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Drawing from research on personal resources (e.g., Baumeister, Bratslavsky, Muraven, & Tice, 1998; Fredrickson, 1998) and the episodic nature of work (Beal, Weiss, Barros, & MacDermid, 2005), we examine research and theory relevant to the study of momentary recovery in the workplace. Specifically, we propose that the nature of within workday breaks influences the levels of psychological resources, which in turn influence various workplace outcomes. First, we discuss the momentary approach to studying workplace breaks and consequent resource levels. In doing so, we distinguish between two types of breaks, respites and chores; and we detail two types of psychological resources, regulatory and affective resources. Consequences of psychological resource levels on emotional exhaustion and performance are considered. We also explore possible moderators of the proposed relationships; we discuss job and individual characteristics, and motivation to perform. Finally, we conclude the chapter with a brief discussion on future research and possible applications of the momentary approach to work recovery in organizations.

This study aims to investigate the impact of overnight off-work relaxation on the performance of frontline service employees (FLEs). Specifically, the authors focused on FLEs' customer-directed extra-role service behavior (C-ERSB) and coworker-directed extra-role service behavior (CW-ERSB) as indicators of outstanding service performance. Drawing on the conservation of resources (Hobfoll, 1989) and ego depletion theories (Baumeister, 2002), the authors hypothesized that the positive effect of overnight relaxation on ERSBs will be mediated by the state of recovery. Additionally, the authors examined the boundary conditions of these relationships by testing the moderating effects of work–family conflict (WFC) and family–work conflict (FWC).

The study employed an episodic sampling method. One hundred thirty-five FLEs completed two daily surveys (before- and after-work) over five consecutive workdays, yielding 636 time-lagged day-level observations. Multilevel path modeling was performed to analyze the mediation and second-stage moderated mediation effects.

Results showed that overnight off-work relaxation was positively related to FLEs' next-day C-ERSB and CW-ERSB via next-morning recovery state. The positive relationship between overnight off-work relaxation and the next-morning recovery state was weaker for FLEs who experienced overnight WFC. FWC during work hours weakened the positive relationship between the next-morning recovery state and CW-ERSB, but not the relationship between the next-morning recovery state and C-ERSB.

The study used an episodic sampling method to reveal the significance of off-work relaxation, recovery and family–work interface on FLEs' ERSBs, a critical yet underexplored phenomenon in service literature. This study sheds light on the pathways to achieve exceptional service performance by revealing the importance of overnight off-work relaxation and the conditions that promote ERSBs.

The purpose of this paper is to provide a basis for the construction professionals and stakeholders to understand the critical factors influencing resource availability in a post‐disaster situation. The study reported in this paper is part of ongoing research concerned with developing a methodology to improve the outcomes of resource availability for projects in post‐disaster environments. This study attempts to address the following questions: what factors impinge upon the availability of resources in a disaster recovery project and what are the common resource availability determinants across different recovery environments?

The method of analysis in this investigation is a comparative case study. The researchers took part in disaster field trips to Indonesia, China and Australia during their recovery from natural disasters. By using case studies and a triangulation method, critical factors that affected resource availability in the three examined countries were identified and compared.

A comparative analysis shows that specific cultural elements, the socio‐economic environment and the political agenda in the three countries influenced their resourcing problems and the solutions they adopted. Despite different resourcing approaches in the three cases, competence of construction professionals, and government response and intervention were identified as common determinants to resourcing disaster recovery projects.

The research findings contribute to the project management methodology to post‐disaster reconstruction.

From this research, decision makers and construction practitioners can have a clearer direction for improving their resourcing effort in a post‐disaster situation. This study provides a basis for the construction professionals and stakeholders to understand the critical factors influencing resource availability in a post‐disaster situation, with a view to enhancing their capability of managing disaster recovery projects.

A comparative analysis of three cases provides a multi‐perspective view of the resourcing issues in a post‐disaster situation. As many problems are faced in disaster recovery projects, resource availability intrinsically links to chronic conditions of vulnerability in existence in the broader social system prior to a disaster. The five aspects of resourcing discussed in the paper show the key areas of recovery planning in relation to resource availability.

In large and complex disaster recovery operations, the availability of resources is bound to be limited. Identified resourcing problems are likely to be universal and can be anticipated and pre‐planned for, irrespective of the environment when a disaster happens. The paper provides a basis for the construction professionals and stakeholders to understand the critical factors influencing resource availability in a post‐disaster situation.

Employees may adopt deceptive knowledge hiding (DKH) due to nonworking time information and communication technology (ICT) demands. Drawing from the conservation of resources (COR) theory, this study aims to develop and test a model of deceptive knowledge hiding (DKH) due to nonworking time information and communication technology (ICT) demands.

In total, 300 service employees have joined the three-wave surveys. Path analysis and bootstrapping methods were used to test the theoretical model.

Results suggest that knowledge requests during nonworking time could deplete employees’ resources and increase their tendency to engage in DKH, whereas work recovery and emotional exhaustion mediate this relationship. In addition, employees’ work–family segmentation preferences (WFSP) were found to moderate the direct effects of nonworking time ICT demands on employees’ work recovery and emotional exhaustion and the indirect effects of knowledge requests after working hours on DKH through employees’ work recovery and emotional exhaustion.

First, the findings of this study shed light on the relationship between knowledge requests during employees’ nonworking time and knowledge hiding, suggesting that knowledge hiding could occur beyond working hours. Second, drawing on COR theory, this study explored two joint processes of resource replenishment failure and depletion and how nonworking time ICT demands trigger knowledge hiding. Third, the interaction effect of individuals’ WFSP and nonworking time factors on knowledge hiding deepens the understanding of when nonworking time ICT demands may induce knowledge hiding through various processes.

Increasing attention to sustainability has made product recovery issues increasingly significant. Although several studies portray product recovery arrangements as networks, these constellations have not been analyzed with network models. The purpose of this paper is to investigate the organizing of product recovery networks.

Previous research highlighted the need for a holistic perspective on product recovery. Industrial network theory provides such a framework, based on three dimensions of business reality: activities, resources and actors. The research method applied is a qualitative case study approach of product recovery in the PC industry.

The most significant issues in the organizing of product recovery concern the coordination of interdependent activities and the combining of physical and organizational resources. Effective organizing is contingent on interaction and information exchange among firms. Furthermore, the sorting rules applied in the product recovery process are crucial for the performance in the activity chain from disposer to end-user.

The study deals with product recovery of PCs, and needs to be supplemented with research in other empirical contexts.

The study offers companies broader perspective on their product recovery operations by illustrating how they are related to a wider network.

The study applies a novel perspective on product recovery. The analytical framework and the qualitative approach complement mainstream approaches.

This study aims to explore the relationships among institutional pressures, commitment of resources and returns management. Returns management is regarded as a part of supply chain management. However, the research in returns management has received much less attention. To bridge the gap, this study concerns key concepts from two important schools of thought, i.e. institutional theory and the resource-based view, to build up the research model.

Retailers and maintenance providers in the 3C industry (computers, communication and consumer electronics) in Taiwan were surveyed, and the statistical methods of hierarchical and moderated regression were used to examine the relationships among institutional pressures, commitment of resources and returns management.

Institutional pressures, comprising non-market and market pressures, affect the implementation of returns management (product return practices and product recovery practices). Commitments of resources positively and significantly moderate the relationship between the pressures imposed by non-market and market actors and product return practices and product recovery practices.

This study investigates only the factors that drive returns management. Future research can examine the relationship between the antecedents and consequences of returns management. Furthermore, returns management may become increasingly critical for firms to develop and perform corporate social responsibility (CSR). Therefore, future research can investigate the relationship between CSR practices and returns management.

This research suggests that managers under institutional pressures should continually pay attention to the effects of external factors on returns management. Additionally, the results reveal that a commitment of resources can reinforce the relationship between the pressures imposed by non-market and market actors and the implementation of returns management. Under significant institutional pressures and resource constraints, managers may increase the effectiveness of returns management while attending to the concerns of non-market and market actors.

This study presents a model that considers three major explicative variables: institutional pressures, resources commitment and returns management. It is the first investigation to integrate three streams of literature on institutional theory, the resource-based view and returns management.

The purpose of this study is to examine the indirect impact of job demands on recovery self-efficacy via the mediation of job burnout. The study also investigates the moderating effects of school-to-work facilitation and psychological detachment in the indirect relationship between job demands and recovery self-efficacy.

The study recruited and surveyed 263 employed graduate students in the executive master of business administration program in Taiwan. Regression analysis was used to examine the proposed relationships.

The results showed that job burnout mediated the relationship between job demands and recovery self-efficacy. The relationship was weaker when school-to-work facilitation and psychological detachment were high.

This study confirms the indirect effects of job demands on recover self-efficacy through job burnout and provides new insights into the role of school-to-work facilitation and psychological detachment to enhance the recovery in the JD-R model.

Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.

This study explores the driver influence of employee proactive personality on service recovery performance with work engagement as mediator. The moderating role of job resources (social support, supervisory coaching and performance feedback) is also examined in the proactivity-performance linkage to analyze the interaction effect of employee proactivity and job resources on recovery performance.

Primary data pertaining to the constructs under investigation were collected using a structured questionnaire from 432 dyads of employees from four companies operating in the Indian retail banking sector. Each dyad comprised of one frontline employee and her peer (colleague). Responses to work engagement and job resources were self-reported by frontline staff, as peer ratings were solicited for frontline employees' proactivity and recovery performance.

Empirical findings suggest that frontline employees' proactive personality significantly ameliorates their work engagement which in turn exerts a positive driver effect on their service recovery performance. In the case of less proactive employees (those with a proactivity score of less than mean value), service recovery performance is boosted when they receive constant feedback on their recovery performance. The results, however, did not provide significant evidence with regard to the moderating role of social support and supervisory coaching.

This study is one of the maiden attempts to relate employee proactive personality with service recovery performance. Since the research relating personality with recovery performance is largely underexplored yet fundamentally important, this study expands the available literature by examining as to what type of employee is more likely to deliver superior service recovery performance with little organizational support.

Recovery seems to be one of the most important mechanisms explaining the relationship between acute stress reactions and chronic health complaints (Geurts & Sonnentag, 2006). Moreover, insufficient recovery may be the linking mechanism that turns daily stress experiences into chronic stress. Given this role recovery has in the stress process, it is important to ask in which contexts and under what circumstances recovery takes place.