Sarah Elena Althammer

The way in which people work is changing, with workplaces characterized by greater variations in where, when, and how people work. Across two studies, we evaluated a web-based intervention introducing self-regulation strategies based on Action Regulation Theory to enable workers in hybrid working environments to organize their workday effectively, to manage work and private life demands, and thus to improve work performance (indicated by task performance and proactivity), occupational self-efficacy, and psychological detachment and reduce work-life conflict. In two randomized controlled trials, participants were assigned to an intervention group or a waitlist control group, filling out questionnaires before and after the intervention. In Study 1, using a randomized controlled trial with a convenience sample of 128 German employees (intervention group: n = 65; control group: n = 64) with baseline and two follow-up measurement points, multilevel analyses revealed positive effects on occupational self-efficacy, task performance, and proactivity. Moreover, we found a delayed effect on both work-life conflict and detachment after 2 weeks. In Study 2, in a randomized controlled trial with a sample of 125 Irish employees from one organization (intervention group: n = 59; control group: n = 66), we found positive effects directly after the intervention on occupational self-efficacy and work-life conflict. The results of both studies converge to support the effectiveness of the developed self-regulation intervention. Findings suggest that the intervention is an effective tool for promoting certain aspects of work performance. Furthermore, training self-regulation in the work context can improve occupational self-efficacy and reduce work-life conflict. (PsycInfo Database Record (c) 2026 APA, all rights reserved).

Self-regulation is important for coping with demands of flexible work designs (FWD) such as telework, remote work, or flextime. This article evaluates a web-based intervention based on self-regulation models to enable workers meet challenges of FWD and thus improve recovery, work-life balance, and well-being. Over six weeks, participants learnt self-regulation strategies to detach from work, segment work and private life, and organize their workday. In a randomized controlled trial, participants were assigned to an intervention group or a waitlist control group. Study participants rated their levels of self-regulation, psychological detachment, strain-based work–family conflict (WFC), and affective, cognitive and work-related well-being (indicated by positive affect, stress, and work engagement) before and after the intervention, and at a four-week and six-month follow-up. The final sample after the training included 358 participants (intervention group: n = 147; control group: n = 211). As expected, covariance analyses revealed that the intervention improved positive affect and work engagement, and that it reduced stress and strain-based WFC. Moreover, we found positive effects on psychological detachment for participants with low baseline levels of psychological detachment. Self-regulation mediated intervention effects on positive affect and work engagement. Effects hold at four-week and six-month follow-ups, except for work engagement. Overall, findings indicate that the intervention is an effective tool for promoting self-regulation and enabling workers to achieve their goals regarding recovery, work-life balance, and well-being.

Background: Workers with flexible work designs (FWDs) face specific challenges, such as difficulties in detaching from work, setting boundaries between work and private life, and recovering from work. Objective: This study evaluated the effectiveness of an intervention in improving the recovery, work-life balance, and well-being of workers with FWDs compared with a waitlist control group. It also compares the effectiveness of a web-based training format and blended training format. Methods: In the web-based training format, participants individually completed 6 web-based modules and daily tasks over 6 weeks, learning self-regulation strategies to meet the particular challenges of FWDs. In the blended training format, participants attended 3 group sessions in addition to completing the 6 web-based modules. In a randomized controlled trial, participants were assigned to a web-based intervention group (196/575, 34.1%), blended intervention group (198/575, 34.4%), or waitlist control group (181/575, 31.5%). Study participants self-assessed their levels of primary outcomes (psychological detachment, satisfaction with work-life balance, and well-being) before the intervention, after the intervention, at a 4-week follow-up, and at a 6-month follow-up. The final sample included 373 participants (web-based intervention group: n=107, 28.7%; blended intervention group: n=129, 34.6%; and control group: n=137, 36.7%). Compliance was assessed as a secondary outcome. Results: The results of multilevel analyses were in line with our hypothesis that both training formats would improve psychological detachment, satisfaction with work-life balance, and well-being. We expected blended training to reinforce these effects, but blended training participants did not profit more from the intervention than web-based training participants. However, they reported to have had more social exchange, and blended training participants were more likely to adhere to the training. Conclusions: Both web-based and blended training are effective tools for improving the recovery, work-life balance, and well-being of workers with FWDs. Group sessions can increase the likelihood of participants actively participating in web-based modules and exercises. Trial Registration: German Clinical Trials Register DRKS00032721; https://drks.de/search/en/trial/DRKS00032721

The positive-activity model (PAM) proposes how and for whom positive activity interventions work best. This article evaluates the effectiveness of a web-based self-regulation intervention that teaches participants positive activities. Over six weeks, participants engage in different positive activities to meet the particular challenges in flexible work designs (FWD) such as remote work or mobile work. In line with the PAM, we expected the intervention to decrease emotional exhaustion and increase satisfaction with work-life balance via increases in both positive emotions and boundary management. Moreover, individuals’ depressive symptoms were expected to moderate this relationship. In a randomized controlled trial, participants were assigned to a waitlist control group or an intervention group. Study participants received questionnaires before and after the intervention and at a four-week follow-up. The final sample included 288 participants (intervention group: n = 105; control group: n = 183). Results of mixed variance analyses were in line with our predictions. Findings indicate that the intervention is an effective tool for improving well-being and work-life balance for workers with FWD. Changes in positive emotions and boundary management explained intervention effects. The intervention was effective regardless of participants’ baseline level of depressive symptoms.

BACKGROUND Workers with flexible work designs (FWDs) face specific challenges, such as difficulties in detaching from work, setting boundaries between work and private life, and recovering from work. OBJECTIVE This study evaluated the effectiveness of an intervention in improving the recovery, work-life balance, and well-being of workers with FWDs compared with a waitlist control group. It also compares the effectiveness of a web-based training format and blended training format. METHODS In the web-based training format, participants individually completed 6 web-based modules and daily tasks over 6 weeks, learning self-regulation strategies to meet the particular challenges of FWDs. In the blended training format, participants attended 3 group sessions in addition to completing the 6 web-based modules. In a randomized controlled trial, participants were assigned to a web-based intervention group (196/575, 34.1%), blended intervention group (198/575, 34.4%), or waitlist control group (181/575, 31.5%). Study participants self-assessed their levels of primary outcomes (psychological detachment, satisfaction with work-life balance, and well-being) before the intervention, after the intervention, at a 4-week follow-up, and at a 6-month follow-up. The final sample included 373 participants (web-based intervention group: n=107, 28.7%; blended intervention group: n=129, 34.6%; and control group: n=137, 36.7%). Compliance was assessed as a secondary outcome. RESULTS The results of multilevel analyses were in line with our hypothesis that both training formats would improve psychological detachment, satisfaction with work-life balance, and well-being. We expected blended training to reinforce these effects, but blended training participants did not profit more from the intervention than web-based training participants. However, they reported to have had more social exchange, and blended training participants were more likely to adhere to the training. CONCLUSIONS Both web-based and blended training are effective tools for improving the recovery, work-life balance, and well-being of workers with FWDs. Group sessions can increase the likelihood of participants actively participating in web-based modules and exercises. CLINICALTRIAL German Clinical Trials Register DRKS00032721; https://drks.de/search/en/trial/DRKS00032721

Während der COVID-19-Pandemie arbeiteten mehr Menschen von zuhause aus als je zuvor. Doch auch schon vorher arbeiteten einige Berufstätige zumindest teilweise im Homeoffice oder mobil. Das bringt Vorteile mit sich, jedoch gehen damit auch mögliche Belastungen einher. Um orts- und zeitflexible Arbeit gesund und effektiv zu gestalten, sind daher verhaltens- und verhältnispräventive Maßnahmen erforderlich. Das FlexAbility-Training ist eine ressourcenorientierte Intervention und setzt an der Förderung von individueller und teambasierter Selbststeuerung an.

This study evaluates a three‐week online self‐training intervention teaching mindfulness as a cognitive–emotional segmentation strategy. Daily effects on psychological detachment, affective well‐being, psychological and strain‐based work–family conflict, and satisfaction with work–life balance were assessed, with a particular focus on whether segmentation preferences moderate training responsiveness. A randomized wait‐list control group design was used for administering daily questionnaires to 190 participants. Psychological detachment, affective well‐being, and work–life interface measures were assessed daily. As expected, growth curve analyses revealed positive effects on psychological detachment, psychological work–family conflict, and work–life balance satisfaction. No effects were found for strain‐based work–family conflict. Additionally, segmentation preferences moderated the intervention effect on psychological detachment, such that participants with low segmentation preference reported stronger intervention effects. Unexpectedly, affective well‐being increased in both groups. Practitioner points: Practicing mindfulness as a cognitive–emotional segmentation strategy enables detachment from work. Mindfulness training reduces psychological work–life conflict and enhances work–life balance satisfaction, irrespective of preferences for segmentation or integration. Mindfulness training increases detachment from work most successfully for integrators. Organizational practices and policies are advised to include brief mindfulness interventions in work–life balance programmes.