study examines individual differences in vacation-related well-being gains by investigating general work engagement and general well-being as moderators. We examined the effect of vacation on employees' affective well-being (negative activation and vigor) concerning three different vacation effects (change in affective well-being over time): “vacation effect (during)” (before-during vacation), “vacation effect (after)” (before-after vacation), and “fade-out effect” (during-after vacation). A sample of 144 employees completed at least four out of five questionnaires: general (4 weeks before), pre-vacation (3 days before), on-vacation, Post-1 (first day after), and Post-2 (2 weeks after). Regarding vacation effects, affective well-being was higher during and after vacation than before. After work resumed, gains in affective well-being faded out (Exception: Negative activation did not differ from its level during vacation). Work engagement moderated vacation effects (during) and fade-out effects: Employees with lower levels of work engagement benefitted more while on vacation but experienced a greater fade-out. Lower levels of general well-being were related to increases in affective well-being during and after vacation. Well-being did not moderate fade-out effects. Our findings underscore the importance of work engagement and general well-being for vacation-related well-being gains and the importance of work engagement for the sustainability of vacation effects.