"Give me a break!" A systematic review and meta-analysis on the efficacy of micro-breaks for increasing well-being and performance.

Recovery activities during short breaks taken between work tasks are solutions for preventing the impairing effects of accumulated strain. No wonder then that a growing body of scientific literature from various perspectives emerged on this topic. The present meta-analysis is aimed at estimating the efficacy of micro-breaks in enhancing well-being (vigor and fatigue) and performance, as well as in which conditions and for whom are the micro-breaks most effective.

Job Resources and Strengths Use in Relation to Employee Performance: A Contextualized View.

Job resources play a prominent role in employee performance literature, yet a fine-grained understanding of how resources are relevant for several performance types is still needed. Relying on the Job Demands-Resources and Conservation of Resources theories, the present study addresses this call in two ways. First, it examines the predictive effect of four job resources (i.

Attachment Styles and Employee Performance: The Mediating Role of Burnout.

Researchers are becoming increasingly interested in how early experiences within the family are relevant to an individual's behavior at work. Drawing on Bowlby's attachment theory, the present study addresses this topic by examining the relationship between attachment in adulthood and job performance, and the mediating role of burnout in that relationship. We used data from two samples (201 Dutch employees and 178 Romanian working students) and structural equation modeling to test this mediation model and its possible invariance across both samples.

Engaged, committed and helpful employees: the role of psychological empowerment.

Although previous research has been focused on the relationship among personality, empowerment, and outcomes, little is known about the incremental effect of empowerment on positive work outcomes. This article aims at exploring the relation between personality factors (i.e.

Vocational fit and counterproductive work behaviors: a self-regulation perspective.

This article focuses on establishing a link between vocational fit and 1 domain of job performance: counterproductive work behaviors (CWB). The authors offer a model explaining from a self-regulation perspective how the lack of vocational fit generates CWB and test this model in 2 studies and 3 multisource samples. The 1st study offers support for the mediation model linking vocational lack of fit to CWB through frustration.