Job control could be considered as a key factor that can reduce the detrimental effect of overtime work on employees’ health and work-life interference and, in turn, optimize organizational outcomes. Job control is related to the extent to which workers can decide how, when, and where to do their jobs. During the past decades, work-related flexibility in organizational practice has received greater attention. This is particularly important taking into consideration the impact of the COVID-19 pandemic and new hybrid work arrangements. WTC, an important psychosocial characteristic, may play a moderating effect on the relationships between overtime and mental health, work-family conflict, and job-related outcomes. This may help to fill the gap of limited and inconsistent findings in the literature of job resources and be beneficial to organizational management of overtime employees’ mental health. This study investigated the influence of WTC on overtime employees’ mental health and WFC and further explored the mechanisms of whether WTC can facilitate voluntary overtime and consequently contribute to decreased negative effects caused by overtime work. Accumulated incomplete recovery may further result in increased health problems.
Employees may feel too tired to make an effort with, or take part in, family matters.
According to the Effort-Recovery Model, incomplete recovery could be induced by extended working hours, which could be explained through two pathways: (i) time-based incomplete recovery, where employees may have less time to take a rest, enjoy family activities, and personal hobbies and exercise etc., and (ii) strain-based incomplete recovery, where the quality of recovery may be reduced because of the extension of strain produced in long working hours. Recently, recovery from work has received more attention, and it is considered essential for maintaining health and work-life balance. Preceding studies have suggested that long working hours may increase the risk of various psychological problems, including stress, fatigue, psychological distress, anxiety and depression, as well as sleep disturbances and decreased cognitive functioning. Limitations and practical implications are discussed. However, this study did not find a mediating effect of voluntary overtime on the WTC-WFC relationship. Furthermore, mediation results showed that voluntary overtime was a complete mediator of relationships between WTC and depression and anxiety as well as a partial mediator of the relationship between WTC and stress. Generally, control over time-off was beneficial to females and employees with dependents. The results showed that control over time-off was related to decreased depression, anxiety, stress and WFC, while control over daily hours was related to decreased stress and WFC. We also examined two separate dimensions of WTC (control over time-off and control over daily hours). Based on the time-regulation mechanism and effort-recovery model, we examined the effect of worktime control (WTC) on mental health and work-family conflict (WFC) among overtime employees, and whether voluntary overtime mediated the relationships. Overtime has become a widespread phenomenon in the current information age that creates a high speed working pace and fierce competition in the high technology global economy.
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