Department of Managerial Studies.
Department of Management.
J Appl Psychol. 2021 Dec;106(12):1867-1884. doi: 10.1037/apl0000875. Epub 2021 Feb 18.
Work intrusions-unexpected interruptions by other people that interrupt ongoing work, bringing it to a temporary halt-are common in today's workplaces. Prior research has focused on the task-based aspect of work intrusions and largely cast intrusions as events that harm employee well-being in general and job satisfaction in particular. We suggest that apart from their task-based aspect, work intrusions also involve a social aspect-interaction with the interrupter-that can have beneficial effects for interrupted employees' well-being. Using self-regulation theory, we hypothesize that while work intrusions' self-regulatory demands of switching tasks, addressing the intrusion, and resuming the original task can deplete self-regulatory resources, interaction with the interrupter can simultaneously fulfill one's need for belongingness. Self-regulatory resource depletion and belongingness are hypothesized to mediate the negative and positive effects of work intrusions onto job satisfaction, respectively, with belongingness further buffering the negative effect of self-regulatory resource depletion on job satisfaction. Results of our 3-week experience sampling study with 111 participants supported these hypotheses at the within-individual level, even as we included stress as an alternate mediator. Overall, by extending our focus onto the social component of work intrusions, and modeling the mechanisms that transmit the dark- and the bright-side effects of work intrusions onto job satisfaction simultaneously, we provide a balanced view of this workplace phenomenon. In the process, we challenge the consensus that work intrusions harm job satisfaction by explaining why and when intrusions may also boost job satisfaction, thus extending the recent research on work intrusions' positive effects. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
工作干扰——指其他人意外打断正在进行的工作，使其暂时停止——在当今的工作场所中很常见。先前的研究主要关注工作干扰的任务方面，并普遍认为干扰一般会损害员工的幸福感，尤其是工作满意度。我们认为，除了任务方面，工作干扰还涉及社交方面——与干扰者的互动——这对被干扰员工的幸福感可能产生有益的影响。我们运用自我调节理论，假设工作干扰在切换任务、处理干扰和恢复原始任务时会消耗自我调节资源，但与干扰者的互动可以同时满足归属感的需求。自我调节资源的消耗和归属感被假设分别在工作干扰对工作满意度的负面影响和积极影响中起中介作用，归属感进一步缓冲了自我调节资源消耗对工作满意度的负面影响。我们对 111 名参与者进行了为期 3 周的体验抽样研究，结果支持了这些假设，即使我们将压力作为替代中介纳入研究。总的来说，通过将我们的注意力扩展到工作干扰的社交成分上，并同时模拟将工作干扰的阴暗面和光明面影响传递到工作满意度的机制，我们对这一工作场所现象提供了一个平衡的看法。在此过程中，我们通过解释为什么以及何时干扰也可能提高工作满意度，挑战了工作干扰会损害工作满意度的共识，从而扩展了最近关于工作干扰积极影响的研究。（PsycInfo 数据库记录（c）2021 APA，保留所有权利）。
