Voluntary or involuntary? Control over overtime and rewards for overtime in relation to fatigue and work satisfaction

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Publication year
2008Source
Work and Stress, 22, 1, (2008), pp. 33-50ISSN
Publication type
Article / Letter to editor

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Organization
SW OZ BSI AO
Journal title
Work and Stress
Volume
vol. 22
Issue
iss. 1
Page start
p. 33
Page end
p. 50
Subject
Work, Health and PerformanceAbstract
This study aims to examine whether the relationship between overtime and well-being is influenced by the voluntary vs. involuntary (i.e., compulsory) nature of overtime work and by the presence or absence of rewards for overtime. We also explored the prevalence of these types of overtime and how they were related to work and personal characteristics. A survey was conducted among a representative sample of Dutch full-time employees (N=1612). AN(C)OVA was used to compare rewarded and unrewarded, voluntary and involuntary overtime workers on personal and work characteristics, fatigue, and work satisfaction. Most overtime workers were rewarded (62%). About half of the sample (n =814) could be classified as either voluntary or involuntary overtime workers, or as having "mixed reasons" to work overtime. Voluntary and unrewarded overtime workers had a relatively high income and favourable job characteristics. Involuntary overtime work was associated with relatively high fatigue and low satisfaction, especially for involuntary overtime workers without rewards who can be considered a burnout risk group. Voluntary overtime workers were non-fatigued and satisfied, even without rewards. It can be concluded that control over overtime and rewards for overtime are important for well-being. Moderate overtime work may not be a problem if it is done voluntarily. Moreover, the negative effects of compulsory overtime work may be partly offset by fair compensation for the extra work.
This item appears in the following Collection(s)
- Academic publications [203608]
- Electronic publications [101944]
- Faculty of Social Sciences [27286]
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