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Telecommuting, Off-Time Work, and Intrusive Leadership in Workers’ Well-Being
Telecommuting is a flexible form of work that has progressively spread over the last 40 years and which has been strongly encouraged by the measures to limit the COVID-19 pandemic. There is still limited evidence on the effects it has on workers’ health. In this survey we invited 905 workers of comp...
Autores principales: | , , |
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Formato: | Online Artículo Texto |
Lenguaje: | English |
Publicado: |
MDPI
2021
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Materias: | |
Acceso en línea: | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8037393/ https://www.ncbi.nlm.nih.gov/pubmed/33804828 http://dx.doi.org/10.3390/ijerph18073330 |
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author | Magnavita, Nicola Tripepi, Giovanni Chiorri, Carlo |
author_facet | Magnavita, Nicola Tripepi, Giovanni Chiorri, Carlo |
author_sort | Magnavita, Nicola |
collection | PubMed |
description | Telecommuting is a flexible form of work that has progressively spread over the last 40 years and which has been strongly encouraged by the measures to limit the COVID-19 pandemic. There is still limited evidence on the effects it has on workers’ health. In this survey we invited 905 workers of companies that made a limited use of telecommuting to fill out a questionnaire to evaluate intrusive leadership of managers (IL), the request for work outside traditional hours (OFF-TAJD), workaholism (Bergen Work Addiction Scale (BWAS)), effort/reward imbalance (ERI), happiness, and common mental issues (CMIs), anxiety and depression, assessed by the Goldberg scale (GADS). The interaction between these variables has been studied by structural equation modeling (SEM). Intrusive leadership and working after hours were significantly associated with occupational stress. Workaholism is a relevant moderator of this interaction: intrusive leadership significantly increased the stress of workaholic workers. Intrusive leadership and overtime work were associated with reduced happiness, anxiety, and depression. These results indicate the need to guarantee the right to disconnect to limit the effect of the OFF-TAJD. In addition to this, companies should implement policies to prevent intrusive leadership and workaholism. |
format | Online Article Text |
id | pubmed-8037393 |
institution | National Center for Biotechnology Information |
language | English |
publishDate | 2021 |
publisher | MDPI |
record_format | MEDLINE/PubMed |
spelling | pubmed-80373932021-04-12 Telecommuting, Off-Time Work, and Intrusive Leadership in Workers’ Well-Being Magnavita, Nicola Tripepi, Giovanni Chiorri, Carlo Int J Environ Res Public Health Article Telecommuting is a flexible form of work that has progressively spread over the last 40 years and which has been strongly encouraged by the measures to limit the COVID-19 pandemic. There is still limited evidence on the effects it has on workers’ health. In this survey we invited 905 workers of companies that made a limited use of telecommuting to fill out a questionnaire to evaluate intrusive leadership of managers (IL), the request for work outside traditional hours (OFF-TAJD), workaholism (Bergen Work Addiction Scale (BWAS)), effort/reward imbalance (ERI), happiness, and common mental issues (CMIs), anxiety and depression, assessed by the Goldberg scale (GADS). The interaction between these variables has been studied by structural equation modeling (SEM). Intrusive leadership and working after hours were significantly associated with occupational stress. Workaholism is a relevant moderator of this interaction: intrusive leadership significantly increased the stress of workaholic workers. Intrusive leadership and overtime work were associated with reduced happiness, anxiety, and depression. These results indicate the need to guarantee the right to disconnect to limit the effect of the OFF-TAJD. In addition to this, companies should implement policies to prevent intrusive leadership and workaholism. MDPI 2021-03-24 /pmc/articles/PMC8037393/ /pubmed/33804828 http://dx.doi.org/10.3390/ijerph18073330 Text en © 2021 by the authors. https://creativecommons.org/licenses/by/4.0/Licensee MDPI, Basel, Switzerland. This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution (CC BY) license (http://creativecommons.org/licenses/by/4.0/ (https://creativecommons.org/licenses/by/4.0/) ). |
spellingShingle | Article Magnavita, Nicola Tripepi, Giovanni Chiorri, Carlo Telecommuting, Off-Time Work, and Intrusive Leadership in Workers’ Well-Being |
title | Telecommuting, Off-Time Work, and Intrusive Leadership in Workers’ Well-Being |
title_full | Telecommuting, Off-Time Work, and Intrusive Leadership in Workers’ Well-Being |
title_fullStr | Telecommuting, Off-Time Work, and Intrusive Leadership in Workers’ Well-Being |
title_full_unstemmed | Telecommuting, Off-Time Work, and Intrusive Leadership in Workers’ Well-Being |
title_short | Telecommuting, Off-Time Work, and Intrusive Leadership in Workers’ Well-Being |
title_sort | telecommuting, off-time work, and intrusive leadership in workers’ well-being |
topic | Article |
url | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8037393/ https://www.ncbi.nlm.nih.gov/pubmed/33804828 http://dx.doi.org/10.3390/ijerph18073330 |
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