To detach or not to detach? The moderating effect of psychological detachment on the relations between heavy work investment and well-being

This study focuses on two types of heavy work investment, namely workaholism and work engagement, and on psychological detachment from work. Both workaholism and work engagement refer to an intense work effort, yet with a different impact on work and personal life. Building on Stressor-Detachment Model (SDM), we examine how different levels of workaholism, work engagement, and psychological detachment influence different outcomes related to employees' well-being (i.e., perceived health, negative affectivity, positive affectivity). Data were collected from 342 employees via online survey and analyzed by mean of latent profile analysis. Five employee profiles were identified: High-Detachment and Engaged, Heavy Work Investors, Mild-Detachment and Disengaged, Mild-Detachment and Engaged, and Pure Workaholics. The profiles showed different patterns of the outcomes under investigation. Our findings also indicate that psychological detachment is an important factor that alleviates the detrimental effects of heavy work investment on employees' well-being and that work engagement can play an immediate protecting role for employees' well-being even in absence of significant levels of psychological detachment.

Automated summary

This study examines the effects of workaholism, work engagement, and psychological detachment on employees' well-being. The findings suggest that different levels of psychological detachment and work engagement have varying impacts on employees' well-being. Work engagement can provide immediate protection for employees' well-being even without significant levels of psychological detachment.