Practical Implications
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DETACHMENT
Workers with FWDs face specific challenges, such as with maintaining boundaries between work and private life, detaching from work, establishing recovery periods, and self-organizing their workday. In this study, we show that training that teaches self-regulation strategies, namely environmental and cognitive-emotional segmentation strategies, recovery strategies, and self-organization strategies, helps participants improve psychological detachment, satisfaction with work-life balance, and well-being. Hence, we recommend that interventions for workers with FWDs teach such self-regulation strategies. To support workers with FWDs in terms of their psychological detachment, satisfaction with work-life balance, and well-being, occupational health managers, HR managers, or supervisors can offer such a self-regulation intervention. To do so, they may use a self-guided learning manual based on the web-based training (eg, the English version of the German self-guided learning manual [To determine whether conducting blended training is worth the additional time, effort, and cost, we compared a web-based training group with a blended training group. We found the intervention to be effective for all participants regardless of the training format. However, we found that the blended format was beneficial for participants’ adherence and commitment, supposedly because they experienced more social interaction. This is important, as a key shortcoming of web-based training is high dropout. Accompanying group meetings can increase the likelihood of training adherence. This underlines the importance of sharing experiences with others to follow through and truly engage with web-based training, which is in line with research showing that people who experience a sense of belonging to a group are more likely to coordinate with the goal pursuit of others in the group [Thus, when practitioners decide that it is worth the increased effort of blended training to strengthen social exchange and commitment, they should encourage group interactions accompanying web-based training, for example, by offering group sessions or regular meetings. Moreover, employees who participate in web-based training can share their experiences and goals for participation with others to increase their own commitment to follow through with the training. Importantly, these applications would then differ slightly from the group sessions evaluated in this study, limiting the transferability of the study results. Individual interventions can serve as a valuable addition to human resource practices and policies. However, they should always be considered as an addition to appropriate working conditions. These include, for example, support from supervisors and peers and corporate agreements on telework [