Employee wellbeing: The role of psychological detachment on the relationship between engagement and work–life conflict
基于工作需求-资源模型，研究发现敬业度和加班通过缺乏心理脱离间接影响工作-生活冲突，而工作压力、加班和强烈驱动力通过增加工作-生活冲突间接降低幸福感。
Given the importance of employee wellbeing to performance, organisations have increased their focus on understanding and managing the factors that contribute to wellbeing in the workplace. Drawing on the Job Demands–Resources model, this study tests the direct and indirect effects of engagement, drive and job demands on work–life conflict and wellbeing. The findings indicate that engagement and working overtime were indirectly related to work–life conflict through lack of psychological detachment from work. In addition, being pressured to prioritise work over personal life, work overload, working overtime and experiencing strong drive were indirectly associated with reduced wellbeing through increased work–life conflict. This study demonstrates that to enjoy the benefits of a highly engaged workforce, organisations must enable employee detachment from work.