Emotional exhaustion and workload in hybrid work environments: Elucidating the dynamics with continuous time structural equation modeling

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Abstract

The relationships between workplace stressors and psychological strain are typically operationalized in two pathways—stressor and strain effects. We examine the temporal dynamics from workload-to-exhaustion (stressor effect) and exhaustion-to-workload (strain effect). Studies examining these phenomena exhibit heterogeneity in effect size and direction. We argue this arises from differences in longitudinal measurement frequency, inconsistent separation of within-person and aggregate-level temporal dynamics, and ambiguities in theoretical models. In the current study, we aim to develop more robust empirical inferences and theoretical explanations by focusing on individual-level dynamics of workload and exhaustion at fine-grained timescales and by examining between-person heterogeneity in these dynamics. We measured emotional exhaustion and workload in a sample of professionals (n = 160) working under hybrid work arrangements, across one year (15 longitudinal assessments). Reciprocal and autoregressive dynamics for each individual were modelled with a hierarchical continuous time dynamic structural equation model. This revealed strong evidence for a negative exhaustion-to-workload effect consistent across individuals, indicating higher exhaustion resulted in lower subsequent workload, peaking approximately 1 month. Conversely, we did not find support for a population-level workload-to-exhaustion cross-effect, with significant between-person heterogeneity in strength and direction of this effect. Follow-up moderations focusing on affective commitment, work-related needs-satisfaction, and supervisory monitoring were examined for both pathways, and indicated individuals with better work design tended to have better stress-related outcomes. Our study suggests a hitherto neglected process in work stress research: exhausted individuals tend to withdraw their effort to lower their workload, especially if they have other resources such as positive work designs.

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