BOREOUT, EMPLOYEE WELL-BEING, AND THE POTENTIAL MODERATION BY PSYCHOLOGICAL CAPITAL

Abstract

Employee well-being is an important determining factor that contributes to employee resilience (Tonkin, Malinen, Naswall, & Kuntz, 2018) and productivity (Baptiste, 2008), which ultimately plays a vital role in an organization's success (Tonkin et al., 2018). Established positive organizational psychological behaviors and characteristics, such as psychological capital (PsyCap), have been shown to increase employee well-being (Avey, Luthans, Smith, & Palmer, 2010). However, as the workplace continues to change, new threats to employee well-being are constantly emerging (Pradhan & Hati, 2022). A new threat to employee well-being known as "boreout" has not yet been extensively studied, and the potential for boreout to affect employee well-being while employees are experiencing differing levels of PsyCap warrants further study. The purpose of this study was to examine the relationships among boreout, PsyCap, and employee well-being and to assess the potential role of PsyCap as a moderator of the relationship between boreout and employee well-being. Overall, the results of this study indicated that PsyCap was positively associated with employee well-being and negatively associated with boreout. In addition, boreout was inversely associated with employee well-being. The relationship between boreout and employee well-being was not moderated by PsyCap. The implications of these findings and suggestions for future research are discussed.