Predicting boredom-coping at work
| Published date | 29 July 2014 |
| DOI | https://doi.org/10.1108/PR-09-2012-0161 |
| Pages | 741-763 |
| Date | 29 July 2014 |
| Author | John W. Whiteoak |
| Subject Matter | HR & organizational behaviour,Global HRM |
Predicting boredom-coping at work
John W. Whiteoak
Faculty of Arts and Business, University of the Sunshine Coast,
The Sunshine Coast, Australia
Abstract
Purpose – The purpose of this paper is to explore the dimensions of boredom-coping in the workplace
and develop a linear equation capable of predicting a single individual’s boredom-coping capacity.
Design/methodology/approach – The research employs a mixed-methods approach and triangulates
the identification of themes through, consultation with five industry experts, 23 individual interviews and
169 survey respondents.
Findings – A linear composite that explains 41.4 percent of the variance in boredom-coping (r¼0.66,
po0.001) was developed. The model was derived from four constructs identified from primary
qualitative data. These were, personality traits (i.e. conscientiousness, openness, work ethic, and
extraversion), attitude to challenge, trainable abilities (i.e. practical intelligence, foresight ability,
and situational awareness), and group potency.
Research limitations/implications – These findings provide research implications for the study of
boredom-coping at work. Common-method artifacts are a potential limitation of the conclusions
drawn. However, the mixed-methods approach, independent samples at each stage, and multiple data
collection sites and times, suppo rts the integrity of the findings discussed.
Practical implications – The practical implications of this research includes providing strategies
for human resource decisions associated with recruitment, selection, and front-line training interventions.
The model indicates training may be targeted at different areas of the equation with markedly different
impact and return depending onthe timed nature of interventions.
Originality/value – The findings support the development of approaches that may help to create a
more engaged, productive, and well-adjusted workforce. The translation of the findings to the “bottom-
line” is also significant.
Keywords Mixed methodologies, Conscientiousness, Attitude to challenge, Boredom-coping,
Group potency, Practical intelligence, Situational awareness
Paper type Research p aper
Introduction
Boredom at work appears to be a fairly common phenomenon and is linked to many
negative outcomes for individuals and organizations. For example, work-related boredom
is found to have adverse effects on morale and quality of work (Thackray, 1981) and is
claimed tobe a significant issuein terms of impacting overall organizational performance
(Gemmill and Oakley, 1992). However, researchers (i.e. Fisher, 1993; Loukidou et al., 2009;
Shackleton, 1981; Vodanovich, 2003) have highlighted the inadequate attention boredom
has received in the management literature. It is suggested that understanding individual
differences in boredom-coping may be an appropriate strategy for managing boredom
more effectively in the workplace (Game, 2007; Loukidou et al., 2009; Spector and Fox,
2010). Even so, this literature is under researched and requires more exploration (Game,
2007; Skowronski, 2012).
Contributing to this literature is important because employees who are able to
better cope with boredom are likely to have higher levels of employee engagement.
While the link betwe en engagement and productivity is now more clearly established
The current issue and full text archive of this journal is available at
www.emeraldinsight.com/0048-3486.htm
Received 18 September 2012
Revised 5 July 2013
Accepted 18 January 2014
Personnel Review
Vol.43 No. 5, 2014
pp. 741-763
rEmeraldGroup Publishing Limited
0048-3486
DOI 10.1108/PR-09-2012-0161
This research was supported by funding from the Australian Coal Association Research
Program Grant, C17027.
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Predicting
boredom-coping
at work
(Markos and Sridevi, 2010) the pathway to high engagement from a disengag ed state
(i.e. not coping with boredom) remains unclear. These implications are significant
(Bishop, 2011) as figures from a recent global Gallup engagement su rvey show that in
the workplace is revealed to be less than optimal in 67 percent of employees, of which
18 percent are described as actively disengaged and this is estimated to be costing the
US economy between $250 and $350 billion a year (Rath and Conchie, 2009).
There are many reported benefits of finding high engagement at work for both
individuals and organizations and this research on boredom-coping in a highly
monotonous environment has provided insight into achieving a healthier state of
engagement at work. In improving our understanding of predicting boredom-coping
additional strategies that are designed to build a mo re engaged and productive
workforce can be developed.
This paper provides empirical evidence that extends the explanatory power of the
existing models of boredom-coping described in the management literature. The research
approach was to include a mixed qualitative and quantitative investigation (namely,
Bryman, 2006; Miles and Huberman, 1994) on boredom-coping, conducted with dragline
operators in the Australian coal-mining industry. The absence of empirical research
generating constructs, especially in high marginal productivity of labor (MPL) industries
has led to the need for beginning this research in primary data collection at the “coal-face.”
This is because in high MPL industries, small behavioral changes can lead to high relative
returns inproductivity. The participants in this research operatea piece of equipmentthat
is valued at more than $100 million and provide a more than 30 percent of the revenue
of some mine-site operations. This provides an excellent environment to investigate
boredom-coping in a MPL environment and provides a shared research objective for
theory and practice.
The research triangulates the ident ification of themes through consu ltation with
five industry experts, 23 individual in-depth interviews and 169 survey respondents.
All three stages were conducted at separate times and the survey participants were
selected randomly and independently of the interviewees. The content validity of the
themes was established using a two-stage process. First, the identified themes were
confirmed as representative of issues faced by particip ants by a panel of five industry
experts. The second stage involved examining each construct in the context of the
management literature. While the research literature identified a gap in the dynamics
of identifying boredom-coping techniques, emerging from this process were ten
variables all of which appear with varying levels of resonance in the human resource
management literature. The final operationalization of these var iables was to generate
a survey that involved adapting previously validated scales to the current setting.
Boredom-coping at work
Boredom is usually described in the literature as a dissatisfying or negative emotional
state (Farmer and Sundberg, 1986; Game, 2007) and has been associated with
counterproductive withdrawal from work (Bruursema et al., 2011; Spector et al., 2006).
People who experience boredom at work also report greater levels anxiety, depression,
and neuroticism (Caplan et al., 1975). In addition, regardless of occupation, employees
who perceive their jobs to be monotonous and boring are likely to be less satisfied with
their work (Gardell, 1971; Lee, 1986; MacDonaldand MacIntyre, 1997). Other undesirable
outcomes such as engaging in unsafe work practices, or stealing company property
(Runcie, 1980), absenteeism, turnover, and output restriction (Fisher, 1993; O’Hanlon,
1981) are also found to be associated with unmanageable boredom in the workplace.
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