Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
The aim of the current study is to examine the relationship between individual paid time off (PTO) usage and worker characteristics including, workaholism, work stress, and work engagement. Workaholism, the compulsive need to work excessively (Clark et al., 2016), has been related to several negative work and life outcomes such as burnout (Moyer et al., 2017) and higher levels of stress (Aziz et al., 2018). Work life balance initiatives, including PTO, are created in an effort to alleviate stress and have shown to improve overall life satisfaction (Blair-Loy & Wharton, 2002). However, the relationship between the work life initiatives and job-performance shows no relationship at all (Bloom & Van Reenen, 2006). Benefit plans are a major cost to employers, and monetary considerations must be made when creating them (Bureau of Labor Statistics, 2020). According to the U.S. Travel Association (2019), in 2018 27% of all PTO in the U.S. went unused. If significant results are obtained, this research could uncover potential reasons why employees forfeit PTO benefits and can lead to more personalized benefits plans. Over time, organizations can save money from costly benefits that go unused. Thus, we seek to examine the potential moderating influence of work stress on the relationship between workaholism and PTO usage with work engagement as a covariate in the model. We hypothesize that workaholism will be negatively related to PTO usage (H1), as will work engagement (H4) and work stress (H5). Similar to previous studies, we expect workaholism to be negatively related to work engagement (H2) and positively related to work stress (H3). Finally, it is hypothesized that work stress will moderate the relationship between workaholism and PTO usage, such that the greater the level of work stress, the stronger the relationship between workaholism and PTO usage (H6). Participants will include full-time employees who work a minimum of 40 hours per week, recruited through Amazon’s MTurk. The hypotheses will be tested using multiple regression analysis. The interaction effect of workaholism and PTO usage will be assessed. A PROCESS Hayes (2014) analysis will be used to test the potential moderating influence of work stress.
Date
October 2020
Subject
Industrial and organizational psychology
Document Type
posters
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
License
http://creativecommons.org/licenses/by/4.0/
Included in
Paid time off (PTO): Work stress as a potential moderator between workaholism and PTO usage
The aim of the current study is to examine the relationship between individual paid time off (PTO) usage and worker characteristics including, workaholism, work stress, and work engagement. Workaholism, the compulsive need to work excessively (Clark et al., 2016), has been related to several negative work and life outcomes such as burnout (Moyer et al., 2017) and higher levels of stress (Aziz et al., 2018). Work life balance initiatives, including PTO, are created in an effort to alleviate stress and have shown to improve overall life satisfaction (Blair-Loy & Wharton, 2002). However, the relationship between the work life initiatives and job-performance shows no relationship at all (Bloom & Van Reenen, 2006). Benefit plans are a major cost to employers, and monetary considerations must be made when creating them (Bureau of Labor Statistics, 2020). According to the U.S. Travel Association (2019), in 2018 27% of all PTO in the U.S. went unused. If significant results are obtained, this research could uncover potential reasons why employees forfeit PTO benefits and can lead to more personalized benefits plans. Over time, organizations can save money from costly benefits that go unused. Thus, we seek to examine the potential moderating influence of work stress on the relationship between workaholism and PTO usage with work engagement as a covariate in the model. We hypothesize that workaholism will be negatively related to PTO usage (H1), as will work engagement (H4) and work stress (H5). Similar to previous studies, we expect workaholism to be negatively related to work engagement (H2) and positively related to work stress (H3). Finally, it is hypothesized that work stress will moderate the relationship between workaholism and PTO usage, such that the greater the level of work stress, the stronger the relationship between workaholism and PTO usage (H6). Participants will include full-time employees who work a minimum of 40 hours per week, recruited through Amazon’s MTurk. The hypotheses will be tested using multiple regression analysis. The interaction effect of workaholism and PTO usage will be assessed. A PROCESS Hayes (2014) analysis will be used to test the potential moderating influence of work stress.
Department
University of Tennessee at Chattanooga. Dept. of Psychology