社会与工程心理学研究室知识库

在工作节奏日益加快和工作负荷日益增大的当下，许多员工面临着长时间高强度工作的挑战。若未能及时恢复，这种高负荷工作不仅可能影响员工的工作绩效，还可能对其工作之外的生活产生负面影响。工间微休息作为一种有效的恢复策略，不仅可以促进员工即时的恢复，使其在高强度和长时间工作中得 到“喘息”，提高当下的工作状态，还可能有因为帮助员工留存(恢复)了资源而产生更长远的积极后效及溢出效应。本研究聚焦于工间微休息的积极效应和溢出 效应，探索其对员工下班时积极情绪和损耗的影响，以及这一影响是否会积极 溢出至非工作领域，促使个体增加学习和与重要他人的关系投入等有意义的工余活动。研究还同时探究了任务厌恶在其中可能的调节作用。我们采用了一个预研究和两项正式研究探讨这一问题。

预研究通过行为事件访谈法，通过方便抽样，对不同职业的 16 名员工进行行为事件访谈，探索实际工作情境下员工是否会使用工间微休息策略，及其可能的积极作用。通过对访谈数据进行编码分析发现，实际的工作情境下，员工会采取工间微休息策略，工间微休息能够缓解其下班时的损耗，提高积极情绪，且工间微休息的积极效应也会溢出至生活领域，促进其下班后的学习和关系投 入。

研究一通过两阶段问卷调查法，探索工间微休息的积极效应通过下班时的积极情绪和损耗对下班后学习和关系投入的影响，以及任务厌恶的调节作用。研究共收集到 332 名有效参与者的数据，回归分析结果发现工间微休息对下班时的积极情绪有积极影响，这一影响又会溢出至生活领域，提高员工下班后的学习和关系投入；与预期不符的是，损耗的中介作用和任务厌恶的调节作用并 不显著。

研究二通过工作日的日记法取样，从个体内的角度探究工间微休息积极效应和溢出效应的日常波动。研究对 153 名员工进行了连续 10 个工作日的取样，共收集 1508 个有效数据点。多水平回归结果表明，工间微休息能够通过提高员工下班时的积极情绪，促进员工下班后的学习和关系投入；与研究一类似，研究二中损耗的中介作用和任务厌恶的调节作用也并不显著。

本研究基于资源保存理论，从工间微休息积极溢出效应的视角探索了工间微休息对员工下班后学习和关系投入的积极溢出效应，为组织改善员工身心健康，缓解员工压力提供有利的理论基础和实践价值。

In the current job market, characterized by escalating workloads, many employees face the challenge of enduring prolonged and high-intensity work. Without timely recovery, such intense workloads can detrimentally affect job performance and negatively affect their life outside work. Microbreaks, serving as an effective recovery strategy, not only facilitate immediate recovery for employees but also may yield positive spillover effects. This study focuses on the positive and spillover effects of microbreaks, examining the influence on individuals' end-of-workday positive affect and depletion, and whether these impacts positively spillover to the non-work domain, fostering learning after work and relationship investment, alongside investigating the moderating role of task averseness. To investigate these questions, we conducted a pilot study and two independent research studies.

In pilot study, we employed behavioral event interviews with employees from various professions, exploring the utilization of microbreak strategies in actual work contexts and their positive effects. Analysis of the interview data uncovered that employees indeed engage in microbreak strategies, which mitigate end-of-workday depletion, enhance positive emotions, and the positive effects of microbreaks also spillover to their life domain, promoting learning after work and relationship investment.

In study 1, utilizing a two-wave questionnaire survey, explored the positive effects of microbreaks through end-of-workday positive affect and depletion on learning after work and relationship investment, and the moderating role of task aversion. Collecting data from 332 participants, regression analysis found that microbreaks have a positive impact on end-of-workday positive affect, which then spillover to the life domain, enhancing learning after work and relationship investment; contrary to expectations, the mediating role of depletion and the moderating role of task averseness were not significant.

In study 2, we employed a 10-day diary method to investigate the daily fluctuations of the positive and spillover effects of microbreaks from a within person perspective. Sampling over 10 consecutive workdays from 153 employees yielded 1508 valid data points. Multilevel regression results indicated that microbreaks enhance employees' end-of-workday positive affect, thereby fostering learning after work and relationship investment; similar to Study 1, the mediation by depletion and moderation by task averseness were also not significant.

Based on Conservation of Resources Theory, this research explores the positive spillover effects of microbreaks on employees' learning and relationship investment after work, providing theoretical and practical insights for organizations seeking to enhance employee physical and psychological health and reduce stress.