The role of general work engagement and well‐being for vacation effects and for vacation fade‐out

Abstract

AbstractOur study examines individual differences in vacation‐related well‐being gains by investigating general work engagement and general well‐being as moderators. We examined the effect of vacation on employees' affective well‐being (negative activation and vigor) concerning three different vacation effects (change in affective well‐being over time): “vacation effect (during)” (before‐during vacation), “vacation effect (after)” (before‐after vacation), and “fade‐out effect” (during‐after vacation). A sample of 144 employees completed at least four out of five questionnaires: general (4 weeks before), pre‐vacation (3 days before), on‐vacation, Post‐1 (first day after), and Post‐2 (2 weeks after). Regarding vacation effects, affective well‐being was higher during and after vacation than before. After work resumed, gains in affective well‐being faded out (Exception: Negative activation did not differ from its level during vacation). Work engagement moderated vacation effects (during) and fade‐out effects: Employees with lower levels of work engagement benefitted more while on vacation but experienced a greater fade‐out. Lower levels of general well‐being were related to increases in affective well‐being during and after vacation. Well‐being did not moderate fade‐out effects. Our findings underscore the importance of work engagement and general well‐being for vacation‐related well‐being gains and the importance of work engagement for the sustainability of vacation effects.