Psychological Detachment From Work During Leisure Time

By Sabine Sonnentag. 2012

384 citations recorded by the source corpus.

Subfields: Applied Psychology, Experimental and Cognitive Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/91cda6aa898aff39d3e2179c6f6a7bb2e40807e7

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In Applied Psychology

In Experimental and Cognitive Psychology

In Organizational Behavior and Human Resource Management

Citations in the corpus

Mindfulness as a cognitive–emotional segmentation strategy: An intervention promoting work–life balance (2014, background): “Psychological detachment refers to being mentally disengaged from work roles during time off: ‘switching off’ in everyday language (Etzion, Eden, & Lapidot, 1998; Sonnentag, 2012).”
The effect of positive work reflection during leisure time on affective well-being: Results from three diary studies (2016, background): “Cumulative evidence indicates that lack of psychological detachment from work has a negative impact on employees’ well-being (e.g., Sonnentag, 2012a).”
Within-Person Variability in Job Performance (2014, background): “Respites from work could occur both outside and during work hours (Eden, 2001; Hanisch & Hulin, 1991), and the extent to which replenishment/recovery actually occurs is likely to depend on the employee’s activities during the respites (Kaplan & Berman, 2010; Sonnentag, 2012).”
Work-Life Balance: an Integrative Review (2017, background): “For example, employees segment the family life domain from the work life domain (Judge et al. 2001; Sonnentag 2012).”
Recovery from work-related effort: A meta-analysis (2018, background): “One benefit of this newer emphasis on after‐work recovery is that it focuses on proximal well‐ being outcomes such as fatigue and vigor (Sonnentag, 2012) that are more volatile and fluctuate from day to day in employees (Ten Brummelhuis & Bakker, 2012).”
Daily Cyber Incivility and Distress: The Moderating Roles of Resources at Work and Home (2018, methodology): “measured in the morning survey with 4-item scale from Sonnentag and Fritz (2007). Participants”
Job Demands–Resources theory and self-regulation: new explanations and remedies for job burnout (2020, background): “Regrettably, as shown in Figure 1, the research evidence indicates that when employees are exposed to high job demands and experience high levels of job strain, they are less likely to engage in recovery activities and less able to recuperate (e.g., Kinnunen & Feldt, 2013; Sonnentag, 2012).”