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Employee boredom is of concern to organizations because of its impact on employees’ quality of work life and productivity. This study aims to test the regulation of workplace boredom through meaning in life by workplace heroes to contribute to theory by examining the relationships between the variables and to practice by uncovering the potential of workplace heroes in alleviating state boredom.

Using online surveys and structured interviews for a mixed-method study, data were collected for state boredom, meaning in life and hero affirmation at work for a quantitative study, and data from the open-ended questions provided further insights regarding hero affirmation at work for a qualitative study.

Spearman rank-order correlations concluded correlations between state boredom and meaning in life. However, unlike personal heroes that influence meaning in life, workplace heroes were found not to. The qualitative analysis revealed three prime differences between workplace and personal heroes: proximity, symbolic representation of ideologies and qualities admired in the heroes. These reasons entailed that state boredom was not regulated by workplace heroes.

The model of Coughlan et al. (2019) explored trait boredom regulation through meaning in life by personal heroes. This study tested for the regulation of state boredom through meaning in life by workplace heroes; thus, contributing to theory through a nuanced model with enhanced usefulness in practice. The study also further dissects the concept of heroes by uncovering differences between workplace and personal heroes that perpetrated the differences in the findings.

Boredom is believed to be the common cause of workers' absenteeism, accidents, job dissatisfaction, and performance variations in manufacturing environments with repetitive jobs. Effectively measuring and possibly predicting job boredom is the key to the design and implementation of appropriate strategies to deal with such undesirable emotional state. The purpose of this paper is to present new methodologies to measure and predict human boredom at work.

Two series of mathematical formulations, linear and nonlinear, to describe the variation of human boredom at work are first presented. Given the complexity of human emotions, the authors also present a probabilistic framework based on state‐of‐the‐art Bayesian networks to model employees' boredom at work.

The proposed methods centre on the prediction and measurement of human boredom at work. They enable managers to take proactive actions to deal with human boredom at work. Examples of such actions are task rotation and job redesign.

The proposed methods are verified using a number of cases describing a set of phenomena that may occur in the real world. However, further research is required to demonstrate the validity of the models using real world data.

According to accessible literature, human boredom is being measured by self reporting scales thus far. This study describes and demonstrates analytical approaches to model human boredom at work.

Job boredom is an amotivational state at work, where employees lack interest in their work activities and have difficulties concentrating on them. Although recent research suggests that job boredom may concern a wide range of industries, studies investigating the experience and its emergence in white-collar work are scarce. Thereby the purpose of this paper is to contextualize job boredom by exploring the experience and its preconditions in white-collar work.

This inductive, exploratory study employed data from 13 focus group interviews (n=72) in four organizations to investigate the emergence and experience of job boredom.

Three types of job boredom was found. Each type involved distinct temporal experiences: inertia, acceleration and disrupted rhythm at work. The findings suggest that different types of job boredom involve specific conditions that hamper the activation of individual capabilities and disrupt temporal experience accordingly.

Extending the conceptualization of job boredom may enable better understanding of the variety of consequences often associated with the phenomenon.

It is also important for organizations to recognize that there are different types and various preconditions of job boredom in white-collar work, as it may have a negative impact on employee well-being and performance.

The results indicate that job boredom is a more nuanced phenomenon than earlier believed. By identifying job boredom in white-collar work as an experience with various forms and respective preconditions, this study expands the understanding of the phenomenon and its emergence.

The purpose of the paper is to provide an initial understanding of the factors influencing and emanating from Facebook boredom. Specifically, the study addresses important issues such as reasons for liking and disliking Facebook, Facebook users’ boredom states with this social networking site, factors associated with Facebook boredom and impact of boredom on the success and effectiveness of social marketing activities.

A paper and pencil questionnaire was administered to undergraduate students at two local universities in exchange for course credit. Survey questions were adapted from previously validated scales, and measurement adaptations were minimal and only related to the context of questions to assure their relevance with the context of our study. Bootstrapping technique, Sobel test, ANOVA and regression techniques were used to test the hypotheses and address research questions.

The results indicate that both genders are experiencing Facebook boredom and spend less time on Facebook. Moreover, Facebook boredom negatively impacts users’ attitudes toward this social networking site, which in turn impact attitudes towards ads on Facebook. This observation reveals an important point regarding the necessity of studying the phenomenon of Facebook boredom for marketers. Also, the findings indicate that age is an important factor impacting users’ level of boredom with Facebook, as younger users report significantly higher levels of Facebook boredom as compared to older users.

To capture the opinion of Facebook users, this study used a sample of college students at two universities which may not be representative of the entire population of Facebook users. Much of the existing research on Facebook, however, has focused on undergraduate college students and is primarily based on studies utilizing the undergraduate population.

This is the first study to empirically examine the phenomenon of Facebook boredom by linking major theories of boredom with uses and gratification theory. The results add to the extant literature by identifying the underlying mechanism through which boredom with social media impacts effectiveness of social media marketing activities. The results shed more light on the consequences of Facebook boredom for digital marketers and reveal that age is an important factor in Facebook boredom.

The purpose of this paper is to explore the relationship between workplace boredom and voluntary work behavior.

The author integrates multidisciplinary theory and research findings to create a process model to guide researchers and practitioners.

Extant literature on boredom coping and interest self‐regulation suggests that individuals often find ways to increase stimulation when feeling bored. This paper discusses how such interest enhancement strategies have both harmful and helpful effects on organizations.

This paper explores situational characteristics and individual differences that moderate boredom's effects on counterproductive work behavior and organizational citizenship behavior. A model with testable propositions is provided. Understanding how employees cope with boredom may lead to new insights for increasing motivation and productivity.

This study proposes an examination of the psychometric properties of the French version of two boredom scales (i.e. the Dutch Boredom Scale and the Boredom Proneness Scale Short Version), the antecedents of boredom at work, based on an integrative theoretical framework drawing on the Job Demand-Resources model (Bakker and Demerouti, 2017) and the moderating effects of individual characteristics on the relation between contextual antecedents and boredom at work.

This study was based on a cross-sectional design with a sample of 363 Swiss workers. First, the two boredom scales were validated through a confirmatory factor analysis. Then, in order to study the relative strength of the predictors of boredom at work, a hierarchical regression model was tested. Finally, the interaction effects between individual characteristics and contextual antecedents of boredom at work were tested.

Factor analyses revealed a unidimensional structure for both instruments. Regression results showed that boredom proneness, job demands, job autonomy and social utility added a significant percentage of incremental variance to the model. Moreover, a significant interaction between contextual and individual characteristics in predicting boredom at work was observed.

Our findings stress the importance of taking into account employees' experiences at work when developing job design interventions to promote well-balanced working conditions for all, as well as targeted solutions for specific populations, in order to adequately address the issue of boredom in the workplace.

This study explores the relatively under-researched topic of boredom at work, known to be detrimental for individuals and organizations. To date, research on its antecedents has been quite fragmented and we particularly contribute to the literature by investigating this aspect.

The purpose of this paper is to investigate how people cope with boredom at work, and whether differences in “boredom coping” effectiveness are associated with differences in employee well‐being, and safety behaviour.

The authors used two methods to gather information for this paper. Employees in a chemical processing organisation (n=212) completed a survey of individual boredom coping levels, self‐reported safety compliance, and a range of well‐being variables. Also, critical incident interviews with a sub‐sample of survey respondents (n=16) elicited strategies that employees use to cope with boredom at work.

High boredom‐copers reported better well‐being and greater compliance with organisational safety rules compared with low boredom‐copers. Relative to low boredom‐copers, high boredom‐copers tended to cope with boredom in ways that were more functional for themselves and the organisation.

Because the research was exploratory and cross‐sectional conclusions are necessarily tentative. However, the findings add to the scant body of knowledge about workplace boredom and serve as a useful guide to future research.

This approach offers new insights into how the negative effects of boredom might be managed in future, both individually and organisationally. Training in boredom coping skills, in conjunction with job redesign initiatives, may help to reduce the frequency and impact of boredom at work.

Boredom at work is an important yet neglected area of human resource management research. The present study is the first to examine the construct of “boredom coping” at work and to demonstrate a potential link between differences in boredom coping tendency and employee health and safety outcomes.

This study aims to investigate an initial understanding about the different factors that are inducing and stemming the monotony of different social networking sites (SNSs). Specifically, the study provides an initial understanding for the liking/disliking of different SNSs, factors affecting users’ monotony and its impact on the success and effectiveness of different marketing activities.

A survey questionnaire was adopted from previously developed and validated scales. The questionnaire was administered to undergraduate students enrolled in different universities in India. We have used regression analysis, bootstrapping technique, Sobel test and ANOVA to address the research questions and hence to test the hypotheses.

The findings of the study revealed that gender does not have any impact on the monotony of SNSs. Both genders are experiencing boredom for SNSs and spend less time on such sites. Moreover, SNS boredom negatively impacts users’ attitudes toward different SNSs such as Facebook, twitter, etc., which in turn develop negative attitudes toward the different advertisement on these sites. This study revealed the marketers’ necessity of studying the phenomenon of SNS boredom. One of the most important finding of this study is that users’ age decides the level of monotony/boredom with the social sites; older users report significantly lower levels of social sites boredom as compared to younger users.

To capture the opinion of SNS users, this study used a sample of students from different universities. The study findings are primarily based on studies utilizing millennial population.

This is the first study which empirically examines the phenomenon of social networking boredom among millennial by linking the theories of monotony, i.e. gratification theory. The findings of the study added a chapter in the literature by identifying the underlying mechanism through which monotony of SNS impacts effectiveness of the social media marketing activities. The findings shed more light on the consequences of SNS monotony for the digital marketers and revealed that age is an important factor in it.

Employee dishonesty is problematic for businesses in general, particularly for retailers. The purpose of this paper is to empirically analyse selected factors associated with the perceived likelihood of dishonest behaviour among retail employees. Specifically, the role of three negative work outcomes – insufficient pay, boredom, and perceived injustice – is investigated, as well as the effect of individual values and espoused organisational values.

The sample consisted of 784 retail employees from six retail organisations located in Estonia and Latvia. A survey questionnaire that used manipulated scenarios of work outcomes and organisational values was administered.

The study concludes that perceived injustice produces more dishonesty than other negative work outcomes (insufficient pay and boredom), whereas boredom was a surprisingly strong trigger for the perceived likelihood of dishonest behaviour. Individual ethical values determined the perceived likelihood of dishonest behaviour as hypothesised while sensation-seeking values did not. Espoused organisational values had no significant effect on the perceived likelihood of dishonest behaviour.

The results imply that the breach of distributional and procedural justice simultaneously associates most with employee dishonesty, and retail employee selection is the key to curbing dishonest behaviour in the workplace.

The paper makes a contribution to behavioural ethics literature by studying dishonest employee behaviour in the post-communist context while addressing various forms of dishonest behaviour, in addition to stealing. Also, the effect of espoused organisational values has been scarcely studied before.

Boreout is a psychological state of intense boredom and apathy. Characterized by the absence of mental stimuli (i.e. menial tasks) required to keep employees conscious about their environment, and this incessant decline in mental stimuli may turn employees into “professional zombies.” The diversity in work needs and preferences across generations has become a key organizational factor, generational differences have been studied in Western countries, not much information is available about generational cohorts and satisfaction (i.e. career, life and job satisfaction) in developing countries. The purpose of this paper is to provide more insights on these phenomena.

Drawing upon conservation of resources theory, this paper examines the potential effects of boreout on important job outcomes (i.e. career, life and job satisfaction) conditioned by generation (Gen-Xers and Gen-Yers) in the service industry. Data analyses with Artificial Intelligence technique (i.e. artificial neural network) and structural equation modeling were conducted with data collated from Nigerian service employees.

Results revealed that boreout has a negative impact on career, life and job satisfaction. The hypothesized relationships were significantly moderated by generation cohorts as Gen-Xers and Gen-Yers were found to be distinct cohorts.

This paper advocates that non-western organizations should avoid utmost service standardization and rigid stylization of work processes and procedures.