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Early signs of dehydration, such as headaches, are not unusual in the working population. Even slight deficiencies of water intake may have negative effects on both health and performance. However, little is known about work-related fluid intake. We expect the daily experience of interruptions to distract from perceived thirst, resulting in reduced daily fluid intake. This effect may be more pronounced when the workload is generally less predictable due to the assignment of tasks that are beyond the definition of the worker's professional role (unreasonable tasks). Data were gathered from 29 female service employees across five workdays. Multilevel analyses revealed daily work interruptions to be negatively associated with fluid intake, especially when there were frequent unreasonable task-assignments. Results suggest that interruptions at work might reduce daily fluid intake. However, adequate allocation of tasks by managers can protect employees against insufficient drinking.

We report a new analysis of data from a multi-year study, some of which were previously published in the current journal. A longitudinal sample of 380 computer specialists was followed over two years, yielding three measures each of job satisfaction, organizational commitment, and turnover intentions, as well as actual turnover, and reasons for leaving, at Times 2 and 3. Career paths were more diverse than the classical distinction between stayers and leavers implies. Furthermore, although the largest single group of leavers cited “push” reasons, conforming to the classical withdrawal model, a sizable number were attracted to another job (“pull motivation”). In a three-wave structural equation model, job (dis)satisfaction predicted turnover, while organizational commitment exerted its influence only via its association with job satisfaction. As expected, however, attitudes predicted turnover only for participants with push motivation. Quitting, in turn, predicted an improvement in both satisfaction and commitment, indicating that it paid off for the individual. The necessity to study consequences of turnover and to distinguish between different subgroups of stayers and leavers is emphasized.

Objectives Research concerning the association between stress at work and body mass index (BMI) has mainly focused on two models (ie, job demand–control and effort–reward imbalance) as predictors and mostly been cross-sectional. The aim of our study is to extend previous research in two ways. First, social stressors – in the sense of social conflict and animosities at work – were included as an independent variable, arguing that they should be an especially promising predictor as they reflect a “social-evaluative threat”. Second, a longitudinal design was employed with a two-year follow-up. In addition, the variables specified by the job demand–control model and the effort–reward imbalance model were assessed as well. Methods Participants comprised 72 employees (52 men, 20 women) from a Swiss service provider. Multiple regression analyses were used to predict BMI two years later with social stressors, effort–reward imbalance, demands, control, and the interaction of demands and control. Baseline BMI was controlled so that the dependent variable reflects the change in BMI over two years. Results Regression analyses revealed control and social stressors to be statistically significant predictors of follow-up BMI, while effort–reward imbalance was marginally significant. Conclusions The results underscore the importance of social stressors and job control as predictors of stress-related impaired health.

Objectives This study investigated whether work characteristics predict physiological recovery on a rest day. Specifically, we aimed to show that high demands and low control at work would lead to higher cortisol values and thus poor recovery on a rest day. Methods A total of 69 individuals participated in this study. In addition to analyzing questionnaire responses, we measured salivary cortisol on two workdays and on a subsequent rest day (a Sunday). We used multiple regression analysis. We controlled for the workday cortisol level; results reflect the relative change in cortisol from workday to rest day. In addition, we controlled for gender, since this relates to cortisol levels at work. Results We found that control at the workplace predicted cortisol levels on a rest day. Specifically, individuals with less job control had higher cortisol levels, and consequently poorer recovery on the rest day than those with more control. Neither job demands nor the interaction of demands and control predicted a change in cortisol levels from workday to rest day. Conclusions The results indicated that a lack of control at work impairs physiological recovery on the weekend, one of the central recuperation periods. In light of the potential importance of incomplete recovery with respect to long-term ill health, it should be considered crucial to ensure job control at the workplace.

Core self-evaluations (CSE) might account for relative gains in job resources across time, especially in situations when these individual differences affect behavior that is relevant for development of job resources. This longitudinal study tests CSE as an individual resource that predicts relative gain in job resources and job satisfaction among job beginners who change or stay with their employer. A questionnaire was filled in by 513 adolescents shortly before the end of vocational training and one year later. Our results replicate previous findings suggesting that job satisfaction is affected by CSE directly and indirectly through the perception of job resources. Multi-group structural equation analysis showed that only leavers had a longitudinal indirect effect of CSE on job satisfaction at the end of vocational training via job resources during their first year of employment. Our findings imply that turnover includes opportunities to optimize one's circumstances and that CSE helps to attain resourceful jobs.